In our research around what makes remote workers great, 8 key competencies were revealed: communication, self-directed/motivated, trustworthy, disciplined, taking initiative/curiosity, adaptable/flexible, self-efficacy, and empathy. You talked to us about how each contributes to your ability to excel and thrive (and yes, survive) in your work. Great insights were provided on so many levels by those actually working as remote workers.
Since the research has been released, the question ‘what if I’m not great at a certain competency, does that mean I can’t be a remote worker?’ The answer is an unequivocal no! The wonderful thing about competencies is that you can grow and develop when intentionality and focus is applied. The next few blogs will take on a part ‘a’ and ‘b’ format. Part ‘a’ will take a look at a specific competency and provide suggestions on how to develop it. Part ‘b’, following a few days later, will suggest possible interview questions helpful to determine the extent to which a candidate possesses the specific competency.
Let’s start with the one identified as being most critical…communication. When considering this we are talking about verbal, non-verbal, and written forms, as well as discerning the proper channel when communicating a message. The simple question is, “How do I grow my communication skills so that I can be more effective in my role as a remote worker?’ Here are some ideas to get you started:
Written communication (the most important form of communication when working remote):
- Read more…not mind numbing books, but books that challenge your thinking, and stretch your vocabulary. Authors such as Ernest Hemingway, Mark Twain, or Stephen King.
- Make time to learn about the art of writing. A couple of suggestions would be Elements of Style by E.B. White; Draft #4 by John McPhee
- Journal…take time to record your thoughts, and when possible, use good old fashion ink and paper. Actually writing your thoughts causes you to slow down and think more intentionally about what you’re wanting to say without worrying about someone reading your thoughts.
- Check that your writing style is more about clarity and exactness, than beauty and emotion. (To be sure, there is a time for beauty and emotion, but for this situation being clear and concise, rules.)
Oral communication (the spoken word):
According to one study, men speak an average of 7,000 words per day, while women speak an average of 20,000. No derogatory comments allowed! The important point here is that even though we speak, a lot, everyday, we are not necessarily getting any better at communicating. Practice only makes perfect if you are correct in what you are practicing!
- Think about historical persons known for their oratory skills…people like Winston Churchill, Martin Luther King, Socrates, Condoleezza Rice, Cheryl Sandberg, John F Kennedy, Mr. Rogers (yes…Mr. Rogers!). Read their biographies and autobiographies, or watch them speak via recorded videos . What do you notice about the power of their words? What observations can help you speak with more clarity and persuasion?
- Listen more, speak less (your peers, clients, and manager’s will thank you)
Practice brevity. According to tech republic, people have the tendency to make 3 mistakes when communicating: Over explaining, under-preparing, and completely missing the point. The article sums up their advice with:
- Map your message first
- Lead with a headline
- Trim away excess detail
- Finally, ask for feedback. We all have blindspots, ask a trusted peer, family member, or friend to tell you how you are doing with your oral communication…and act on what they say.
Communication Channel (what’s the best way to send a message?)
Without a doubt, the options for how to send a message are many, however, every channel is not appropriate for every message. The following are key considerations that I have found to be most relevant.
1. What is the nature of the message?
2. Is there a need for documentation of the conversation?
3. What supporting technology is available?
4. What is the urgency of the message?
5. Is there a level of confidentiality or secrecy that needs to be preserved?
6. Is there an element of safety that could be compromised through the content of the message?
7. What is the relationship between the sender and the receiver of the message?
Communication Tools (how are you sending a message?)
Finally, the tools you use will either foster rich communication, or hinder it. If your team tends to get lost in email threads or c.c. purgatory, consider messaging apps like Slack, Wire, or Basecamp. If you’re finding your team struggling with empathy towards each other, push for video chat vs audio-only team calls. Invest in good software!
Bottom line? We can all improve our ability to communicate well; via spoken word, written word, and in choosing the proper channel. It takes time, lots of it! But the results are worth it both for personal satisfaction and for personal reputation! Ready to grow?
Do you ever get to the point when you simply need to de-clutter? It could mean de-cluttering your home, your car, your office…or your mind. Throughout the year my mind flips from one course of study prep to the next, from classes to contracts, from strategy to application, from delivery to review. What I long for now is to let my mind be still, to reflect, to let it wander and wonder, and to learn. Actually, I think that perhaps now is the time to develop more than learn.
Have you ever considered what the difference is between training and development? For many years I have used the terms interchangeably, but now realize that while both are vital, they each have their own focus. The way I see the two is that training focuses on the skills I need to do the ‘job’ right now, while development is more about learning new skills and techniques for the future. I love the element of past, present and future that comes into play here; we consider what skills we have used to be successful in the past, tweak them for efficiency in the present, and creatively consider what skills will carry us into the endless possibilities of the future.
This idea of learning and developing took on a new meaning to me when visiting Il Duomo di Firenze in Florence. Do you know that they built the cathedral with the skills they currently had, but counted on the development of new skills to complete the dome? And…history proves their optimism paid off, the result is breathtaking!
As 2018 comes to a close (it’s been a great year!) I find myself looking back on what I have learned from past experiences, reflecting on what I am learning today, and challenging my mind as I prepare for the possibilities of tomorrow.
I really appreciate this quote from philosopher and educator Mortimer J. Adler…
“There is a strange fact about the human mind, a fact that differentiates the mind from the body. The body is limited in ways the mind is not. One sign of this is that the body does not continue indefinitely to grow in strength and develop in skill and grace. By the time most people are 30 years old, their bodies are as good as they will ever be; in fact, many person’s bodies have begun to determinate by that time. But there is no limit to the amount of growth and development that the mind can sustain. The mind does not stop growing at any particular age.”
My current development is around UX Design; I’m taking an on-line course through Interaction Design Foundation and finding my thinking being stretched once again. What are your learning and development plans for 2019?
It’s been a great 2 weeks of traveling in Europe learning about remote workers in the tech industry…from remote workers in the tech industry. After initial meetings with people in Kelowna, Penticton and Vancouver, I then met up in Finland with my son (who is himself a remote worker currently based in France), and visited remote workers in Helsinki, Amsterdam, Eindhoven, The Hague, Berlin, and finished up in London.
One thing I’ve been told about research is that it often creates more questions than answers…how true it is. Before heading on the trip, my research had identified various competencies demonstrated by people in the remote tech world, all confirmed through our conversations. However, we were also rewarded with some surprising new insights that will impact our learning. It will now take some time to filter through the data and make sense of what we observed, heard, felt, and experienced…I promise to get back to you on all that as the blog series continues. As well, a quick glimpse at some great coffee shop spaces totally conducive to remote work.
In the meantime, some ponderings from our travels…
• When traveling in Europe, it is possible to be on more trains, planes, busses, trams, and subways in a 2 week period than in one’s lifetime!
• Don’t ever assume you’ve figured out the ‘right’ mode of payment on any mode of transportation…will that be cash, swipe, contactless, get ticket before boarding…??
• Don’t ask for a coffee shop in Amsterdam if you truly are looking for a cup of coffee.
• When putting on 20,000 steps everyday on cobbled paths, foot massages are not considered a luxury…and they hurt! (But worth the pain)
• Never eat fish and chips by the sea without covering them with a napkin.
• Baby seagulls are the cutest things…beauty for them is truly fleeting.
• There is nothing quite so lovely as sitting outside by the Baltic Sea at 10pm, full daylight, enjoying a bevy.
• Kiitos is the most lovely word for ‘thank you’, offered by a gracious country of people.
• Freikörperkultur is a real thing quickly discovered when enjoying a German sauna!
• Appreciating and taking time for a good cup of coffee (and I do mean coffee) is a globally shared passion (at least in the places we visited).
• Having a shower in the kitchen is a wee bit strange.
• Seeing remnants of the Berlin Wall and walking through Memorial to the Murdered Jews of Europe is both awful, and awe-full…lest we forget.
• While carry-on is the way to travel, it sure curtails shoe shopping!
• Avoiding being run over by a bike in the Netherlands is a full time endeavor.
• Everyone should have the privilege of traveling and working with their son (or daughter)…amazing!
Mid October and I am full into teaching again at the Okanagan School of Business. That means my scholarly/academic hat is on, but always tempered with ‘why?’ and ‘so what?’ questions (from myself, to myself). One of the topics we explore is motivation; what causes people to do what they do? How do you move people from solely working for a pay check (we all still need that), to also working towards contributing to something greater than themselves? This doesn’t have to be solving world hunger, or obliterating child exploitation (although these are right up there in the hierarchy of importance). Most great organizations have a cause, a reason to exist, a purpose, a why?, that fuels the motivation for their people to see beyond the day to day tasks.
Maslow’s Hierarchy of Needs is one theory that we offer up to our students…the ultimate level being self-actualization. Meeting the needs of our employees should be foremost in the minds of all managers, something that those working with remote workers need to pay special attention to. This issue was well addressed in an article by Yonder ‘What Does Maslow Have to do with Remote Work?’
Self-actualization is great, but for me it has always come up short…it feels rather self-focused and self-centred. Needless to say I was intrigued when presented with the idea that Maslow’s later work actually added a 6th level…Self-less Actualization. This moves the individual from self fulfillment, to helping others realize fulfillment.
Koltko-Rivera (2005) sums it up as
“At the level of self-actualization, the individual works to actualize the individual’s own potential [whereas] at the level of transcendence, the individual’s own needs are put aside, to a great extent, in favor of service to others …”
Ok, a little heavy for a blog on supporting remote workers…I get it, but stay with me on this. If the greatest level of motivation happens when we take the reality of who we are: the gifts, talents, and strengths we have, and use those for the betterment of others, then we immediately realize the importance of also helping our remote workers be able to connect with and contribute to a cause outside of their need for connectedness, trust, or communication. What does that look like? Is it possible to measure that for success, and not simply performance outputs and deliverables?
This challenges and expands the traditional scorecard…how do we measure a worker’s contribution to the growth and well-being of others?
As I have been traveling in Portugal, Finland, Spain and England these past weeks, I have once again been struck by the commonalities we share as humans…both in our need for meaningful work and renewing play time. This balance is especially important for those who have chosen the path of remote work. However, the degree to which cultures intentionally plan for playtime is varied.
While in Finland I was honored to be part of a Global Faculty Colloquium held at JAMK University of Applied Sciences in Jyvascula; 18 individual from around the globe presented their practices related to applied research in the post secondary classroom. Inspiring, informative, and innovative ideas were shared, and each brought their unique culture and perspective to the conversation. However, the learning that left the strongest impression on me was the intentionality demonstrated by the Finnish people…our hosts. These people are hard workers, but take seriously their time to step back and enjoy the wonder of the country they are blessed to live in. Time and again, we heard guides and locals alike refer to ‘living room spaces’…spaces where people take time out of their work to simply sit, visit, get to know one another, and reflect on life. Time to be still, to think, to watch, to simply…be. I would suggest this is one of the two most important tools for a remote worker, the pre-cursor to innovative and creative thinking.
You may have intentional playtime all figured out, but for many this is a necessity that all to easily gets pushed aside. There is almost a panic that sets in if we are not doing something that contributes to existing contracts or to the pursuit of new business. While in Helsinki it was a treat to sit among the many people taking time out of their busyness to enjoy a pastry and coffee from one of the many sidewalk cafes, or simply sit on a bench along the city’s central linear park…intentionally taking advantage of the many ‘living room spaces’. But this is not a new concept…we are all keenly aware of the need for such ‘playtime’…aware, of , but perhaps not committed to .
I was also stuck by the intentionality of the Finns regarding building relationships in business. The value they place on taking time to create a foundation of trust before moving forward with business dealings is commendable; people first, business second. Read the rest of this entry »
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I’m not a ‘navel gazer‘, in fact I would probably get my back up against the wall if anyone accused me of being one. For many people, spending time doing various assessments to learn more about oneself falls into this category; I get that. We can get so fixated on taking self discovery assessment after assessment, after assessment in pursuit of self discovery…but to what end?
So where am I going with this, especially with a blog title of ‘Thinking about thinking’? In my lifetime I have completed many assessments: True Colours, What Color is Your Parachute?, Anchors, StrengthsFinder, MBTI, Values-Based-Indicators, DISC to name a few. Each one of them have contributed to my self-understanding, but to what end? In college, we use various assessments to help students learn who they are, how they perform, what matters to them, what they should do with their lives…again, to what end?
Ok, so this is sounding like a gloom and doom reflection…bear with me, that’s not where I’m going.
Lately I have been passionately curious about the whole idea of diversity, and loving every moment of it. In fact, in my previous few blogs I focused on diversity in the classroom, which really served as the impetus to keep digging into this intriguing area of thought. The intent of my attention to this matter was for the purpose of bringing students from multiple cultural backgrounds together, and through appreciating each one’s unique contribution, greatly enhance their own learning and that of their classmates. I left the semester feeling enriched, as did many of the students.
However, through conversations with my son, Nathan, we began considering the fact that the practice of many organizations is to design diverse teams based on such things as culture, gender, religion, ability, or age. The theory is that bringing individuals from diverse people groups together will result in heightened creativity which would then lead to greater innovation, which would lead to greater productivity and profit. Logical, and supported by research. But…is it accurate? Not necessarily…in fact, other research is showing that while much good can be generated from such diversity, there are challenges that can block the desired results. In an article entitled Diversity in Teams: a Two Edged Sword the authors remind us that there is more to receiving creative and innovative outcomes than simply putting together a diverse team.
The question then arises…If diversity truly is the key element in creating diversity of thought, how do we harness and grow it? And…how do we define diversity?
Here’s where I’m going with this. When most of us think of diversity, we think about the visible…the things we see that make us different: race, color, age, ability/disability, gender… But what about “Invisible diversity”? Bersin by Deloitte defines this as… ‘the traits or characteristics of a person that may not be obvious, such as diversity of thought, perspectives, and life experiences (which may include education, family status, values and beliefs, working-style preferences, and socioeconomic status).’
Is it possible that the best path to creativity and innovation doesn’t lie in visibly diverse teams, but in teams that also strive for invisibly diverse teams?
Closing the loop…if I want to successfully work with an invisibly diverse team, one that embraces differenct ways of thinking based on such things as values, beliefs, experiences, perspectives…I need to understand where I’m coming from; I need to first be a student of myself before I can understand those unique individuals I will be privileged to work with.
Thus starts the journey into re-learning about, and appreciating, my own uniqueness, FOR THE PURPOSE of learning about, and appreciating others, so that together we can innovate and create amazing things.