Remote work, working from home, freelancing, telecommuting…whatever name we give it, is not a new phenomenon. Let me explain.
I recently gave a presentation at an event in Budapest…let me say it was an amazing experience to come along side people passionate about remote work. Represented were remote workers, professors and students from Corvinus University in Budapest, and decision makers from the halls of government. All were interested in learning and advocating for remote work.
In preparing to speak I came across two articles that gave me some perspective on the history of remote work. What amazed me was how much remote work has been an integral part of our lives from cave man days to today.
I was also struck by how similar the concerns regarding remote work in the 1970s are to what we hear today. As noted in the above mentioned articles, The Washington Post (1979) in the US shared these three reasons why working from home is not ideal…
- How do we know they are actually working?
- How will they stay connected with the office and team members?
- How will they handle all the distractions of working from home?
Fast forward to today…Millions of people globally work remotely, a high percentage being employees of organizations, not just self-employed, freelancers, or digital nomads.
Research shows these people:
- Are more productive
- Experience a better work/life balance
- Save organizations money on office space and equipment
- Save time and money on driving back and forth to the office
- Leave a smaller environment footprint
And this is all made possible by advances in communication technology. However, many organizations still offer the same objections as to why remote working should not be considered…46 years later! Fortunately, research (and experience) has proven the objections offered no longer need to be issues.
So what might be the root of these concerns? Let me offer some suggestions
- Lack of trust
- Lack of understanding regarding the technology available.
- Concern over employee’s lack of self-motivation or self-leadership.
- Unwillingness to give up control.
Are these concerns actually valid? Do those things really describe the work habits of remote workers? Only one way to find out…ask remote workers. That’s exactly what we did. Over the past year we interviewed and surveyed over 200 remote workers in North America and Europe. We wanted to know, from their perspective, what they knew was key in being successful as remote workers. The results? They identified, in this order of importance:
- Tech savvy
- Taking initiative
Notice the top 4 they identified. The very competencies that counteract what was just noted as being the root causes of organizational skepticism.
Remote work is not a new phenomenon, but it has evolved, and the tools enabling it to happen effectively have developed to levels beyond what our predecessors could have imagined. And, work will continue to change and evolve, as will the technology enabling it to be even more effective.
These 4 things, communication, self-leadership, trust, tech savvy, all lay a foundation that will prepare you for whatever the future of work looks like. So let me ask, how might we…
- build our communication skills? Are you reading books that challenge you? Are you taking every opportunity possible to speak publicly? Are you honing your writing skills?
- become more self-led? Are you taking the initiative to get better at what you are already good at? Are you continually challenging what you know? Are you taking responsibility for your own decisions and actions?
- become people worthy of trust? When you say you are going to do something, do you do it? Are you honest, do you demonstrate integrity?
All these things are under our control, and only we can truly own them.
*Note…I’ve decided to start numbering my blogs for ease of reference. I was shocked to see this is already #65!
In our research, 58% of respondents stated that to be successfully as a remote worker it’s important to be disciplined. We defined discipline as showing a controlled form of behavior or way of working. Respondents agreed that discipline is about the long commitment in the same direction, doing something because it is the right thing to do, not because it felt like it. As I consider the practice of discipline, I’m learning that self-leadership and discipline are closely connected.
Sue Stockdale, a British polar adventurer, athlete and motivational speaker, wrote a insightful article regarding this topic. Her 3 suggestions for becoming more disciplined were:
- Be clear about what’s important
- Imagine yourself at the end point and work backwards
- Short term pain vs. long term gain
Let’s consider self-leadership as being the fuel that enables us to be disciplined, to stay in the game for the long haul. A definition of self-leadership shared in an article by Charles C. Manz is helpful…
A comprehensive self-influence perspective that concerns leading oneself towards performance of naturally motivating tasks as well as managing oneself to do work that must be done but is not naturally motivating.
The question is, how do we develop self-leadership? Here are five practical suggestions:
1. Take time to learn and grow your strengths: I am a strong proponent of knowing our individual strengths , and taking responsibility for growing them. Realizing individual uniqueness and ability is important, as is recognizing that our strengths are most effective when used in collaboration with other’s strengths. If you are serious about discovering your strengths, click here to start the journey.
2. Be aware of, and grow your emotional intelligence (EI): EI measures your ability to recognize and manage emotions in yourself and others. A TedX talk by Ramona Hacker not only explains EI, but provides some great insights regarding how to grow your EI. Also, this free on-line tool will help assess your EI level, and pose questions to walk through some growth steps. The great news about EI is that no matter where you score today, you can grow to new levels!
3. Collaboration: by collaborating with others we are privileged to learn from their expertise. Another benefit of collaborating is having our weak areas and blind spots uncovered; as the Proverb says…“Iron sharpens iron.”
4. User Manual for ‘me’:
Knowing others is intelligence; knowing yourself is true wisdom. Lao Tzu, Chinese Taoist Philosopher.
It’s difficult to grow in self-leadership if you don’t know yourself, or know where to start. On a recent web conference I was introduced to the idea of creating a User Manual on ‘me’ to share with my team or co-workers. It basically summarizes who I am, how I operate, my ideal work environment, what I excel in, and even where I am not so strong. When looking at developing and growing in self-leadership, this is an important tool. In a video produced by Kevin Kruse, the audience is encouraged to create such a manual on a semi-regular basis…perhaps at significant milestones in life.
5. Turn discovery to action: Self-discovery is most valuable when you do something about it. What’s your action plan. How will this learning enable you to lead yourself AND contribute to the growth and success of others? Self-leading cannot be self-serving…it can’t be motivated by a desire for personal power. Rather, the discipline that results from self-leadership should contribute to the greater good of the teams and organizations you are part of.
How do we pull it all together? In a nutshell…know who you are and what you love doing. Consider what motivates you intrinsically and use that knowledge and passion to turn work that is not naturally motivating into something meaningful. Finally, use that motivation as the impetus to inform your disciplined approach to committing to excellence in the long run.
If you say you’re going to do it…do it
If you didn’t do what you said you’re going to do…own it
If there were barriers that keep you from doing it, communicate that, once barriers are removed, if possible …do it
If you don’t know how to do it, ask for help, then do it
In my previous blog we looked at the competency of trust, or trustworthiness. What is trust and how do we develop, earn, and keep it. Trust, in all areas is vital, but our research respondents shared that when working in a remote or virtual context is foundational to effective communication and collaboration.
That being so, what kind of interview questions will help identify the level of trustworthiness evidenced in the lives of the candidates. Here are some suggestions to get you started.
1. Describe a time when you needed to earn the trust of others.
Listen for humility in the answer. Did the candidate take the responsibility to earn trust vs depending on a position to demand trust.
2. Doing the right thing doesn’t always result in a win. Tell me about a time when you experienced a loss for doing the right thing in order to preserve the trust of others.
Listen for values, for the candidate to be more concerned with retaining trust (vs fav our), than potential reward or recognition.
3. Based on your values, is there any circumstance in which it is justifiable to break a professional confidence?
The answer to this can be both easily identified, and challenging. You want the candidate to acknowledge the seriousness of breaching a confidence; however, you want them to also recognize the fact that certain lines of ethics and legalities warrant the risk of breaking a trust in order to do the right thing.
4. Tell me about a time when you were given credit for something a co-worker did. How did you respond?
This question gets to the heart of meritocracy. Listen for reflections on the importance of giving credit where credit is due, for responses that reflect a level of trust where co-workers know their team mates will be their greatest champions.
Trustworthiness…growing the competency.
I grew up in Ireland. We lived in a town called Bangor and loved to visit grandparents in Annalong, a small fishing village. What I loved about both places was the location…right on the Irish Sea. I loved the smells, sounds, sights, and yes, the feeling of that sea salt on my lips and skin. Even now, years after immigrating to Canada, every chance I get I head to the ocean. It’s my place of refreshment, rejuvenation, and reflection. However, I have a very healthy respect for the power of the sea and the need for warning signs that both guide sea faring travellers, and bathers. Warnings that can be relied on, depended on, warnings that are constant. I think often of my grandfather sharing how he would stand at the Annalong Harbour watching for my uncle to return home after a fishing trip. At times the waves were so big, vessels would disappear from view, being tossed by the rise and fall of the sea.
For years, before the use of electronic navigational systems, sailors depended on the beacon of a lighthouse to guide them to shore, steering them away from being dashed
against treacherous coastlines and hidden rocks. They knew they could trust the lighthouse, that it was reliable, constant, a lifeline to guide them into the safety of the harbour.
Trust…a ‘thing’ we base a belief on…an action we employ when expecting people to do what they say they will do. Respondents to our research reported that trustworthiness, was a competency critical to success in the remote world. To be sure, trust is critical in all work contexts, but they suggested that in a virtual environment it becomes even more important. Sadly, many people mistake presence for progress.
Trust can be earned, and lost. Many books have been written on the topic; countless articles and blogs tout its’ value. But how do we develop it? How do we preserve it? If lost, how do we earn it back? I would offer the following three simple actions:
- If you say you’re going to do it…do it
- If you didn’t do what you said you’re going to do…own it
- If there are barriers that keep you from doing it, communicate that; once barriers are removed, if possible …do it.
- If you don’t know how to do it, ask for help, then do it
Ok, so not so simple! However, if you want to be a person worthy of trust you need to own it, preserve it, and value it. Are you a trustworthy person? If you’re not sure, ask those you work with, your family and friends, if they view you as a person they can trust. Warning, only ask if you are willing to act on what they tell you!
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In my previous blog I offered suggestions for how individuals could grow in their ability to be self-directed. Being intentional about growing such skills will increase your success as a remote worker, and set you up to answer interview questions related to that important competency. What kind of questions can an interviewer ask if they want to discern the candidates proficiency in being self-directed or self-motivated? Below are some suggestions to get you started, but first, a definition. Because it is important to use the same language when discussing competencies, clarity needs to be provided for this specific context.
Self-directed involves taking responsibility for personal decisions and effectively organizing activities based on intrinsic motivation without pressure from others. Without being self-directed, remote workers stated they might not have what it takes to organize multiple contracts in order to achieve the deliverables identified.
True, this is a great competency to possess when working in a colocated setting, but our research showed that a much higher level of proficiency is required when working in a remote or virtual setting. Let’s not forget that working remote refers to individuals who are not required to physically show up at a specific location on a regular basis.
Back to the interview, the focus is to ask behavioural questions to see how a candidate handled him or herself in the past. While it is always desirable, it is not necessary that they have previously worked remote, but it is important that they can demonstrate transferable skills that will contribute to their future success. While interviewing, don’t hesitate to dig deep with follow-up questions. Sometime the secondary questions are the ones that get you to the most vital information; listening carefully to the answers provided can’t be overstated.
As noted in previous blogs, answers should provide insight into the following:
• Situation/Problem faced
• Action (what they did, how they did it)
• Result/outcome (what was the outcome of the action taken, and was it positive or negative)
- Tell me about a time when a goal was difficult to achieve because of the many barriers before you. How did you address the barriers? (You are looking for answers that will help you discern not only the ability to identify barriers, but will describe the action taken to either overcome, or remove the barriers. Remote work can present more barriers that colocated settings. These barriers are by no means insurmountable, however, a self-directed person will not be put off by them, but will rise to the occasion and eagerly find workable solutions.)
- Tell me about a time when you took the initiate to collaborate with others in order to more effectively accomplish a task. (Listen for an indication that they believe collaboration is important, why it is important, and how working with others can aid in the effective completion of a task. As well, listen for how they chose who to collaborate with. In remote settings, it takes more determination and intentionality to reach out and build a collaborative network.)
- Describe a time when you lacked the drive to accomplish a task. How did you work through the apathy? (Listen for the humility of acknowledging they are not perfect…it’s rare to find someone who has never lacked drive. The important aspect of this question is to learn how they dealt with the inevitable lack of drive, accomplished the task, and moved on. Once more, in a remote setting there may be more distractions that pull the individual away from a task at hand…especially if it’s a task they don’t particularly enjoy.)
- Describe a time when you lacked the necessary information to accomplish a task. What sources did you use to provide the missing information or learn a new skill? (This question is driving at the importance of knowing how to access learning in order to get the job done. Some people simply rely on the person in the next cubicle to provide the answer; however, when working remote, there is no one in the next office. How resourceful are they with self-directed learning?)
- What process do you have to ensure all commitments and deadlines are met? How do you prioritize deliverables and responsibilities? (Self-directed people are pro-active. This question will give you insight into how the individual gets ahead of the game by having process and practices in place to deal with multiple deadlines and deliverables. In remote settings, performance is measured by deliverables, not how many hours a person sits at a desk in any given day…that’s why this is such a key element.)
- What book has had the most impact on your work habits? Describe your learnings. (The books people read tell you a lot about a person. In previous blogs the importance of communication is outlined; reading books is a powerful way to grow this skill. Listening to podcasts for learning is wonderful, but doesn’t contribute to growth in written communication. This question also provides the opportunity to learn if the candidate reads, AND what they choose to read and why…the ‘why’ being key. I have found that reading fiction can contribute to my creativity…many problems can be solved more effectively by putting them aside and focusing on something totally unrelated.)
These suggestions should provide a foundation for developing your interview questions. My next blog will address the topic of how remote workers can grow their trustworthiness, followed by another set of interview questions on the same competency.
Till next time…I would love your feedback and suggestion for further blog topics.
Growing competency as a remote worker #2: self-directed/self-motivated
As we move through the list of ‘should have’ competencies for success as a remote worker, the second most crucial competency, as identified by remote workers, speaks to being self–directed and motivated. What does this mean?
For the purposes of this application, self-directed speaks to a state of ‘being’, while the similar, often-misused self-motivated speaks more about ‘doing’.
The dictionary explains self-directed from the perspective of having an inner drive or ability to make one’s own decisions, and organizing one’s own work rather than being told what to do by others. Other references include the idea of regulating and adapting behaviour based on needs and demands in order to achieve whatever goals or achievements have been identified.
Contrast that to ‘self-motivation’, which draws attention to the ability to follow through and carry on in the direction one needs to go, and keep going. This forward motion happens regardless of what external circumstances may be present and working against whatever momentum one might have! It truly is driven by an audience of one, the individual.
There is much written about both these areas, however, I would offer that there are three parts to this being and doing that require intentionality:
1. Searching…What specifically do I need to know to do this or accomplish that? Where do I find the answer/information? Who/what can help me access the information/skill I need?
2. Learning…following through with gathering the information needed (read a book, take a course, get a mentor, join a meet-up…)
3. Doing…once I learn the what and the how…do it, use and apply the learning.
How are you doing with self-direction and motivation? Have you recently taken on the responsibility to search for the solution to something? Did you take action accordingly? If not, what’s holding you back?
When I conduct workshops, I often have participants set immediate action plans to implement their learning by engaging in a simple exercise…you may find it helpful.
For the next two weeks, in order to grow in self-direction and motivation, consider what you should:
1. Stop doing (what’s keeping you from being self directed/ and motivated?)
2. Start doing (what actions or thoughts do you need to start doing to be more self-directed/ motivated?)
3. Continue doing (what’s working that you want to keep as part of your practice?)
Perhaps you’ve heard this proverb, every time you say “yes” to something, you’re saying “no” to something else. Consider this, the reason you may be struggling with self-direction/motivation could be because of some other commitment that is superfluous in your life at the moment. Just a thought…
In a previous blog I offered a suggestion regarding journaling to grow your written communication skills. Why not use this growth area as a topic to journal about and keep track of how much stronger you are becoming with self-direction and motivation?
One final note. Perhaps the greatest compulsion I know to being self-directed and motivated, is to be clear on my ‘why’. (Simon Sinek’s Start with Why is a must read on this topic.) When I understand why I’m doing something, the what and how become so much clearer and natural.
Ok, one more final thought. Sometimes we over think actually doing something. My son, Nathan, would be the first to admit that sometimes, the block of doing is as simple as stopping the analysis paralysis and, as the famous swoosh suggests, “just do it!”
(Watch for a follow-up blog regarding self-directed/motivated questions to ask when hiring for remote workers)
Over the past year I have researching what makes remote workers successful. I’m happy to have been able to collaborate with my son, @natesawatzky in the research. Both Nathan and I are so thankful for the many who let us dig into their lives as remote workers.
Today, I’m excited to share a version of the report that has been created to benefit managers, remote workers, and leaders alike. You can download the report here.
questions about the report, or simply want to talk more about remote work.