Leading Remotely

Developing a culture of trust

Working from Home

Remote working isn’t new, but as we were all slammed into working remotely a year ago, we learned how to manage people at arm’s length. And for even the most seasoned managers this was a challenge.

Trust and remote working

Trust is essential for a culture of productivity, and while sustaining trust remotely can be challenging, it’s very doable. It’s a matter of communicating purposefully. Understanding team members’ communication styles and personalities is a start. It helps you focus on what will motivate and inspire your team. In a remote world, purposefully connecting with your team members is a worthwhile investment. This includes having candid conversations about performance and taking the time to address conflict between co-workers. Establishing trust starts with clear and honest conversations.

Managing teams remotely isn’t that much different from managing in person as far as personalities go. For example, those who gain energy working with others are still likely to need face-to-face contact with others, substituting phone and screen calls for showing up at your desk. And those who prefer to work alone, those relentless meetings are still a grind and totally exhausting. Established teams who understood one another’s personalities had an easier time making the transition. Teams with personnel changes such as a new manager or new staff should employ purposeful remote team building to develop that culture of trust.

Team Building Remotely

Tools such as the Myers-Briggs Type Indicator or the DiSC Workplace profile are great ways to bring a team together to expand their knowledge of working with one another. While virtual meetings have been overused , remote team building is a different experience that helps mix things up. Not only do team members get to work together in an energizing setting, receive important tools about how they work individually and collectively. We have seen the benefit skilled facilitators bring to the remote environment in building trust. It takes leadership focus and commitment to work through issues that are easier to avoid remotely. Remote leaders are finding that getting outside of the regular meeting with a planned activity gives the team a break and helps them learn new and valuable skills for working with one another.

Tips for Establishing Trust Remotely

Agendas. Have regular one-on-one meetings that are more than just a checking-in chat and manage expectations with an agenda. Send the agenda at least a few hours before the meeting and allow your employees to contribute. The agenda can help maintain clarity, prompt dialogue and keep the conversation focused. Build in some time to allow personal interaction to build your relationship.

Accountability. Make sure you have a list of what you agree to and follow-up with an email after the meeting as to next steps. Holding ourselves and others accountable is easy to slip when we see the stress levels on all of us, so keep those commitments in the weekly meeting agenda.

Agreement. Gain agreement from your employees as to expectations for next steps and on resources you can provide or obstacles you can remove. Be realistic and follow-through on your commitments.

Ask to help. Be specific. As leaders, we need to be prepared to offer grace when an employee is struggling and to create a space where vulnerability is valued. Without vulnerability-based trust (thank you Patrick Lencioni) we aren’t likely to recognize needs in ourselves or others, so let your people know when you need help and let them know what you can do to help them. We know that remote working is taking a toll, so consider your employee’s well-being as something you should check on. Add it to the agenda.

Keep in mind that remote teams and team members have the same needs they did before they went remote, and so do you. So keep your focus on leading beyond your comfort zone and being purposeful in establishing trust in order to keep your culture balanced.