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The Programme

Workshop hours: 9.00 am - 5.00 pm (both days)  
Please note: In Dunedin the start time is 9.15 - finish time 5.15

Understanding virtual/remote teams
  • Terminology, Models and types of teams
  • Overview of Traditional versus remote team operations
  • Benefits and potential disadvantages of operating in a remote environment
  • Myths and realities
  • Why remote environments fail
  • How they succeed
  • Why are you doing this?

Setting up a virtual/remote structure and environment
  • Describing the environment you want to achieve
  • Designing the Infrastructure
  • Selecting the Tools you need
  • Defining roles and their inter-relationship
  • Establishing policies, practices, procedures
  • Defining what is needed in a remote Worker
  • Determining what is needed in a remote Manager

YOU as the Manager
  • What is going to be different for you managing a remote environment versus a co-located team?
  • Transition behaviours you may see in yourself
  • Leadership essentials
  • Leadership styles - what is yours, what does the environment require and how will you adapt?
  • Skills, knowledge and behaviours (Competencies) essential to operating remotely
  • Challenges of managing a mixed model environment (some remote/some co-located)
  • Expectations of you - yours, your organisations' and your teams (both those you oversee and those of which you are a part)
  • Where is your support?

The Remote Worker
    Transitioning from a co-located to a remote environment              
  • Potential challenges and issues                                                              
  • Change management                                                                                      
  • Establishing roles, expectations, behaviours and attitudes                      
  • Re-Training and supporting
  • Preparing and implementing

    All team members
  • Roles and relationships within the team and overall organisation
  • How are things going to work?
  • Establishing and implementing Communication procedures and expectations
  • Strategies and processes of Accountability
  • How is success defined for the team?
  • Setting tasks, processes, Performance standards and assessment processes
  • What can and do the team expect and need from you – their Manager?

Building the Team
  • Creating an environment of Trust within the team
  • How are they going to work together?
  • What is everyone doing and how will they contribute to the overall purpose and goals of the organisation
  • Instilling and getting commitment to the organisational Culture
  • Establishing and facilitating the growth of relationships across the team
  • Strategies for integrating new people
  • It’s all about Communication
  • Working across time zones and across cultures

Maintaining the team
  • Responding to Conflict within the team
  • Managing poor performance
  • Creating a reward and recognition strategy
  • Avoiding isolation
  • Managing “office” politics and unproductive behaviour
  • Ongoing monitoring, coaching, feedback and assessment
  • Maintaining the organisational culture
  • It’s all about communication…
  • Achieving the results

Developing the Team
  • Creating opportunities for growth and promotion
  • Making the most of the talent you have within the team
  • Encouraging and recognising contributions and achievements
  • Implementing opportunities for Team activities
  • Training your remote workers

Warning signs that there may be issues – and what to do about it.
  • The most common mistakes made within organisations operating remotely
  • Patterns, behaviours and attitudes to watch for with your remote people
  • Behaviours, attitudes and results to watch for in yourself
  • Warning signs within the organisation itself

Bringing it all together
  • Review of Case Studies
  • Design the path ahead        - For you        - For your team        - For your organisation
  • Interviewing
  • Induction and on-boarding
  • Integrating into existing team
Quick Reads:
Providing cutting edge services, business solutions and tailored learning experiences
The Long-Distance Manager
A programme to identify and imbed the skills, behaviours and attitudes to effectively manage remote / virtual/ dispersed/ distributed employees, contractors and partners.
How we work with you
    Whilst we have a programme framework, we recognise that "off-the-shelf" training is rarely where and how behaviour becomes an habitual part pf us.  Proscribed
    training programmes tend to be a "one size fits all" approach. We know this does not work - you can't fit a round peg into a square hole.  And often such programmes do
    not fit your company goals or culture.

    Our approach recognises that each business is different and that within each business are many individuals each of whom have their own style and natural abilities -
    otherwise why did you hire them?  But maybe the manner in which they are using those innate behaviours and styles is not achieving the results the business requires.

    We work with you to get to know your people and your business and then craft a highly interactive and practical learning and coaching  process which enables each
    person to make best use of their natural approach and abilities to build attitudes and behaviours which contribute to the success of your business.

    Yes, this process takes a while longer than sending someone on a standard course but the results are long term and provide an ROI well beyond that of a one size fits
    all programme. So here is how we approach this...

    Step One: We spend time with you to get to know your business and your personnel.  Together we identify what should be included. You are NOT limited to the topics in
    the Framework - it is just a starting point to prompt your thinking.

    Step Two: We build a programme specifically for your business taking into account the business culture, resources, operational environment, personnel capabilities
    and organisational goals

    Step Three: You review and authorise the proposed programme and provide your preferred dates.

    Step Four:  Our Team member  (the same person with whom you had the consultation)  delivers the process on a private basis (in-house) at a venue arranged by you.
    (Our Consultant travels to your location with no added expenses to you within New Zealand and Australia.).

           Step Five: Our Consultant prepares and delivers a report on the participants and the programme within 7 business days of completion. .

    Step Six: We provide coaching to each individual once per month  for a period of 6 months after the event  and can email their Consultant for assistance on a specific
    issue for 6 months. (Assistance with this is limited to 3 contacts per month).  In addition, we do ask them to send a case study of a situation they have dealt with once
    per month for 6 months which we review and comment on.
    FACT: Around 68% of managers need specific training to effectively manage remote staff.  (Source:  Regus report 2015)

    While the concept of remote working (aka Virtual, Distributed, dispersed) has been around for many years now, the adoption is growing almost exponentially across
    industries, professions and verticals. And it seems it is not going to go away in a hurry, with global indications showing that an expected 50% of people will be working
    remotely by 2020. (Global Leadership Summit 2014)

    The reasons for making the move to a remote environment (or mix of remote and co-located) vary but, whatever the reason, one reality is constant: Many organisations
    make the move without sufficient planning and preparation for the transition.  Nor do they always understand the challenges ahead or the demands of remote versus
    traditional team development and maintenance. Likewise the need for re-training, additional (and different) skills, procedures, tools and support that is essential to the
    success of a remote work environment is often overlooked.