TRAINING FOR MANAGERS OF REMOTE TEAMS

Every organisation is different. There are different reasons why they transition to an “office optional” approach and why remote work is introduced. The tech available for teams to collaborate with varies from workplace to workplace too, and of course the work itself varies greatly - as more and more roles become decoupled from the need to perform them in a specific location. 

That's why we prefer to tailor our in-house workshops for managers of remote teams to your needs, ensuring we take account of all of these factors and create a unique learning experience which will provide the greatest leverage for your success.

However, sometimes it's easier to start with an "off the shelf" programme to create customisation to your requirements, so here are our leadership workshops for managers of remote teams.

We have designed our programmes based on the most common challenges faced by manager of remote teams. However, we can tailor the content to your needs. Get in touch to discuss your requirements and a custom-made quote.
As a guide, a one-day in person workshop for 12 participants will cost £2,500 (exclusive of VAT).

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WORKSHOP 1
LEading remote teams through visible teamwork
 

For managers and leaders of remote, virtual and hybrid teams.

The role of the manager changes once team members start working from different locations. One of the main responsibilities shifts from supervising the work to designing processes and role-modelling behaviours to promote collective accountability and team cohesion. These skills are not usually addressed in traditional team leadership training, and they’re vital for managing both the transition and the ongoing success of the team. In addition we will be looking at how the different aspects of remote teamwork affect motivation. 

This workshop will cover the concepts of Visible Teamwork and will help you adopt them in a way that suits your team’s communication ecosystem and workflow, and that positively affects intrinsic motivation.

CONTENT

1) How working in a virtual team affects intrinsic motivation 

2) Visible Teamwork and its link to motivation

Deliberate Communication 

Making explicit those things about us as individuals that others usually pick up when they see us in the office, by co-creating an effective Team Communication Agreement.

Work Visibility

Making visible your team conversations, your work and team workflow - so that everyone has access to the right information at all times, and your activity and progress as a group is embedded into the work itself. The relationship with trust and accountability that visible teamwork ensures, and the benefits this brings to all team members.

Planned Spontaneity

While each team member might be working either alone or in a collaborative activity, there are ways of crafting your ecosystem to enable team members to have spontaneous encounters. These  encourage informal learning and bonding and are also closely related to trust and wellbeing. 

3) Online tools, processes and behaviour to adopt visible teamwork
We bring our knowledge of the options available, and you bring your specific activities and workflow - together we’ll develop your own bespoke ecosystem for visible teamwork. 

Visible Teamwork is available as webinars, online workshops, co-located workshops (in-person) and self-paced learning (text and audio). 

WORKSHOP 2
Leading Your Team through Transition Using the VIRTUAL Framework

Suitable for managers, team leaders and management teams.

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Making the transition to remote working will have many positive benefits, but it does mean adjusting to new ways of communicating with each other, and redefining teamwork itself so that everyone can work from where they work best. It is not unusual for teams and even organisations to fail to adequately plan and resource this as a change management process - which can easily get in the way of a successful and smooth transition to effective ‘office optional’ working.

Using the VIRTUAL framework, in this workshop we will guide you through:

1. Identifying what will change after your transition, what can remain the same and why you might struggle through the change.

By identifying the needs of different team members and your team as a whole, you can create a plan which works for everyone, and which has minimal impact on essential work in progress as you implement the change

2. Selecting the tools, processes and behaviours you'll need to create your new ecosystem. 

Whether you have a range of technology options available to you or whether you have a limited choice within your organisation, you need to ensure that you’re using the technology well, through habit-forming processes and deliberate behaviour, as well as explicit agreement about how, when and for what you will use each one.

3. Creating a Team Communication Agreement

To embrace the flexibility and autonomy that can come with being a remote team, there need to be boundaries within which you will operate. A brief team agreement can make the difference between dispersed communication - with consequences ranging from important messages being lost to information overload - and an effective, confident and aligned team. 

This workshop is aimed at both teams going remote, and management teams or cohorts of managers in an organisation. 

As a guide, a one-day in person workshop for 12 participants will cost £2,500 (exclusive of VAT).