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Examining your roles and defining your goals as a virtual team with Victoria Roos-Olsson
- 1. Examining your roles and defining your goals as a virtual team
- 3. The tactical aspects of leading a remote team Managing remote teams Successful remote communication Examining your roles and defining your goals as a virtual team Maintaining high trust through change Leading through change How innovation blossoms during challenging times
- 5. We have never been in this situation before, we are all at home, our spouses are home, our children are home. How does this new normal change our roles? We must examine and redefine our roles in this new environment to ensure our continued success as leaders and individuals.
- 6. You want to have 7 slices
- 8. Advisor Creator Manager Rock Artist Daughter Member Singer Believer Devil's advocate Neighbor Sister Channel Educator Parent Student Confidant Friend Partner Traveler Counselor Human Problem solver Thinker Counselor Listener Rebel Wanderer
- 10. Leadership consultant Author Yoga instructor Podcast host Engaging and Engaged World Class Pep-talk that inspires and teaches
- 12. ROLE Extraordinary My Big Rock This week Leadership Consultant • WORLD CLASS that makes a difference • Live online Mother • Engaged and Engaging Podcast Host • Pep-talk that inspires and teaches
- 14. c
- 16. ROLE Extraordinary My Big Rock This week Leadership Consultant • WORLD CLASS that makes a difference • Live online Writing Script and Filming for Jhana Mother • Engaged and Engaging Family bike rides 1on1 school meeting 1on1 college meeting Podcast Host • Pep-talk that inspires and teaches Pre-meeting with my sister Research on what helps the most Record
- 17. Start with you. Then work with your team.
- 18. Help your team members to get clear about the “WHY” behind the “WHAT” and then support them in the “HOW”.
- 19. Know the answer to these three questions: 1. What are the top three priorities of your department? 2. What are your manager’s most important goals? 3. How does your team contribute to your department’s priorities and your manager’s goals?
- 21. Weekly planning – a meeting with yourself
- 22. START with you. Then involve your team. What are the big rocks of your team next week?
- 24. Find a moment and a space just for you to “start” your working day and to “close” the working day.
- 26. Take care of yourself and stay in touch. LinkedIn: Victoria Roos Olsson Podcast: Roos&Shine
- 27. Q & A Photo by Analia Baggiano | Unsplash
- 28. The tactical aspects of leading a remote team Managing remote teams Successful remote communication Examining your roles and defining your goals as a virtual team Maintaining high trust through change Leading through change How innovation blossoms during challenging times
- 29. Thank you! Webinar Registration: franklincoveynorcal.com
Notes de l'éditeur
- Graham: Welcome Welcome to Examining your roles . I’m Victoria Roos Olsson with Franklin Covey and I’m excited to continue with the second session of our 7 part web series for people who find themselves leading remote workers for the first time. Before we get started, I hope you will engage with me though out this webinar. At this point we all had enough isolation. If you look across the bottom of your screen, you can use the Q and A to send questions, comments and ideas. Graham will help us monitoring this box. It might also be handy to have a piece of paper and pen next to you. I will ask you to reflect on a few things. At the very end you will have the opportunity to stay on for questions.
- After my team went through a turbulent time I decided to do a workshop to discuss the current status. To do this creatively I had everyone draw pictures of how they saw the team at the moment, illustrating our communication, execution, team spirit, goal achievement and more. This activity puts people at ease, rather than sitting around discussing perhaps difficult topics you can be creative. My team LOVED it and got right to work. To my horror, one team came back with a picture of us all on a frantic, high speed flight, with me as the captain wearing a turquoise scarf (that I apparently wore way to often) and the team members performing crazy duties in a chaotic environment. That picture will forever be instilled in my memory. While I didn’t feel great about this picture, I was proud of my team fore being so candid. Now that our issues were out in the open we could tackle them. And they checked my reactions while sharing the picture. But once they realized I WANTED their feedback the culture of feedback really got started. And by the way, it also became a lot easier for me to give them feedback.
- Throughout this webinar series were going to be giving you access to a lot of GREAT franklincovey content. Last week Suzette addressed some of the tactical aspects of leading remotely. Today we are going into more specific managerial / leadership skills that every leader managing a remote team must practice. .
- I’ve been working as a leader and with leadership development my entire career. I have been working within a 10 minutes walk from 4.000 of my employees but I have also been leading remote teams, with team members in 4 different countries, far before it was a trend. Last year we launched the book “Everyone Deserves A Great Manager” that I co-authored, based on the 6 Critical Practices for Leading a Team. For today I have cherry picked a few of those critical practices that are most helpful for us when leading a remote team. Managing remote team members can mean everything from having a direct report or two occasionally work from home, to overseeing an entire team stationed in a country you struggle to find on a map. Some of you might have done this for a long time ans are asking what the fuzz is all about, but no matter how your team is configured, this much is certain: Remote work, in its various and ever-expanding iterations, isn’t just a fad. According to research firm Global Workplace Analytics, the percentage of the global workforce that works remotely is heading in only one direction. Up. And that seems to be exactly what workers want. In the U.S. alone, as many as 90 percent of workers would prefer to work away from their employer’s office at least a few days a week. So it’s like we are getting pushed into the future by the corona virus at the moment.
- Start by drawing a circle. And then add two smaller, lighter circles inside.
- Define your most important roles. You can pick max 7 roles. Here are mine. Try to make at least two of them about work: I’m sure most of you fulfill several roles in your work day: manager, project leader, client partner, colleague, researcher, accountant, etc. Mother, sibling, daughter, friend, niece, Make the 7th role “manage my time and energy” CHAT: once you are done: in the chat write down one of your professional roles and one of your personal roles.
- Once you have identified each role. Take a moment to consider / if this is one of my most important roles, what would it look like if I was Extraordinary? An extraordinary parent, leadership consultant, author? Just spend some time adding words (or pictures) to the side. Be creative. Don’t be shy. You don’t have to be modest. You don’t have to share. Just dream big. In the chat: share some of your extraordinary aspirations. Once you are done, take a moment to check out what other people are writing.
- Now let’s do a little mental check-in: how are we doing in our most important roles? Now we’ll get a wheel going – what does it look like? This is key before we go anywhere else. Fill in your slices, underperforming is to the first line, ordinary is to the middle line and extraordinary is all the way out.
- Now let’s look at the theory of big rocks!
- Show the video.
- Write down for each role, one thing that you can do next week to get to extraordinary. Or to maintain extraordinary.
- Remind them from two weeks ago.
- Take a moment and write down on a piece of paper the answers to these three questions. You don’t need to share the answers. Read the questions out load. Give them a moment. Make the point that in these times these answers need to be crystal clear. Not only to themselves, but to EVERYONE on their team.
- Now here comes a simple but oh so effective tool! Weekly planning Show a calendar view or show from the book. You can read about it in the book.
- When? Where? How?
- So it starts with the mindset. But we need to know that there are differences which will lead to us changing how we do things. So let’s talk about what we need to do differently, or as it happens, more of, to keep engagement and effectiveness high. We will briefly touch on communication and listening, as that is the focus of next week. But spend more time on setting your team up to achieve results and why a culture of feedback is more critical than ever and how to create it on-line.
- Take care of yourself everyone – and think of creative ways to expand your roles. Looking at it from new perspectives can really change our outlook!
- We've been gathering your Q and A as we talked. Let's go over a few of those now. Feel free to chat in any other questions or comments
- Thank you! Our next webinar Free 30-day trial of Jhana, we will be in touch to set that up. Recording being sent out
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