Estás liderando un equipo remoto. ¿Cómo puede garantizar que la planificación operativa se desarrolle sin problemas?

The 7 items listed are all great starting points, and Culture is likely the most important, but the big miss here is TRUST. You must establish a trusted relationship between yourself and your team, and that must be bi-directional. You need to know you can count on the team to be productive and accomplish the tasks in front of them, and they need to know they can come to you with anything that they feel they need to, including downtime or off hours work. Remote management can never work without trusting in what you cannot physically see happening.

Prolonged remote work has disrupted previous operational procedures. So, it’s critical that goals are set in terms of KPIs and milestones within a timeline and are time bound. Also, it makes a big difference working remotely without physical contact and camaraderie with others and between those who must work closely together. Hence, having a cohesive strategy must be articulated, clearly understood, and implemented to manage expectations and achieve a unified goal.

1. Clear Communication Channels: Ask questions, and seek clarification 2. Set Clear Objectives and Goals: Make sure team members understand their roles and responsibilities 3. Regular Check-ins: These could be daily stand-up meetings or weekly progress updates 4. Utilize Project Management Tools: Trello, Asana, or Jira 5. Document Processes and Procedures: Maintains consistency 6. Encourage Collaboration: Tools like Microsoft Teams or Slack can facilitate 7. Flexibility and Adaptability: Recognize that remote work comes with its challenges

One thing I discovered in my long career journey, always look at the issue from outside the frame to be able to achieve your goals.

In short, Ensuring operational planning runs smoothly in a remote team setting involves a combination of clear communication, effective use of technology, structured processes, and team engagement. Here are some strategies to achieve this: 1. Clear Communication 2. Effective Use of Technology 3. Structured Processes 4. Team Engagement 5. Adaptability and Continuous Improvement 6. Effective Leadership By integrating these strategies, you can ensure that your remote team operates efficiently and effectively, with clear goals, strong communication, and a collaborative spirit.

Leading remote teams effectively requires a combination of strategic communication, robust technology, and empathetic leadership. As the workplace continues to evolve and remote work becomes more commonplace, the tools and methodologies used to manage remote teams are critical to their success. The saying “A fish rots from the head” means it’s all up to the leadership to set the course and drive the progress. Empower the team with the right tools, support, and guidance and success will follow.

Technology provides great tools, but I think it's important not to excessively mandate what or how often team members use technology. By that I mean someone could have a different way of doing things that may involve different technology. Or, they simply don't like the technology being asked of them. I hate video conferences; I absolutely hate being on camera and I don't see a need for it on a team that I have worked with for some time. So, while some use of technology is a must and should be standardized/mandated across a team, it's important to allow employees, especially experienced and/or proven employees, to have some say in how often and what technology is mandated.

Utilize video conferencing platforms, instant messaging apps, and document sharing platforms to stay connected. Use project management tools to assign tasks, track progress, and collaborate on documents in real-time. Consider using time management apps to help team members stay on track and manage deadlines effectively.

Managing remote teams has its share of challenges. With so many moving parts, it is imperative that your teams are empowered to achieve their mission and this occurs when there is a high level of trust, respect, and accountability. Furthermore, as a remote leader, the utilization of project tools are necessary for you to maintain a clear vision of expectation management. When managing a remote team, I have found that agile methodologies are a beneficial framework to manage a remote team. The use of the sprint meetings, WBS, and communication tools such as Slack, and MS Teams are essential to mission accomplishment.

It’s important to have a review system whenever you are leading the team Remotely.. Some Examples : 1) Common Folder (Linked with VPN) 2) communication meeting for review 3) Review with VC 4) Project Management Task chart to check plan vs actual and proactive action for expected upcoming challenges. Thanks

I have found that the best way to ensure that the organization and team stays on track is to have short, frequent check-ins to ensure we can adjust sooner rather than later. Waiting until there is an emergency is counter productive.

Having a cadence of check-ins is a best practice. I will often have two different cadences. First, I set a regular check-in that's required on a fixed schedule. Then, I set a check-in based on certain milestones. This ensures there are regular touch points as well as discussions at key moments.

Trust supported with regular meetings or powerful software reporting tool will let you reach quickly to your gool as long as you achieve the minimum required for your knewledge.

1. Regular check-ins (daily or weekly) for remote teams. 2. Discuss progress, and challenges, and provide feedback. 3. Builds accountability, addresses concerns, and fosters rapport. 4. Use video calls for a personal touch (optional). Keep meetings concise and focused.

Check-ins são essenciais para manter uma equipe remota alinhada e garantir que o planejamento operacional funcione bem. Realizar reuniões diárias rápidas ajuda a alinhar as tarefas do dia e resolver problemas imediatos. Reuniões semanais permitem discutir o progresso dos projetos e resolver questões maiores. Reuniões mensais são úteis para revisar o desempenho e planejar a longo prazo. É importante definir uma agenda clara para cada reunião, com tópicos específicos, e manter as reuniões breves e objetivas. Utilizar ferramentas de videoconferência, como Zoom, Microsoft Teams ou Google Meet, facilita a comunicação face a face, enquanto ferramentas de gestão de tarefas, como Trello, Asana ou Jira, ajudam a acompanhar as tarefas e prazos.

You must establish trust. Grant trust until it’s broken. Then realign the employee or team on where things went off course and gradually release the reigns again.

Establishing trust between team members and team leader/project manager is not just important but is a necessity. It heavily factors in finding the balance between autonomy and oversight. Trust enables and empowers everyone to contribute and be made accountable. Ultimately, sense of ownership becomes a shared experience, which leads to higher productivity and better results collectively.

Set clear goals SMART goals and hold your team accountable for achieving those outcomes. Trust them to choose their methods and manage their time effectively. Provide resources and authority to complete their tasks. Encourage open communication to discuss challenges and roadblocks and seek guidance when needed. Establish clear performance metrics aligned with your goals to monitor progress and identify areas where additional support or guidance might be needed.

Trusting your team while having a structure for accountability is indeed a delicate balance. Here are some strategies that could help reinforce this balance: Set Clear Objectives: Define clear, measurable goals that align with your team’s responsibilities and the overall objectives of the organization. Utilize Project Management Tools: Implement project management software that allows team members to update their progress in real-time, fostering transparency and accountability. Regular Check-Ins: Schedule regular meetings to discuss progress, challenges, and feedback. By implementing these practices, you can create a productive remote work environment that respects autonomy and ensures effective oversight.

Manter um equilíbrio de autonomia em uma equipe remota é fundamental para garantir produtividade e satisfação no trabalho. É importante dar aos membros da equipe a liberdade de gerenciar seu próprio tempo e métodos de trabalho, enquanto ainda se mantém uma estrutura clara para orientação e responsabilidade. Para alcançar esse equilíbrio, é essencial estabelecer objetivos claros e mensuráveis, permitindo que cada membro saiba o que é esperado deles. Ao mesmo tempo, é vital manter linhas de comunicação abertas, oferecendo suporte e feedback contínuos sem micromanagement. Ferramentas de gestão de projetos podem ajudar a acompanhar o progresso sem interferir na autonomia individual.

1. Open Communication & Respect: Make open communication and mutual respect the pillars of your remote team. 2. Celebrate Together: Recognize and celebrate successes together to boost morale and camaraderie. 3. Virtual Team Building: Organize virtual activities or informal chats for personal connections and team bonding. 4. Fight Isolation: Foster a positive culture to combat isolation and keep your team motivated. 5. Motivation & Engagement: A strong remote culture keeps your team engaged and working towards shared goals.

Managing expectations is crucial for a remote team. It is essential to maintain productivity through clear communication and sharing resources. Remote teams may prefer to work in isolation. Therefore, holding structured meetings with clear objectives is necessary to foster sharing of initiatives and best practices on a regular basis. Aligning with both the business needs and the team's needs is vital, as expectations are mutual and impact all parties involved.

Most importantly, let’s not confuse culture with behaviours. Culture is an ephemeral state that any group, system, company, family, or other feel and live, but it is the outcome of three underlying cornerstones: people (behaviour), policies (processes/routines, formal or informal), and technology (the tools available, digital or analogue). To generate or transform any organisational culture we must look at the status quo and identify where the imbalances lie. Is outdated technology driving inefficient processes, leading to dissatisfied people? Have the processes not kept up with increasingly advanced technological opportunities and frustrate everyone along the value chain? Are people unwilling to adapt? Identify the issue to change first.

Key one for me as an executive coach is ensuring the team feels psychologically safe to flag up concerns with the confidence to question a decision in a respectful and collaborative way without fear of retribution. For psychological safety to be built and maintained there should be personal connection, a shared purpose with interpersonal and organisational trust. If you work on those key elements, you will lay excellent foundations for a high performing team to evolve.

Consistently track both individual and team performance against predefined KPIs. Offer constructive feedback and coaching to support team members in enhancing their performance and reaching their objectives.

Empowering team members, whether your team is working remotely, hybrid, or not, should be a mandate for those in leadership position. Effective decision making is premised on building a consensus. This means enabling and encouraging team members to speak out, make recommendations, and feedback. Having critical viewpoints will help identify all the pain points when working towards a desired outcome. Also and more importantly, by continuously improving standards, you develop a work ethic and culture where efficiency and progress are fostered and cultivated.

Descartar lo que no está funcionando rápidamente, sin remordimiento ni lamentos. Buscar y probar nuevas alternativas para la solución de tranques y problemas.

Operational planning in remote teams should be treated as a dynamic process, where continuous improvement is encouraged through constant feedback from team members. This enables effective adjustments in processes and strategies, fostering a culture of innovation and accountability, crucial for maintaining long-term operational efficiency and effectiveness.

La mejora continua es un enfoque esencial para la planificación operativa, especialmente en el contexto de equipos remotos donde la adaptabilidad y la flexibilidad son fundamentales. La mejora continua es un componente vital de la planificación operativa en entornos remotos. Implica un enfoque estructurado para obtener retroalimentación, analizar datos y tendencias, fomentar la proactividad y la innovación, y mantener la flexibilidad para adaptarse a nuevas circunstancias. Este enfoque iterativo garantiza que la planificación operativa siga evolucionando con las necesidades del equipo, conduciendo a una mayor eficiencia y eficacia a lo largo del tiempo.

previously a team leader with detachments in Iraq and Afghanistan Put effort into selection and training. Select for leadership skills , confidence personality and trust as well as technical skills. do not deploy 2nd rate people, keep looking. when deployed trust them to make correct and safe decisions. do not micro manage. visit them, regularly talk to them and their on site leaderhip or customer. When neccessary replace them early. Poor detachments are often due to poor selection. that is your responsibility!

Clear Goal clarification from the onset will help direct your teams towards the objective. Goal clarification must outline 'what success looks like' as-well as expectations. In terms of way of work, the team needs to know what are the desired method(s), frequency and tools of communication. Project resources and tools must also be clearly communicated, along with a project roadmap. Trust is paramount and as a leader you are pivotal in constructing a culture of accountability and results without inhibiting progress through micro-management, given the absence of face-to-face interaction. There must also be flexibility balanced with clear boundaries.

Schedule frequent one-on-one meetings to discuss both work-related matters and personal well-being. Run regular team meetings to keep everyone aligned, share updates, and create a sense of belonging. Promote work-life balance. Encourage employees to set boundaries and maintain a healthy work-life balance.