Conflict Resolution’s Post

"98 percent of employees disengage when they receive little or no feedback. Nearly two out of three employees say they would increase their efforts if they were recognized through feedback." The power of feedback is absolutely off the charts. Frequent, helpful feedback engages employees and increases their effort. "92 percent of workers are more likely to repeat a specific action if they are recognized positively." Recognizing employees for their efforts drastically increases the chances they will repeat a positive action. The question is, how do you do this effectively with remote workers? Combine public praise with one-on-one reinforcement. Getting everyone excited about a win creates positive feelings throughout the team. With remote feedback, it's best to do this over a video call or at least a phone call, followed up by email. Using only text like email or chat means a bigger opportunity for misconstrued communication. #hr #teams #business

"98 percent of employees disengage when they receive little or no feedback. Nearly two out of three employees say they would increase their efforts if they were recognized through feedback." The power of feedback is absolutely off the charts. Frequent, helpful feedback engages employees and increases their effort. "92 percent of workers are more likely to repeat a specific action if they are recognized positively." Recognizing employees for their efforts drastically increases the chances they will repeat a positive action. The question is, how do you do this effectively with remote workers? Combine public praise with one-on-one reinforcement. Getting everyone excited about a win creates positive feelings throughout the team. With remote feedback, it's best to do this over a video call or at least a phone call, followed up by email. Using only text like email or chat means a bigger opportunity for misconstrued communication. #hr #teams #business

"Process does not sustain affection." Effective leadership in a work environment, particularly in models like remote work, heavily relies on more than just well-structured processes. Although these are crucial for organization and efficiency, there are intangible aspects such as empathy and team engagement that are not automatically sustained by processes, no matter how well-designed they may be. Here are three reasons why processes alone are insufficient to generate empathy and effective team results: 1. **Lack of Direct Human Connection**: In a remote work environment, face-to-face interactions are limited or nonexistent. Processes might be perfectly designed for task distribution, deadline compliance, and progress monitoring, but they do not substitute the benefits of direct human connections. Non-verbal communication, such as facial expressions and body language, plays a crucial role in building trust and empathy among team members. Without it, leaders may find it challenging to capture the nuances of emotional well-being and engagement of their employees, which can lead to feelings of isolation and disconnection from the team. 2. **Impersonality of Processes**: Processes, especially in a remote work context, tend to be impersonal. They are designed for efficiency and might focus more on goals and outcomes than on people. This can result in a work culture where employees feel like just another cog in the machine rather than vital parts of a dynamic team. The lack of personalization and humanization in processes can make it difficult to create a welcoming and empathetic work environment, crucial for engagement and job satisfaction. 3. **Insufficient Communication and Feedback**: Even the most sophisticated processes can fail to facilitate effective communication and regular, constructive feedback. In remote work, where interactions are mediated by technology, communication can become even more challenging. Processes that do not include systematic methods for continuous feedback and open dialogue can lead to misunderstandings and a lack of clear direction. Without proper feedback, team members may feel disoriented and less motivated, directly impacting productivity and results. Effective leaders recognize that processes are only part of the management puzzle. To truly cultivate empathy and achieve remarkable team results, it is essential to integrate humanity and emotional understanding into leadership, adapting to the individual needs of team members and creating a work environment that promotes not only efficiency but also well-being and inclusion. Paulo Sergio Rosa, PhD, Consultant, Journalist. *As a bonus to you, reader, here's a QR code for my first book:*

If you’re a remote manager, your blindspots are killing your ability to drive performance. I was coaching a new remote manager on this. Let’s call him Dave. Here’s what happened: Dave: “ugh, I’m not getting any upward feedback from my team. Every time I ask, they say everything’s fine.” Me: “okay, when do you typically ask for this feedback?” Dave: “In 1:1s, but they never share any.” Dave happened to be recording his 1:1s, but never had time to review them. He got his team’s consent to share them with us so we could see what was going on. As an unbiased third-party looking at the 1:1s, it was super obvious what was missing. In Dave's case–he was diving straight into metrics with no rapport-building. He talked 70% of the time in the meetings. He wasn’t asking enough questions. And he was often interrupting his direct reports when they responded. To be clear, Dave genuinely wanted to improve and get feedback from his team. He just didn’t know what he was doing wrong. He was never told that he was doing these things. It’s hard to notice them without help. The feedback we gave Dave was game-changing. “I wouldn’t have been able to get this feedback without y’all. Thank you so much.” Dave isn’t alone. We see this all the time at every level of management. And remote work makes this harder. If you have trusted colleagues who will give you honest feedback, cherish them. They are your best way to improve as a manager. And if you want to make the most of your 1:1s, consider signing up for Kona's 1:1 Accelerator.

How to overcome challenges with leading a remote team Leading a remote team presents distinct challenges such as communication, trust, cohesion and productivity. Consider the following guidelines: 1. Establish clear expectations Ensure that team members understand their roles, responsibilities and performance metrics. 2. Maintain regular communication Schedule team meetings and one-on-one check-ins at least once per month where team members can share updates and ask questions. 3. Promote autonomy Trust your team members to manage their tasks and deliverables independently, providing guidance and support when needed. 4. Provide recognition and praise Organize virtual team-building activities, celebrate achievements and recognize and reward exceptional performance. 5. Establish performance metrics Establish key performance indicators (KPIs) to measure the performance of your remote team. Regularly review progress and provide constructive feedback. 6. Encourage continuous improvement Invest in skill development and the professional growth of your remote team members providing guidance and mentorship as needed. 7. Encourage work-life balance Encourage flexible working hours when possible and promote a healthy work-life equilibrium. 8. Lead by example Demonstrate the behaviors and work ethic you expect from your team.

Dear #Managers and #Leaders Having issues in handling remote teams. Ask me how I am managing my teams Pan India ? Lessons to manage Remote Team Management 1️⃣ Prioritize #One-on-One Time: Engaging with remote employees individually fosters connection and understanding, ensuring their needs are met and goals aligned with company objectives. 2️⃣ Proactive #Communication is Key: Regular, transparent communication demonstrates value and keeps remote team members informed, engaged, and motivated. 3️⃣ Recognize #Diverse Career #Goals: Acknowledging and supporting the diverse career aspirations of remote employees cultivates a culture of inclusivity and empowers personal and professional growth. 4️⃣ Embrace #Continuous #Learning: Encourage a culture of learning and development to adapt to the evolving needs of remote work, fostering innovation and resilience within the team. 5️⃣ Form #Opinions Through Direct Interactions: Direct engagement allows managers to understand the unique perspectives and challenges of remote team members, facilitating informed decision-making and effective leadership. 6️⃣ Clarity in #Expectations Builds Trust: Setting clear, achievable expectations establishes a foundation of trust and accountability, ensuring alignment and success within remote teams. Remember, continuous improvement is essential in remote team management. Explore courses on remote team management and communication foundations to further enhance your skills and drive success in your role! —————————————————— 𝐋𝐞𝐭'𝐬 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐚𝐧𝐝 𝐞𝐱𝐩𝐥𝐨𝐫𝐞 𝐡𝐨𝐰 𝐰𝐞 𝐜𝐚𝐧 𝐞𝐦𝐩𝐨𝐰𝐞𝐫 𝐲𝐨𝐮𝐫 𝐭𝐞𝐚𝐦 𝐟𝐨𝐫 𝐬𝐮𝐜𝐜𝐞𝐬𝐬. . Are you looking for #training on #selfimprovement and #leadership DM for 1:1 Mentoring/ Talks / Personal Branding . Liked the article follow Himanshi Singh for more. #LearningTips #PersonalGrowth #SuccessStrategies #RemoteWork #TeamManagement #ContinuousLearning

Last month, many of us Doleader's were asked to write an article related to our work that we were passionate about. Many of my collogues picked topics such as AI, lead generation, and tips for organizing data. For me, the thing that really sets Dolead apart is our ability to make a intercontinental team feel as if we all work in the same office. Many of us have experienced remote work since the pandemic. Some experiences were good, some not so much. Below is a quick article I wrote about what I feel sets Dolead apart in it's remote work strategy. If you found it to be an interesting read, I would really appreciate if you liked and shared. 🚀

Feeling burnt out as a remote leader ? Do you have too much on your plate but nothing is getting “Done” ? Check out this amazing share by Nirmal C. … Struggling to master your time? Learn how to transform your workflow and live better. Discover time-tested techniques that can change the way you work. Which technique will you try first? 1. Master the Pomodoro Technique ➥ Work in focused 25-minute intervals with short 5-minute breaks. ➥ After four cycles, take a longer 15-30 minute break. ➥ Boost your efficiency with structured sprints! 2. Prioritize with the Eisenhower Matrix: ➥ Do urgent and essential tasks immediately.  ➥ Schedule, delegate, or delete others accordingly. ➥ Focus on what truly matters! 3. Conquer Tasks with the ABCDE Method: ➥ Label tasks A-E by importance. ➥ Focus on 'A' tasks first. ➥ Delegate or eliminate 'D' and 'E' tasks. 4. Maximize Impact with the 80/20 Method: ➥ Identify the 20% of tasks that yield 80% of results. ➥ Focus your energy on these high-impact activities. ➥ Achieve more with less effort and maximize your output! 5. Optimize Your Time with the 3-3-3 Method: ➥ Dedicate 3 hours to deep work. ➥ Complete 3 shorter tasks and handle 3 maintenance tasks. ➥ Maintain balance and flexibility in your daily routine! 6. Tackle the Tough Stuff First with Eat the Frog: ➥ Start your day with the most challenging task. ➥ Build momentum and feel accomplished early on. ➥ Make the rest of your day a breeze. 7. Get Things Done with GTD: ➥ Capture all tasks. ➥ Clarify them, organize them into actionable lists, and execute. ➥ Turn chaos into order and stay on top of your priorities! 8. Visualize Success with a Kanban Board: ➥ Track tasks visually in the 'To Do,' 'Doing,' and 'Done' columns. ➥ Move tasks along as you progress. ➥ Keep your workflow smooth and your goals in sight! 9. Focus Like Warren Buffet with the 5/25 Rule: ➥ List 25 essential tasks. ➥ Select the top 5 to concentrate on. ➥ Ignore the rest until your top 5 are done. 10. Balance Your Day with the 1-3-5 Method: ➥ Choose 1 big, 3 medium, and 5 small tasks. ➥ Prioritize this daily task load. ➥ Keep your workload balanced and manageable! 11. Maximize Your Time with the Pickle Jar Theory: ➥ Fit in major tasks first. ➥ Slot in smaller tasks around them. ➥ Regularly reassess and adjust priorities. Your time is valuable. Change how you work and live. #remoteWork #remoteleadership #productivity #timeManagement

In 2020, much of the world wasn't thinking about remote work. But Sid Pandiya and the team at Kona, while still undergrads at UCLA, were tinkering with the idea that being a remote manager was really hard and these leaders were unsupported by traditional resources. Then, in March 2021, remote work became the reality for a majority of teams that only had ever collaborated in person before. Fast forward to today - Kona is an AI-powered leadership coach for remote managers. Kona understands your company, knows management best practices, connects to all your internal tools, knows your strengths and weaknesses, and creates a personalized approach to being a better manager. They're building a product that is using data to power remote managers with personalized resources to be effective. I got to catch up with Sid Pandiya about the Kona journey, being a technical founder, and validating your market. Check it out below - and be sure to follow Sid Pandiya and Yen Tan for incredible remote manager resources! https://lnkd.in/ez6kfD-T

Feedback - would you rather be delivering it or receiving it? How has working in a remote environment changed feedback culture in your company? 🤔 If your company is still struggling with the adjustment, we're here to help you master the art of #feedback in #remotework environments! 👨💻👩💻 Get started by reading here: https://lnkd.in/e99CQRji