Stop the Fluff, Please.

 
 27 Feb 2011. On behalf of all managers of a virtual workforce, I am disgusted. Last week, I "watched" yet another non-interactive webinar on managing a virtual workforce presented by a highly-credentialed management researcher. I breezed through a few blogs.  I read some articles. I even read a book on the topic. And I am still waiting for someone to stop with the fluff, get out of the clouds, and operationalize it all - provide some practical tips and techniques for busy stressed managers to use right away.

If I hear one more time that the key to a successful virtual team is trust, collaboration, or communication, I think I shall....<you fill in the blank>. In fact, frankly, I have had to subsequently "clean-up" after trainers who facilitate from a script only to be eatten alive when a group of managers start asking the tough questions.

Managers are smart people...well most are. They know they need trust, collaboration, and communication. BUT  WHAT SHOULD THEY DO? WHAT DOES IT LOOK LIKE IN THEIR DAY TO DAY? HOW SHOULD THEIR THINKING CHANGE? 

"Operationalization" is the word of the century... please, if you train, coach, facilitate, or consult on the topic of managing a virtual workforce, be prepared to not only say that trust is critical, but back it up with tangible actions that managers can take to build that trust within the team.

For example, predictability builds trust. Managers - please communicate how you will assign work, monitor performance, expect decisions to be made, expect conflict to be resolved, reward & recognize, and provide feedback. Why? Take monitoring performance -- Many times, virtual workers feel their managers don't trust them when they perceive they are being "monitored." But imagine if the manager had discussed how the monitoring would occur before it actually did. Then everyone knows what to expect and trust is strengthened instead of weakened. That's one way to "operationalize" trust.

Stop the fluff p-l-e-a-s-e. If you need some tangible examples, ask a leader or a manager who's been there, done that. With over 20 years of "virtual" experience as a practitioner, a manager, and a senior leader (and now a trainer and coach) - call me, I would be happy to provide you some as a favor to my former-fellow leaders and managers out there. Here's a webinar I did on 16 Feb, feel free to reuse some of the tips.

Thank you to all the great trainers and coaches on this topic - there are a few, not many. Good karma to you.

Comments

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