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Post by Admin on Dec 1, 2013 6:13:48 GMT
Why does a leader of virtual/offsite workers need to have a different set of leadership skills to any leader?
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Post by Jane Mylan on Aug 8, 2014 6:27:47 GMT
A teleworking leader needs to have a different attitude to a manager who is in the office, because they will need to be a lot more flexible. They must be a lot more outcomes focused which will also mean that the staff they hire will be similar in their work attitude. The manager would need to be an extremely positive role-model with exceptional communication skills as a larger percentage of their work may be by done via correspondence i.e. Email.
This leader would need to be a good organiser with very clear methods of communicating required outcomes to the staff. They would also need to trust the staff as they are not in the office to observe all the time.
The job descriptions would have to be clearly outlined for all with clear flow charts for the work flow.
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Post by David H on Aug 20, 2014 7:44:16 GMT
Totally agree. When in a supervisory role of highly mobile workers it is important to not create an environment of isolation but lead one of inclusion. Virtual team management also requires a set of skills and using social media and tools assist greatly. Gen Ys and to a certain extend Gen xers see personalising the way they work and where they work as the norm so a leader also needs excellent skills in remote facilitation and ensuring ongoing engagement with these workers. Key to success is balancing the needs of the individual and the outcomes requires ensuing people enjoy and most productive out of the office whilst still understanding the need to deliver on outcomes as part of the organisational environment.
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