Comments on: How To Lead Successfully From a Distance http://managementink.wordpress.com/2012/08/02/how-to-lead-successfully-from-a-distance/ Mon, 13 May 2013 18:20:18 +0000 hourly 1 http://wordpress.com/ By: Kelly Elshfey http://managementink.wordpress.com/2012/08/02/how-to-lead-successfully-from-a-distance/#comment-5281 Fri, 31 Aug 2012 13:00:07 +0000 http://managementink.wordpress.com/?p=5406#comment-5281 Those who are working remotely could be left for their own devices. lacking two essential ingredients for achieving superior productivity; the one which is considered highly important is the social contact. where interaction with fellow members of the organization will enhance commitments to organizational goals. being a member of a real team is more motivating than a virtual team. it also facilitates learning from other team member’s experience on a daily and hourly basis. we can safely assume that personal development is accelerated for those who work directly with their team more than those who are working remotely.
As for the leaders of the team we can also assume that those who lead from distance will lack the necessary personal daily one-to-one interaction with their team members. from what I have noticed, i have found out, motivating those who work remotely becomes difficult, there motive and their needs are less understood if not less recognized by their team leader. Hence weekly face -to- face meeting must be arranged on a formal as well as social level to facilitate direct communication between team members and their leaders.

]]> By: Simon http://managementink.wordpress.com/2012/08/02/how-to-lead-successfully-from-a-distance/#comment-4224 Fri, 03 Aug 2012 16:14:44 +0000 http://managementink.wordpress.com/?p=5406#comment-4224 This sounds like an interesting study. I am currently conducting some ethnographic work in an organisation where remote work is the norm and have had some interesting discussions with the senior manager as to how he maintains a “connection” with his remote co-workers.

An important aspect of this organisation is their values-led nature. Of late I have been discussing with this senior manager how he maintains the values of the organisation and facilitates and encourages these particular values to “live” in the work his remote co-workers accomplish.

Technology, as you have noted, plays a role in the relationships this senior manager develops but there are also important factors relating to recruitment and induction that are crucial for the development of a productive working relationship.

I understand that you are considering the dynamics of leadership, however, I was wondering if you had considered the implications this has with regard to the culture/values of an organisation and how they are interpreted and acted upon (or within) by the remote workers themselves. To me, this would raise some interesting findings with regard to the representation of a particular culture and how a culture might still play an important role to an individual even though they occupy a liminal space “outside” (yet inside in many respects) the organisation.

Anyway, thanks again for the interesting post!

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