As members of an online class, we have all experienced learning
at a distance, but how working at a distance? How about managing a remote team
of employees in a collaborative project? How do you keep them motivated and
engaged in the process? Well, it is much like the process of developing and
maintaining a professional learning network. There has to be a need and an
inspiration for participation. According to Michael Brenner in an article in
the July issue of Training and Development, key principles that are essential
for building and sustaining any productive, highly engaged team (especially
those who are remotely connected) are
- inner work life that is positive drives performance.
- progress that feeds competence, confidence and capability drives inner work life.
- work must be meaningful and contribute value.
- small wins matter.
- catalysts such as clear goals, allowing autonomy, proving resources, time and help facilitate the work itself.
- nourishers through respect, recognition, encouragement, emotional support and affiliation build human connection.
- managers make the biggest difference through their behavior and attitude.
As I review these principles, they serve as a reminder that
learning, work and play have similar factors that drive the desire to be
involved with and successful in each of them.
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