culture and connectivity in working from home - replacing ... · culture and connectivity in...
TRANSCRIPT
WELCOME
Robert Wilson
General Manager - Workforce Development
Culture and Connectivity in working from home - replacing workPLACE with core community
DR POLLY MCGEE
Hi there. I’m PollyLEADERSHIP, CULTURE AND DIGITAL STRATEGY CONSULTANT.
REMOTE WORKING EVANGELIST SINCE 2009.
Learning outcomes for today:
What does remote mean for distributed leadership?
How to help your team to thrive as they transition to a remote situation
Gain a better understanding of how to seed and build community + culture
How to empower your people to become community leaders in business
Culture is always designed.
Trust.
The right people
Have the right tools
And the right support
To get on with the job
Connective tissue of culture
Alignment around purpose
Shared definition within the workplace
Demonstrated not decorative
Shared definition
Values Behaviours
Reason Artefacts
Culture is always distributed
Made by human
experience
Defies bricks and
mortar
Essence not place
What binds us defines
us
Essence of culture
What is the threshold MEMBERSHIP?
Who has INFLUENCEwhen and where?
How are needs FULFILLED?
How are emotional connections SHARED?
Engagement is an outcome not an aspiration.
What does engage mean in your workplace: get specific.
Aligned to shared purpose: are we solving the same problem?
Intrinsic before extrinsic motivation: reward and recognise the innate good.
Model the behaviour: be the culture.
Remote toolkit
Alignment: what do we do here and why (yep, you’ve heard it before)
Does everyone have equal access to their being their best (how do you know?)
What are the guidelines for how to behave (who leads, who follows?)
What is your cultural front door?
What are the digital
spaces you work in?
How do you create
warm, wanted
and welcome?
How do you
measure (and
calibrate) sentiment
Overly clear. Overly communicate. Repeat
You are building a new cultural neural pathway. Innovate slowly.
Co-design. Measure. Adapt. Do it again.
Move teams along a spectrum of participation.
Yes, its feels weird because it is weird. Discomfort + Time = Growth
Communication channels + frequency
VIDEO – BEST FOR DEEPENING TRUST AND
CONNECTION
EMAIL – MORE FORMAL AND TRACEABLE
PHONE – OLD SCHOOL COMFORT AND CONNECTION
SLACK (OR EQUIVALENT) –COMMUNITY BUILDER –
BEWARE THE BACKCHANNEL
Engagement tactics
Boundaries from the beginning
Share ‘BC’ culture
Create asynchronous quests + missions
Reward + call out behavior
Difficult conversation
starters
Clear is kind “I’m curious about your behavior...”
Listen with empathy ”help
me to understand...”
Listen to learn “tell me why this doesn’t work for
you...?”
Circle back for completion
“let’s circle back with some ideas…”
Remote engagement metrics
SELF DISCLOSURE AND SHARING
UNPROMPTED ENGAGEMENT ALIGNED
WITH PURPOSE
PEER-TO-PEER SELF MODERATION AND SENSE OF OWNERSHIP
Leaders are everywhere
Control and command is over...BUT
Not a democracy – leadership must be present
Let leaders emerge organically
Recognise, reward, relinquish
The future is now
COVID19 has accelerated lagging
industries – we could have done
this sooner
Online cultures will reveal flaws fast –easy to hide in an
office
Onboard for online – from top to
bottom
When everything changes, change
everything – chaos is the new logic
Hoard these.
Trust Connection Curiousity
[your question here]
Thank you.
https://www.linkedin.com/in/pollymcgee/
Thank you for joining us
Our next webinar is on Wednesday (29 April):
For more information and to register for our upcoming webinars, please visit:
http://ara.net.au/events-and-networking/webinars
Future Rail – transformative power of rail
and what changes after Covid19.