How can you evaluate leadership skills in a remote work environment?

In my experience, defining goals and values for a company is just the beginning. It's equally important to establish clear leadership competencies. This means detailing what these competencies look like in practice and, just as importantly, what they don't look like. Often, there are many assumptions surrounding company values. Without explicit clarity on what each competency means for the organization and how they directly contribute to achieving its goals, they risk becoming mere background noise. I find it beneficial to refer to research-based models in this context. These models offer valuable guidance and a common language, making it easier to communicate and implement these competencies effectively.

Documenting and sharing your company's view on leadership competencies shows employees areas they can grow in and skills they can exhibit in order to be seen as a leader, providing opportunities at every level across the company. For example, if your company encourages leaders to practice reflective listening, you should train all employees on reflecting listening, provide resources in an easily accessible location, and celebrate moments of success. People will begin to step up or stand out, but they can't be expected to take advantage of an opportunity they don't know about.

In addition to using internal methods to identify leadership competencies, you should also benchmark against leading research. For example, Korn Ferry has an excellent competencies development guide, FYI for your improvement, based on a global competency framework. Other consultancies such as Deloitte has identified competencies based on remote teams. This external source can then be used to compare to the internal data to help identify skills needed and desired. Thus, providing both a qualitative and quantitative method of identifying key leadership competencies.

Evaluating leadership skills in a remote work environment requires a multi-faceted approach, leveraging various sources of feedback. Here are some strategies that I’ve used and applications to facilitate this process: Use 360-Degree Feedback Surveys: - Applications: PerformYard, Culture Amp, Qualtrics - Strategy: Use 360-degree feedback tools to gather input from peers, subordinates, and supervisors. This provides a holistic view of leadership effectiveness. By combining insights from 360-degree feedback with performance reviews, employee surveys, KPIs, organizations can gain a comprehensive understanding of leadership skills in a remote work setting.

The skills are not the most important thing to assess. What matters is the effect and impact of the person on the people they're supposed to lead. The best assessment will be in conversations with the people who are supposed to be led, to understand their perspective. Effective leadership would be demonstrated by a willingness to work with and follow the person being assessed, as well as a clear understanding of the objectives, key results, projects, and action items shared by the leader being evaluated and team members.

I like this idea, but would also add that the leader make observations of their self using an observation checklist or journal method. For example, they can review the recording of their presentation and complete the checklist. The checklist is based upon the key leadership competencies. This tool provides an opportunity for self-reflection and introspection. Combined with the manager's external observation and the participant's own observation will result in a powerful coaching session that is more supportive and two-way rather than one-way. I also think this would be more productive and less intrusive.

The skills are only some of the essential things to assess. What matters is the effect and impact of the person on the people they're supposed to lead. The best assessment will be in conversations with the people who are supposed to be led to understand their perspective. Effective leadership would be demonstrated by a willingness to work with and follow the person being assessed and a clear understanding of the objectives, key results, projects, and action items shared by the leader being evaluated and team members.

Enriching remote leaders experiences so they can retain the development they have received is key. For opportunities to shadow or take on set projects or external engagements to expand their network and reinforce their knowledge will ensure that they have a growth mindset. A consideration for underrepresented groups who have leadership development that it is mapped into a career pathway will ensure that retention is maximised.

Effective remote leadership is crucial for businesses striving to maximize the benefits of remote workers, especially for long-term success. Engage individuals by providing opportunities for leadership in various capacities, entrusting them with responsibilities like leading remote team meetings, managing projects, or conducting training. This nurtures leadership, promotes relationship building and connection, contributing to their development as effective leaders. These initiatives can drive personal growth, instill a clear sense can foster personal growth, cultivate a clear sense of self, offer greater meaning and purpose in both life and work, enhance happiness and reduce stress.

Evaluating leadership in remote settings centers on effective communication, adaptability, trust-building, and tech proficiency. Firstly, assess communication prowess—the ability to convey ideas clearly through virtual platforms. Leaders fostering connection in digital realms showcase adaptability. Efficient use of collaborative tools and fostering a positive team culture in a dispersed setting is key. Strong remote leaders emphasize results over micromanagement, trusting their teams while providing support. Lastly, their tech-savviness ensures seamless navigation of virtual landscapes.

You can do this by reviewing the leadership and getting team members involved in the process using various methods like surveys, polls, group discussion, one to one interviews, partner interview, clients surveys. You can also look at the data and KPIs around performance, whether targets have been achieved and any feedback from clients. You can also check to see whether leadership has set the right objectives, how they invest and support staff and any innovative approaches thatvthey have to ensure excellence. This can all be done remotely and using technology to support video meetings.

Simple NPS might be considered as a good tool for evaluating leadership. Also, feedback from team members should be highly valued. But regular, systematic and focused feedback regarding: how is leader leading their team, what are their achievements, what could have been better or improved etc. It should be regular quarterly feedback.

Invite your team to always participate on video, and motivate them to have shorter meetings and more on-camera time. This will enable you to see their Executive and Leadership presence, as well as their engagement with others. Natural leaders ensure that everyone is heard, feels included, and is engaged. You can observe leadership in the way meetings are conducted, in how people show up, and in the overall attendance and effectiveness of a virtual meeting. Great leaders know how to keep their teams engaged and lead effective meetings.