Here's how you can effectively manage change remotely.

Ensure that the Tech stack you are planning on using is truly the most effective one for your particular enterprise. No point paying for a "Luxury Yacht" when all you need is a "Rubber Ducky" :)

Gérer le changement à distance ajoute une complexité supplémentaire : -D'où l'importance d'1 communication claire : sur les outils, objectifs, priorités & résultats attendus. -Définir avec clarté les r?les de chacun & complémentarités. -Former les équipes à s'adapter aux nv outils, nv processus, nv défis. Renforcer l'adéquation Aptitudes VS Défis, pour le FLOW = Motivation. -Veiller à l'implication, responsabilisation & adhésion, par 1 collaboration sur l'ensemble du process : Expliquer Pourquoi, contribuer aux décisions... -Partager l'évolution sur l'ensemble des phases & taches pour éviter le flou, l'incertitude. -Célébrer les jalons & Quick-Wins = Motivation. -Cultiver la confiance = transparence + cohérence + respect de tous.

Communicate! Communicate! Communicate! Remote work can be isolating, even with all of its benefits. This is especially important if only part of your team is remote. You may think things are going well based on feedback from hybrid or on-site employee feedback, meanwhile your remote employees are feeling lost or underresourced.

How can you? If the change is more of a training. If it is change, that you will leave your known or unknown process behind, you will work with new colleagues to define a new method of getting things done, and you will use a new tool to help, than don't plan for doing this change remotely. Go old school, have interactions in the physical world, an complement them by working remotely.

Key are tech, communication and structure. Everyone must be able to connect to all communication & work management tools. Relying on email and shared excel files can be a hassle with a slow turnaround and lack of organization. The team must know: - when & where to communicate what - when & how to inform whom Tools like Teamworks, Trello, Monday.com, ClickUp, Wrike are perfect for remote collaboration. Each task can be broken down individually, assigned to a person, connected to another task, commented on and used to track various data like time, budget, client communication. Change is much more easily accepted if you know what to expect and where to raise concerns.

Despite all the technology available to us, the single element that is too often neglected (and the most challenging to manage) in driving change remotely is the human one. While cultural awareness is a key component in large, often global transformation journeys, recognize that change can be stressful, especially in a remote work setting where team members may feel isolated or disconnected. Show empathy towards their concerns, validate their feelings, and provide support and reassurance as needed. Encourage open dialogue and create a supportive environment where team members feel comfortable expressing their thoughts and emotions.

Clarity is key, especially when navigating change from a distance or remotely. Articulating clear goals, outlining the steps needed to achieve them & setting measurable objectives with detailed timelines are essential. It's about ensuring everyone understands their role & how it fits into the bigger picture. Transparency not only reduces confusion but also aligns any team's efforts towards success. As someone with over 30 years of lived experience, including managing change amidst multiple disabilities, I've learned firsthand the importance of clear communication & setting achievable goals to overcome challenges & barriers effectively.

Engaging teams is impossible to underestimate in a situation of change. The success of the business or process transformation we are undertaking will critically depend on the engagement of the impacted and involved individuals. How to achieve engagement? A critical question to ask is "What's in it for me?". As naturally, that's what those impacted will be asking themselves, openly or quietly, Answering successfully that question, will cement the base for success. When we are running the process remotely, it is important to acknowledge that engagement will not be constant. Regular check-ins, positive reinforcement and community building through available digital tools will be all crucial in maintaining engagement.

The easy rut to fall into with remote work is disconnection. People can get siloed in their own work and not have enough time or focus on the social quotient. It is therefore super important to connect with people in multiple ways for multiple reasons - e.g. team calls, 1:1s, social events, coffee chats, etc. This will keep the human side of the work environment strong and help with professional matters anyway.

It's interesting this is a third option, as engaging teams and communication are the first steps in ensuring any change is effectively rolled out and adopted. Not that the other options aren't valid, but those are all tools after you know who you need to engage, when to engage, and have started engaging.

L'engagement repose sur le fait qu'un salarié doit avoir un sens au travail et qu'il y a une confiance mutuelle. Pour cela, il faut conna?tre les salariés et leurs ambitions pour être le facilitateur et pas qu'un contr?leur. Il faut anticipé les problèmes ou les difficultés d'un salarié ou d'un groupe pour réorienter si nécessaire les objectifs sans remettre en cause le but à atteindre.

I see the leader as a social architect within the team. What usually happens automatically in a co-located environment, this doesn't happen automatically in a remote setting. e.g. running into someone when you pick-up a coffee. Therefore the leader needs to setup conf.-calls where the team can exchange, and not just for business but also beyond. In one of my teams a had a gossip call for a social exchange every 2nd week . In addition, the leader needs to have regular 1:1 conversations with each of the team members. Checking in where everybody stand from a business and personal perspective to ensure to create and keep cohesiveness.

Usually I ask the team members what makes you successful in the real world: - what work processes are you using? - how do you manage information flows? - what communication channels are you using? - how do you deal with escalations? - ... The next question is what does it take to manage them in a remote environment. How can you get close to what you have in the real world, what needs to be adjusted or done differently to get the same results. Then I would start a prototyping period and test the way of working. Latest after a month, a retrospective helps to modify the prototyped processes.

Adjust the process to the remote reality. Remote changes require more agile and dynamic processes. For the change process to be effective in a 100% remote context, you need to have the team very focused and engaged, and for this, the processes need to encourage this change. Reducing bureaucracy, increasing the speed of communication, ensuring horizontal decision-making are 3 of the main points you need to keep in mind. It is important to highlight that the existing communication tool needs to be effective, as making the change in the process, along with the planned change, will require a redoubled and careful communication effort.

Change has many stages that can require different measures, ensuring the team understands the expectations at each phase of a transformation. Clear target setting, with definitions of success can align a team for success. Setting up monitoring reviews, and leveraging retrospectives utilizing collaboration technologies to review metric performance, can drive strong insight and empower teams to solution for success. These reviews can also provide a chance to calibrate strategies as needed. Most important though is to celebrate success, acknowledgement of targets met through virtual recognition opportunities, and celebrations.

Identify must-have metrics and nice-to-have metrics. All modern work management tools let you track nearly any kind of data. The best however is to add some creativity and create your own data. If there is room for it, ask the team to track new things. Often there will be dedicated widgets to help with this. For example: - timing the most problematic task - rating a procedure - making notes on which parts of the change are not clear or more difficult Monitoring is great, but actively tracking what needs to improve is even better !

Offering a proactive & robust 'whole self' wellbeing approach re support is crucial for nurturing a resilient and thriving team, especially during challenging times. As someone with over 30 years of lived experience, living with multiple disabilities, I understand firsthand the importance of providing resources & a supportive environment. For example, by offering access to online counselling, virtual team 'check in' activities & one-on-one discussions, you're not just managing stress but also building trust & loyalty within your remote team. Remember, supporting your staff through change isn't just about business, it's about building resilient communities in the wider community.

Managing remote, it is important that everybody in the team knows their role, tasks, expectation. Usually I'm doing an exercise where team members need to write down the operational tasks, decision rights, information received/delivered from their peers. After that they go in exchange and clarify the understanding and learn from each other. In this case you can ensure everybody understands each position/role within the team.