Remote Control

Recently, I came off an assignment where we mutually desired to continue the arrangement, but remote work was the sticking point.

I wanted more of it, and they took the firm position that the change manager must always be firmly ensconced in the belly of the organisational whale.

There's a real tension here. When it comes to remote and hybrid work there's often a full spectrum of attitudes at play.

On this occasion, we chose to part company. I was lucky enough to pick up a new primarily remote role. I'm immensely grateful for the flexibility. It makes working regionally and looking out over blue skies and green hills more viable.

Change can be complex, even in traditional office settings. The remote model is a two-edged sword.

It can offer benefits but also barriers.

In this edition, we'll explore strategies to mitigate four common challenges of remote change management.

Boosting Communication Clarity

Clear and consistent communication is the linchpin of successful change initiatives, but it can be more challenging in remote environments.

Leverage multiple channels, such as video conferencing, instant messaging, and email, to reinforce key messages. A dedicated Teams channel can work wonders if managed in real time, boosting trust and confidence.

You can't do ALL the mediums – time-consuming and counter-productive but do a judicious mix of them.

Schedule regular team check-ins and encourage open dialogue to address concerns and provide clarity.

Employees can still be heard – it just might be virtual hearing.

Growing Buy-In and Support

When employees feel disconnected from the organisation's vision, gaining their buy-in becomes an uphill battle.

Counter this by frequently reiterating the "why" behind changes and how they align with company goals and personal gains.

Offer tools, training, and resources to support employees throughout the transition.

Celebrate small wins to maintain momentum.

Mediating Culture

An organisation's culture can influence change receptiveness, and remote teams may face unique cultural hurdles. Prioritise building trust through transparency and open communication.

Team meetings shouldn't always be about work.

Ideally, schedule coffee catch-ups and buddy up with team members to have a 'go-to' person available for that former casual reassuring chat at the dishwasher.

Encourage cross-team collaboration on change initiatives to promote alignment.

Regularly assess cultural roadblocks and adjust your approach accordingly.

Roll the rock downhill by making sure senior leaders, managers, team leads, and influencers are all doing double duty to reinforce the change's desirability and high priority.

Overcoming Tech Hurdles

Technology is central to remote change management, from video conferencing to project management software.

Conduct thorough assessments to identify potential technology gaps or training needs.

An issue I've had too often to mention is that the 'pipes are too skinny' to support video or webinars. Hopefully, on the brink of 2025, we're getting there in terms of telecommunications infrastructure.

Miro is an excellent tool for online collaboration. Microsoft Whiteboard will do in a pinch.

Provide hands-on guidance to boost comfort levels with new tools. Remember, your remote employees may have varying levels of tech proficiency, so tailor your support strategies. I've noticed that the more technically reticent tend to 'hide' in virtual events off-camera, so you need to coax them out of the hobbit hole!

If necessary, establish protocols for conducting your online sessions to ensure everyone is seen and heard. Workbooks for remote attendees can be a great tool.

Once you've created rapport, that deep human connection I talk about so often in the book will be there, even for remote engagement.

Let's face it—sometimes, a quick one-liner exchange via Teams chat is so much more efficient than old-school face-to-face!

Change managers can and should drive successful transformations even in distributed work environments.

Just make sure that you don't allow remote locations to make the team simultaneously more connected and less!

If you want a remote edge, check out my on-demand digital courses, especially for change managers.

These are Sell Change with Confidence and Effective Change Impact Assessment, which I've never seen covered in this much detail in a change course. They're reasonably priced, and you can bundle them for an unbeatable discount.

Check it out.

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Here's last week's newsletter as a podcast - 'Fluffy Approach equals Fluffy Outcomes'.

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Finally, here is a little piece from Barb's pet peeve file on the overuse of the word 'passionate' in recruitment drives.

In role advertisements, you frequently see the word passionate bandied liberally about. For example -

'Are you passionate about making a difference in people's lives?'

'Are you passionate about risk management?'

'Are you passionate about financial accounting?'

The answer is maybe (but I'd need to know more about the difference you think you're making), No (I'm more of any opportunity gal), and hell?NO!

I am passionate about my family. I am passionate about preserving the natural world for our children. I am passionate about giving a sh*te about people. I am passionate about being a well-rounded person who doesn't invest too much of my identity in my professional life.

To this overuse and facile overclaiming of space in the deep heart of my being, I say phooey! It makes me cringe every time.??

Keep changing for the better!

Your change fairy godmother, Barb ??♀??

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