The vast majority of company cultures are random and not well thought out, many that are thought out are not based on good science, either way, the results aren’t great and usually not very sustainable. That’s because doing this well is hard work and most companies want a quick fix. Even the ones with great intentions can easily go off track if they don’t understand the science.
Read MoreFrom a team perspective, the primary service we can perform as leaders is to enable the success of our teams, to be servant leaders. To do that, we have to know what success looks like, ensure that the team has the tools and knowledge they need, that they are developing mastery and growing, and that we have created an environment that is conducive for them to motivate themselves.
If you have worked remotely, worked for a startup or owned your own business then you likely have the skills to work remotely. Unlike a traditional job, where you show up at time X and leave at time Y and put in your 40 or so hours, most remote workers set their own hours, they decided where they will work from and have to be self-motivated to get things done.
Read MoreIf you want your remote company to be successful, you’ll need for a culture centered on results, trust and transparency. You can run a brick and mortar company in the old way, it will be at a competitive disadvantage, but you could do it. If you try using traditional management practices with a remote company, it will fail.
Want to increase innovation? Employee engagement? Lower turnover and create a work force that is focused on solving problems? Jag Randhawa tells us how in his new book, The Bright Idea Box: A Proven System to Drive Employee Engagement.
Read MoreAre you giving commandments from on high or is your staff making commitments for work they think is important? I’ve been doing some consulting work for a non profit, mostly project management and business analysis.
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