#Wayne Turmel

[natasa-pantovic]

Spirituality and Historical Fiction with Nataša Pantović Nuit – Wayne Turmel

[jonathanpongratz]

#BadMoonRising Johnny Lycan and the Last Witchfinder by Wayne Turmel #paranormal #urbanfantasy

I know there are some werewolf fans out there – but how about fans of werewolf private investigators? Today’s author is here with the third novel in his series. He created a spin-off series featuring a side character ready to go for Netflix – just in case they ever call. Welcome Wayne Turmel! Based on […]#BadMoonRising Johnny Lycan and the Last Witchfinder by Wayne Turmel #paranormal #urbanfantasy

[therealimintobooks]

#BlogTour ~ Red Pines by Jill Hand @SDBookTours

  The South’s wealthiest, most dysfunctional family is back, with old scores to settle and a surprising houseguest Red Pines Trapnell Thriller Book 3 by Jill Hand Genre: Thriller “In this hilarious third installment, Jill Hand gives us the weirdest, funniest family saga yet.” –Wayne Turmel, author of Johnny Lycan: The Werewolf PI series The discovery of the bodies of two “honky-tonk hitmen”…

[natasa-pantovic]

Goodreads Blog Author Discussions

[thatwritererinoriordan]

A Between the Pages Chat With Wayne Turmel

[uwlmvac]

Bill Gresens’ Archaeology Book Review for April 2017

“The Count of the Sahara” by Wayne Turmel (four trowels)

  The 1925 Franco-American Sahara Expedition provides the backdrop for this work of historical fiction as it follows the exploits of amateur archaeologist/adventurer/con man "Count" Byron Khun de Prorok in the field in Algeria and on a barnstorming lecture tour throughout the upper Midwest.  Link to read the entire review:

http://mvac.uwlax.edu/book-review/count-of-the-sahara/

[morganhazelwood]

Author Spotlight: Wayne Turmel

The December Author Spotlight FLOOD continues! Today's #AuthorSpotlight guest is Wayne Turmel, a former stand-up comedian from Canada, living and writing in Las Vegas. He's sharing #writingtips and more!

It’s a December Author Spotlight Flood! Clearing out my backlog and getting these authors into the spotlight. a former stand-up comedian from Canada, living and writing in Las Vegas Readers, thanks for checking out another Author Spotlight Interview. Let’s give a good, hearty welcome to this week’s guest! Wayne Turmel is originally from the small town of Mission, British Columbia, Canada. He…

[jamesquinlanmeservy-author]

JQM PRESENTS A BLOG POST INTERVIEW WITH AUTHOR Wayne Turmel

JQM PRESENTS A BLOG POST INTERVIEW WITH AUTHOR Wayne Turmel

JQM PRESENTS A BLOG POST INTERVIEW WITH AUTHOR Wayne Turmel TELL US ABOUT YOURSELF: I’m Canadian by birth but live and write in Las Vegas now. I spent nearly 18 years touring North America as a standup comic before having to get a big boy job. Now I’m the author of 10 nonfiction books and four (soon to be five) novels. Most of what I write is work-related in the area of remote work and such,…

[caykauffman]

Oh, this interview was fun to do. Author Wayne Turmel is a riot! Find out more about this Historical fiction/ Urban Fantasy writer, Brazil, magic bean juice, and Vegas, baby! visionandverse.blogspot.com

[phsolomon]

Fun-Filled Urban Fantasy with Wayne Turmel on the Books and Authors Fantasy and Sci-Fi Podcast

Fun-Filled Urban Fantasy with Wayne Turmel on the Books and Authors Fantasy and Sci-Fi Podcast

This is the Books and Authors Fantasy Podcast Episode 165 with Wayne Turmel. Good day and welcome to this episode of the Books and Authors Fantasy and Sci-Fi Podcast. I’m your host, podcaster and author of Fun Fantasy Reads, Jamie Davis. This podcast is exactly what the title says it is, a show focused on […] episode..Fun-Filled Urban Fantasy with Wayne Turmel on the Books and Authors Fantasy and…

[thelovingschool]

The Fantastic Four to the Fourth Power, Part 1

I've recently finished Doris Kearns Goodwin's excellent book, Leadership in Turbulent Times, in which she details the ways in which four US presidents served as leaders through pivotal historical moments. I reaffirmed my admiration for Abraham Lincoln, as Goodwin discusses his push to make the Emancipation Proclamation a reality. I was invigorated by the way in which Teddy Roosevelt used the executive branch of government to benefit the citizens of the northeast USA during the Coal Miners' Strike of 1902. I gained new appreciation, wonder, and awe in the way that Franklin Delano Roosevelt led the country during his first 100 days in office in the middle of the Great Depression. I came to greatly respect the legislative leadership of Lyndon Johnson as he pushed the most dramatic and beneficial domestic agenda, his Great Society, including the landmark Civil Rights Act of 1965. Whatever else Johnson may have done or not done, particularly as it relates to foreign policy and the Vietnam War, his impact on the lives of the citizens in the USA cannot be discredited.

Reading about these four presidents as they grew up, faced challenges ranging from losing elections to losing family members to losing the ability to walk, and ultimately served in the highest office of the nation to great effect was a wonderful experience. I was struck by the common themes that ran through all four of the presidents' leadership challenges. Synthesizing the lessons learned from all presidents, it seems that a leader during turbulent times must:

Have a clear sense of purpose

Adapt along the way to achieving that purpose

Build a solidly functioning team

Pay attention to messaging and timing

Build in time for yourself

Having a clear sense of purpose -- In the summer of 2020, three amazing principals, Sanee Bell, Brian McCann, and Beth Houf gave a phenomenal webinar as part of the virtual National Principals Conference. Beth shared a story of her superintendent bringing the principals in her district together at the beginning of the pandemic and asking them all to spend some time thinking about their purpose, their "why" before sharing them as a group. (Beth's "why" was maintaining relationships with students.) Other leaders have focused on the importance of having a clear purpose, including and especially Baruti Kafele. As we've all learned, what was true before the pandemic only has become exaggerated during the pandemic, and so the need for a clearly defined sense of purpose is truly vital now. My "why" during the pandemic has been to ensure that the teachers with whom I'm lucky enough to work are supported with what they need to be as effective as possible given the challenges of the pandemic.

Be adaptive along the way -- As I've already written, I am a student of philosophy as well. One of my favorite professors, Father Joe Flanagan, was a huge Socrates' fan, and every college freshman can tell you that Socrates is famous for noting how little he knew. In order to achieve your purpose, it's important to accept that we don't have all of the answers, and we will need to continually learn and grow as we work toward our goals. I have personally learned a great deal from the work of Ron Heifetz as he discusses Adaptive Leadership. Without going into another book report (I want to save that for another post), in order to be an adaptive leader, one must understand that the leadership challenge you're facing is not simple to fix, and will require a great deal of learning. Back to that webinar at NPC20, Sanee discussed how even the simple question "how are you?" carries new meaning during the pandemic. If you're going to ask that question, you need to be prepared that you might not get a quick response back. It might even be the start of a very long conversation, and that is OK. We as leaders will need to spend time maintaining those relationships empathetically throughout the pandemic.

Similarly, I realized that while I work hard to build positive culture in my school, supporting teachers during this pandemic is something I simply didn't know how to do. I'm very fortunate to be taking a course through ASCD on supporting educator mental health. The lessons I'm learning have been immediately applicable with the team at our school. Adapting along the way means sometimes changing tactics based on new information, but if you aren't seeking out that new information you won't be able to get where you're going.

Build a solid team -- It goes without saying that none of us can do our jobs alone anymore. None of us ever really could before, either. In The Long Distance Leader, summarized here, authors Kevin Eikenberry and Wayne Turmel talk about the important of relying on your team and supporting your team throughout the times when you won't physically be together. The principal I currently work with centered his entry plan three years ago on creating and maintaining a strong divisional leadership team, and he has taught me so much over the course of our partnership. While pandemic economic circumstances have meant our partnership is to come to an end in a couple of months, I am headed to my own first principalship this August, and I feel extremely fortunate. When I asked the Head of School at my future school what he is proudest of (this is his first year there), he said that had he been able to create a leadership team from his 30 years of experience in international schools, he couldn't have created a better team than the one he inherited. That is exactly the kind of joyful, strengths-based, empowering, and collaborative leader I want to work with, and knowing that he shared that information in front of members of the leadership team shows that he is willing to give credit and appreciate his team.

I heard Ben Zander, the conductor of the Boston Philharmonic, share his insight about leading, that people come to the symphony to hear music, and yet he as conductor is the only member of the orchestra who doesn't make a sound. We as leaders are strengthened by the strengths of our team. We know from the extensive literature out there and our own experience how important it is to have trust on a team, and I'll simply relate something one of my own teammates once said at a previous school about our grade-level team of teachers: "We know each other, so we like each other, so we support each other as we work together."

Messaging Matters -- I can't say it any better than Will Parker does in his book, which my partner principal and I have been learning from all year. Similarly, I loved hearing Joe Sanfelippo at the NPC in Boston in 2019 talk about the importance of shaping the narrative about education, because unless we as school leaders shape the narrative, others are going to fill in the blanks with a negative story. For me, the best example of positive storytelling about school comes from Brian McCann. His article in the latest Principal Leadership magazine is one more example of the ways in which Brian models not just for his teachers, but for the larger professional learning community to which he belongs. In fact, utilizing Brian's idea of Positive Sign Thursday is one of the factors that enabled me to land my next job, so I'm extremely appreciative. The point in all of these examples is of course a lesson that Lincoln knew 160 years ago, that it is through story that we can best communicate our purpose. It's not always easy, finding the balance between too much communication and too little, between being optimistically realistic as opposed to toxically positive, but if we as leaders aren't attending to messaging, we'll lose our chance to build a positive culture.

As an example, we committed to maintaining contact with our families during this school year and having the chance to get feedback from them at least once a month. We did extensive work in August, had a check in virtual town hall during September, and had individual and small group conferences with teachers and students in October. Things were going well. But, as November came along and fatigue set in, we stopped being as intentional about meeting systematically with our parent body, and by the time January rolled around we started to receive emails that were letting us know that we weren't opening up a space for all voices in the community to be heard, and that was leading to speculation and unrest. We're still very fortunate to have a caring community that share ideas in respectful ways, and we have since re-instituted those intentional communication systems at a minimum monthly, and are therefore back to where we had been, but the lesson around the intentionality of messaging is well learned.

As the above example illustrates, timing matters as well. The presidents often had to be wise about when to act and when not to act, when to send messages and when to not send messages. I think of the West Wing episode when President Bartlet's team discusses sending out unpleasant news on Friday afternoons, or "the trash" because no one reads the news on Saturday mornings. Or I think of how fantastic it has been to be able to, just within the last couple of years, schedule emails to be sent at certain times. Of course there are times that I am working late into the evening, but I would feel terrible in the past when I would send out an email at 10 p.m. and get an immediate response from a teacher. There are studies out there that emails received at 6 a.m. are most likely to be read, and my guess is emails received at 10 p.m. are most likely to make you think your principal is a jerk!

Time and Space for Yourself -- Thinking about the presidents, Lincoln would go to the theater or read comedy aloud, Teddy Roosevelt would take strenuous walks, FDR collected stamps. Only Lyndon Johnson had no real outlet activity, and I wonder, if he had been better at taking care of himself throughout his presidency, might he have attended to foreign policy better. Few topics have gotten more press in the educational world lately than self-care for educators, and this is a focus area in the ASCD course I'm taking as well. I am also fortunate to be a part of a group of school leaders that gather for virtual instructional "rounds" periodically, organized by a former professor at Lehigh, Jon Drescher. Self-care came up at the most recent Rounds I attended, and to be honest I find this so difficult. "If we are always working from home, and we're always home, aren't we always working?" was the question I posed, and I have had real trouble answering this. Heifetz and Linsky talk about anchoring yourself by having a confidant to talk with and a sanctuary, be it a ritual, an activity, or a place to disconnect from the demands of the job.

This was especially challenging for me in 2020, as I know it was for many of us, as the hours spent on screens and away from my normal rituals of walking and playing the piano were disrupted by the sheer demands on the job. I've gained thirty pounds in the past year, and I physically don't feel like myself. More importantly, emotionally I have struggled at times. I have been exploring different ways to recover, and like Lincoln I find comedy is helpful. If I can get in a good laugh before bed I sleep better, whether that's watching old clips of Robin Williams doing standup or Netflixing Seinfeld's Comedians in Cars Getting Coffee. At this point I'll try anything and everything so that I can begin, now that the pandemic is hopefully turning a corner, to feel like myself again.

Part of feeling like myself again is the ability to create something, to produce, based on one of my favorite activities: reading! It's been a joyful experience reading the Goodwin book and the Heifetz/Linsky book, and trying to apply the lessons learned from both to my current role and point in my career. My next post will combine another of my great loves, Harry Potter. Stay tuned to find out which president fits in which house; Gryffindor, Slytherin, Hufflepuff or Ravenclaw! Thanks for reading.

[simpledatainfo]

The Long-Distance Leader: Rules for Remarkable Remote LeadershipPaperback – Illustrated, June 5, 2018

The Long-Distance Leader: Rules for Remarkable Remote LeadershipPaperback – Illustrated, June 5, 2018

Leadership First, Locations Second. As more organizations adopt a remote workforce, the challenges of leading at a distance become more urgent than ever. The cofounders of the Remote Leadership Institute, Kevin Eikenberry and Wayne Turmel, show leaders how to guide their teams by recalling the foundational principles of leadership whether their teams are scattered globally or just working from…

[natasa-pantovic]

[stupendousrebelpuppy]

Ruining a Virtual One-On-One

Ruining a Virtual One-On-One

Wayne Turmel, Co-Founder and Product Line Manager As leaders, we know that one-on-one communication with our team is critical. When we can’t just look out and survey the cubicle-farm to see how people are doing, the little time we get to spend with each employee becomes more precious. That’s why conducting these meetings is perhaps the most important skill a long-distance leader can have. In…

[thedesignimagegroup]

Work, Interrupted.

Publisher’s Weekly might not be the first magazine you’d expect a design and creative services resource to refer to, but The Design Image Group’s office library has an eclectic array of reading material. Of course, there’s no one around to browse new issues these days, the staff working remotely.

So, product developer, writer and editor Liz Scheier’s “Work, Interrupted” from PW’s 11.30.20 issue may only get one reader at our office, and that’d be me. Scheier’s detailed survey is subtitled “New books suggest that the large-scale shift to remote work is only the beginning of a much-needed overhaul of American office life”. Gemma Dale’s Flexible Working, David Burkus’ Leading From Anywhere and Kevin Eikenberry and Wayne Turmel’s The Long Distance Teammate are among the forthcoming titles Scheier looks at, each probing the pandemic driven reshaping of the entire workplace landscape. As she notes, “…the pandemic has been a catalyst for organizations to make the policy shifts their employees have championed for years”.

I’ll bet we all agree – organizations large and small, management and staff alike – that a big reassessment of the way we work lies ahead. But speaking as the person who still has to sign the monthly office rent check on a space that’s barely been occupied since late March, I’ll admit that I’m championing the much-missed in-person morning staff meetings ‘round the conference table...returning some time in Q4-2021, perhaps. If we’re lucky.

When The DIG went remote, we quickly concluded that things might work more efficiently if someone still held down the fort, and it seemed like the honorable thing for the boss to volunteer. There are still packages to send and receive, occasional non-robocalls, some older archives that are too cumbersome to relocate which need to be searched. And it’s not as if the staff doesn’t pop in (masked and distanced, obviously) to address various tasks, quite possibly more frequently than any of us foresaw.  Who knows? Perhaps this weird 2020-2021 will all be no more than another footnote in the long list of a small business’ nearly forty years worth of quirky memories and anecdotes.

But for all of the forthcoming business books forecasting how Corporate America will reassess precisely how (and notably where) work gets done, Scheier’s article also includes soon-to-appear titles like Fawn Germer’s Coming Back! – How To Win The Job You Want When You Lost The Job You Need. It’s one thing to tease one another about pajama pants peeking into a Zoom screen or the uneasy voyeurism of peering into coworkers’ private spaces. It’s another altogether to consider the devastation created by months of relentless job losses.

It’s not only hospitality, travel, dining and entertainment industry workers who’ve suddenly found themselves on reduced hours, furloughed or unemployed. Countless industries and marketplaces (Amazon distribution centers aside, I suppose) have been impacted. Companies are understandably cautious about aggressive new agendas. Programs that may have been the bread and butter basis of 2020 and beyond may still be on hold. It’s getting hard to keep up with friends’, family members’, business associates’ and even some clients’ “Re-orgs” and the consequences of those right-sizing realignments. And don’t think for a moment that our own operation has been immune.

Myself, I plan to select a business book from Liz Scheier’s Publisher’s Weekly “Work, Interrupted” article for Q1-2021 reading (ordered for pickup at my local indie bookseller, mind you). I’ll choose one covering the evolving workplace dynamics of the 2020’s, but then search on my own for another that offers tips on sustaining “non-essential” business activity that is, for us, mighty essential business indeed. That seems like the best way to ensure that The DIG’s work isn’t interrupted. Or, at least, not too much.

https://www.publishersweekly.com

[marcoscunhaimport]

Liderança remota: as 19 regras para ser um excelente líder no trabalho remoto

A liderança remota é a habilidade necessária para coordenar equipes e motivar pessoas para baterem metas mesmo trabalhando remotamente, sem contato presencial.

Durante a pandemia do coronavírus em 2020, muitas empresas adotaram o modelo de home office para pelo menos parte de suas equipes e com isso houve um novo desafio: como organizar a equipe em um trabalho a distância?

Então resolvi pegar os conceitos abordados pelos autores Kevin Eikenberry e Wayne Turmel no livro: “O Líder de Longa Distância” onde abordam as 19 regras para dominar a liderança remota.

Então se você deseja melhorar a sua habilidade de liderança remota para gerir seus times mesmo que não esteja presente fisicamente na empresa, acompanhe os passos deste artigo.

Conheça as 19 regras para dominar a liderança remota na sua empresa

Agora irei listar as regras da liderança remota para que você coloque em prática na sua empresa, confira:

1. A liderança deve vir em primeiro lugar

Cada vez mais existem tecnologias para aproximar as pessoas mesmo em situação de trabalho remoto.

Por isso é importante lembrar que a liderança deve vir em primeiro lugar e a distancia entre as pessoas em segundo.

O seu foco deve ser em como orientar as pessoas para cumprirem as metas definidas para o período. Não perca muito tempo tentando controlar tudo que fazem a distância.

Foque nos resultados e busque atingir todas as metas junto com o seu time, afinal, esse é o conceito da agenda do líder segundo Falconi.

2. Na liderança remota, é preciso liderar de forma diferente

Sendo um líder trabalhando a distância através do trabalho remoto, algumas características são completamente diferentes.

Por exemplo, não é possível olhar nos olhos de forma presencial e muitas vezes também não é possível interpretar a linguagem corporal da pessoa com que você está se comunicando.

Por isso é preciso usar a clareza e sutileza nas suas comunicação por email, mensagens e outros meios de comunicação a distância.

Muitas vezes é muito mais rápido e eficaz simplesmente ligar para a pessoa do que redigir um email enorme que pode ser mal interpretado. 

3. Mantenha o relacionamento com sua equipe 

Com uma equipe espalhada em diferentes locais acaba afetando o seu relacionamento com elas.

A interação entre o líder e a equipe acaba perdendo um pouco da clareza, com expressões faciais, entonação da voz entre outros.

Por outro lado, para ser um líder de sucesso, você precisa desenvolver relações de trabalho sólidas com sua equipe.

Então no âmbito do trabalho remoto, você deve se certificar que não está perdendo o nível de relação que mantém com sua equipe.

Utilize ferramentas para chat de voz e vídeos e mantenha encontros virtuais frequentes para que todos estejam na mesma linha.

4. Use e abuse da tecnologia

Neste ponto o autor recomenda o “modelo de liderança remota”.

Em liderança e gestão: criar relações, autoaprendizado contínuo e a responsabilidade

Em ferramentas e tecnologia: dominar o uso apropriado da tecnologia correta para o trabalho

Em habilidades e impacto: possuir disponibilidade para adotar novas tecnologias

5. Modelo de liderança dos 3 “Os” 

Esse modelo é baseado em 3 palavras em inglês sendo elas: outcomes, others e ourselves.

O conceito funciona da seguinte forma:

Outcomes (Resultados) – auxiliar a equipe a alcançarem objetivos específicos

Others (Outros) – a equipe é a principal ferramenta do líder

Ourselves (Nós mesmos) – é preciso se responsabilizar pelas ações boas e ruins da equipe. Os bons líderes dão privilegio aos resultados e a equipe.

É preciso focar nas pessoas para reforçar a confiança, promover relações e aumentar a sua influência como líder.

6. A liderança remota possui objetivos diversificados 

Para manter a sua equipe engajada, o líder remoto também precisa manter os colaboradores frequentemente informados dos objetivos da empresa.

Não assuma que todos sabem exatamente os objetivos relevantes do time. Os funcionários tendem a prestar atenção nos seus próprios objetivos.

É preciso se comunicar e passar os objetivos da organização de forma frequente e também as suas expectativas do trabalho realizado.

7. Foque em cumprir os objetivos 

Existe muitos materiais ensinando como definir objetivos, mas pouco sobre como alcançá-los de fato.

Os objetivos que são transformados em metas são fáceis de serem compreendidos e acompanhados.

Portanto, planeje seus objetivos, crie metas e também um prazo para cada um deles. Depois acompanhe seu time no cumprimento das tarefas.

8. Oriente sua equipe de forma eficaz 

Em uma liderança eficaz é preciso admitir que os colaboradores remotos possui boas intenções, ainda que acabem cometendo erros.

Em uma relação a distância é preciso uma comunicação de mão dupla. Caso apenas você fale, não estará orientando.

Escure com atenção, forneça feedback e mantenha a comunicação consciente e em bom tom.

9. Use a comunicação adequada

É importante entender a necessidade de frequência na comunicação com cada equipe.

Por exemplo, algumas áreas podem demandar mais comunicação e se você não mantiver contatos frequentes, os colaboradores podem se sentirem abandonados.

Enquanto outras áreas não necessitam de tanto contato e caso você esteja muito presente, os colaboradores podem considerar isso microgestão e assim acabarem desmotivados.

É importante adaptar sua comunicação a necessidade e preferências de cada área ou até mesmo colaborador. Não é recomendado usar uma forma única de comunicação.

10. Busque compreender o ponto de vista dos seus colaboradores 

É importante buscar o que está passando na mente dos trabalhadores da sua empresa durante o trabalho remoto.

Procure entender como as informações circulam e as relações entre seus colaboradores estão acontecendo. Isso é importante para garantir que eles estão trabalhando em conjunto para atingir as metas.

É importante saber se eles se sentem parte da visão e planejamento da empresa.

11. Construa uma relação de confiança 

No trabalho a distância a confiança é fundamental. Muitos se perguntam como podem saber se o colaborador está trabalhando ou não, se não pode vê-los.

Para construir essa relação de confiança é preciso estabelecer e fomentar propósitos, motivações e competências aos trabalhadores tanto na empresa quanto os remotos.

Para garantir a confiança é possível usar estratégias, como por exemplo:

Delegar tarefas publicamente

Estabelecer conexões

minizar conflitos

12. Use as melhores ferramentas para comunicação 

No trabalho remoto você depende da tecnologia para toda a relação e comunicação com seus colaboradores.

É por isso que você deve se responsabilizar por escolher as melhores ferramentas possíveis para essa comunicação..

13. Explore bem as ferramentas

É importante se manter atualizado das ferramentas de trabalho remoto e comunicação a distância.

Acompanhe as novidades para garantir que o seu time está usando o que há de melhor para essa forma de trabalho.

14. Busque se avaliar 

Não são apenas os colaboradores que precisam de feedbacks e avaliações. Você como líder deve ser avaliado para entender como está o seu trabalho.

Busque um feedback com pessoas de confiança e com consultores externos que poderão fornecer uma análise constante.

15. Avalie suas crenças e também o seu diálogo interno 

Não seja muito duro consigo mesmo. Evite pensamentos negativos e de autosabotagem, como pensar que é um idiota e que ninguém gosta de você.

Ao invés disso busque melhorar com pensamentos mais positivos, afinal se você acreditar que não irá conseguir, provavelmente realmente não conseguirá.

16. Aceite que você não pode fazer tudo 

Você como líder não deve tentar fazer tudo. É importante manter um equilíbrio entre o seu trabalho e a sua vida pessoal.

Afinal, se você não se cuidar, dificilmente conseguirá cuidar bem dos seus negócios ao longo prazo.

Um líder não deve ser indispensável para a realização do negócio. Pelo contrário, há aqueles que acreditam que quanto mais dispensável um líder for, melhor ele fez seu trabalho. Afinal, o time consegue atingir os objetivos e metas determinados com o mínimo de interferência possível.

17. Alinhe suas prioridades 

Defina bem como será o seu gerenciamento do tempo e de prioridades para realizar suas tarefas.

Gerenciar o tempo é sinônimo de gerenciar prioridades. Separe bem o tempo das suas tarefas mais importantes e das suas atividades secundarias.

18. Treine os futuros líderes do seu negócio

Com o conhecimento que você irá acumular na liderança remota, monte atividades para desenvolver outros líderes na sua empresa.

É preciso levantar as informações:

Quais qualidades as pessoas da liderança remota precisam ter?

Como sua empresa e você podem fornecer treinamento para essas pessoas?

19. Se houverem problemas, volte na regra 1

Caso tenha problemas, lembre-se sempre que o que realmente importa é a liderança.

Você está sendo líder para ajudar essas pessoas a alcançarem as metas que definiram, trabalhando juntas e da forma certa.

Então coloque a distância de lado e use a sua habilidade de líder para atingir esses objetivos.

Inscreva-se no Blog Industrial

Para receber mais dicas como essa da liderança remota, recomendo que inscreva-se na lista do Blog e receba dicas semanais sobre gestão industrial.

Além disso, baixe o ebook Líder industrial: guia para ser um líder de alto desempenho em uma indústria para se aprofundar ainda mais no assunto.

The post Liderança remota: as 19 regras para ser um excelente líder no trabalho remoto appeared first on Blog Industrial Nomus.

Liderança remota: as 19 regras para ser um excelente líder no trabalho remoto publicado primeiro em https://www.nomus.com.br/