The topic of remote management is becoming more and more prevalent, and i believe that it will be the number one new challenge (the old challenges haven’t changed since Adam and Eve met “did not meet expectations” on their first performance reviews) for managers.

Please check out the article here. I’d appreciate comments on the post, but more importantly let me know what topics you’d like to read about. What are YOUR challenges? What tools do you like? I’d especially like to know, what are the problems you see that your company just doesn’t seem to get but will bite them in the tush if they don’t get a grip on it?

The first is from my buddy and Cranky Middle Manager guest Vince Thompson (hear his interview here) who interviewed me for the cool business site Smart Planet. (Click here to read the Cranky/Greatwebmeetings interview). Thanks Vince, and you have a great blog, although Pure Genius might be a tad overboard. I mean, if it’s about me it’s wildly inaccurate and if it’s about you, well seems a tad immodest, but what do I know?

The second is a recommendation on the Web Conferencing Council blog, where my book, 6 Weeks to a Great Webinar was named Book of the Month. Much thanks!

Dan Bobinski makes another visit to the show. Read his column on Management Issues if you haven’t yet.

Show Notes

0:00 Welcome to the show. Today we dedicate the show to Andrew Jackson, Old Hickory, 7th president of the Unites States. Small motivated teams can accomplish great things against odds. It helps if the enemy is arrogant, dressed in red and standing in a straight line.

3:04 the quote of the week is from one of my heroes, Michel de Montaigne. The more certain someone is of something, the odds are he’s a blithering idiot. I paraphrase of course……

4:00 Welcome Dan Bobinski back to the show. How do you create “passion driven teams”. This is a team that is motivated by the work at hand, everyone wants to accomplish the same task. Are they working out of momentum or because the manager pushes. One of these works better. Oh, and Dan has dogs :-)

10:00 Why do good people become micro-managers? When you’re a subject expert but unsure how to manage people, you try to control everything.

15:00 What is motivation and how the heck do you get it without manipulation? Is it really motivation, or is it just removing the things that get in the way of successfully doing the task? Dan takes us through an example with sales people.

20:00 I get to give you my definition of the difference between “innovation” and “change”. Getting people’s buy-in to a change is one of the hardest things you can do.  To move people to change you need three things:

• focus
• expectation of the “aha”
• attention density

Oh, and dishes of candy do wonders. Really.

26:00 Over the years are the complaints about management changing? Dan has noticed, and Management Issues agrees, that people are concentrating more on human than organizational issues. Is this a permanent change?

Dan can be reached on Twitter by the way @danbobinski. While you’re at it, you can find me there at @greatwebmeeting

Google Reader is a great tool for finding blogs

You can find him on Facebook as well

Morten Hansen looking like the happiest Norwegian ever.

Don’t forget our “How to Create and Manage Remote Teams” webinar workshops on June 26th. Learn why it’s critical we create human relationships even when we’re not close by, and free and low-cost tools to accomplish that lofty goal.

For Europe and North America, click here to learn more and register.

For India/Asia/Australia, click here to learn more and register.

Show Notes

0:00 Welcome to the show. Today we’re talking about collaboration and overcoming silos- and when we shouldn’t bother. Something you haven’t heard before I’m sure. We dedicate this show to one of history’s great collaborations, The Underground Railroad. Stop whining about slow bandwidth and just get on with it….

2:55 The quote of the week is from Oliver Wendell Holmes- ideas often work best when transplanted from brain to brain… I just hope you have more luck with that tranplant than I had with The Duchess’ geraniums.

3:45 Welcome Dr Morten Hansen. What the heck is collaboration anyway? It’s to work across boundaries to achieve goals and results. That means sometimes it’s the right thing to do and sometimes you shouldn’t do it.  Research shows sometimes you’re worse off playing nicely.

6:11 Does collaboration always get better results? Nope. There are three rules for deciding when to collaborate:

1. Be very picky
2. Identify the barriers to collaboration
3. Put in place a stated, explicit, compelling common goal

9:19 How do you quantify the opportunity to collaborate and how do you have the conversation without sounding like you’re not a team player? This is an important discussion if you want to keep your life your own.

13:30 There are two barriers to collaboration- willingness and ability. Mostly we have the ability which means people are inventing reasons not to collaborate.

18:35 We don’t spend nearly enough time on setting long-term goals and making them explicit. Who does what and why would they bother?  Set a goal, whether it’s landing a man on the moon or just getting that %@%%ing code finished.

20:00 One of the really great concepts in the book is “T-Shaped” management…that a manager needs to be both expert in their niche as well as able to span departments and functions well. Me, I’m a butterfly..
…. but if that’s how you’re measured, that’s what’s going to happen. How about asking the other teams what they’re working on so you know what’s working against your project?

Morten’s Resources

<—–Jeff Carlisi today      Jeff Carlisi 30 years ago when I was digging the band (Southern Rock ruled, even in Canada!). There’s hope for everyone to move from show biz to business……. I hope. Anyway……>

Don’t forget our “How to Create and Manage Remote Teams” webinar workshops on June 26th. Learn why it’s critical we create human relationships even when we’re not close by, and free and low-cost tools to accomplish that.

For Europe and North America, click here to learn more and register.

For India/Asia/Australia, click here to learn more and register.

Show Notes

0:00 Hello everyone and welcome to the show. Today we’re talking Rock and Roll and team building. Hey, at least it’s not another lecture on leadership. We dedicate the show to Johannes Tinctoris knowledge capture with a goose feather….and you can’t make your people use SharePoint. Who’s the real leader here, huh?

3:20 Our quote of the week is from Thomas Fuller, and if you’re looking for a way to stop people in their tracks when they demand faster project updates, this one will do it. it’s so good i can’t believe it didn’t get into the Cranky Middle Manager Book, 125 Quotes for Whacking Weasels…which you can buy HERE.

4:05 Welcome Jeff Carlisi, rock guitarist and the founder of a couple of business Rock Star CEO and Camp Jam. LIke me, he made the move from show business to business-business. Unlike me, he’s been hugely successful at both.  He gives us a quick recap of his career….and why working with other musicians is such a great model for team building.

10:47 How did the band, 38 Special, get together and what can we learn? It helps that everyone had known each other for years. What about when the team is put together and you don’t know anyone? You have to make sure everyone know what they’re doing there. Preach the plan and convince them it’s going to work.

14:55 It’s important that even if you are all brilliant at what you do, you have to pay attention to the business environment you’re working in. You also have to constantly monitor your progress and find a way to differentiate yourself in the market. It’s pretty cool when you can write a song that inspires speakers like Joe Heuer, the Rock and Roll Guru (who you can hear on the Cranky Show here)

19:00 The lead singer isn’t always the leader…. roles are crucial. you can’t force people to like roles they don’t like…put the right people in the role. There’s a good story about finding a songwriter outside the band, that changed things for good. Who could you be learning from?

28:52 Jeff has one of the coolest gigs in the world. He’s in the house band at the Rock and Roll Hall of Fame. Working with high powered “superstar” teams isn’t easy but it is rewarding.

31:50 Jeff’s biggest struggle in business is communication. The idea of human contact seems to have taken a beating…. join the team, Jeff. He’s blown away by Zappos.com and its CEO Tony Hsieh as a great company to work for.

Jeff’s Resources

His own book , Jam

Ted Turner’s book, Call Me Ted

Hey, don’t forget My Book since you’re buying.

Bob Rosen comes back for more. Nice to have’im

Don’t forget our “How to Create and Manage Remote Teams” webinar workshops on June 26th. Learn why it’s critical we create human relationships even when we’re not close by, and free and low-cost tools to accomplish that.

For Europe and North America, click here to learn more and register.

For India/Asia/Australia, click here to learn more and register.

Show Notes

0:00 Today we are talking about becoming a catalyst- a true change agent to help drive growth in your company. It’s from a book Bob has co-authored called, “The Catalyst-How You Can Become an Extraordinary Growth Leader”. Oh, and speaking of catalysts, how about we dedicate the show to Peter the I of Russia? There was a catalyst. A badass, but a catalyst.

3:00 The quote of the week is from Henry Wadsworth Longfellow. You’re not an insomniac, you’re a catalyst. Repeat as necessary.

4:00 Welcome back Bob Rosen (sorry about the sibilance…blame his phone). What is the role of middle managers in growing companies. Isn’t that the CEO’s job?  Catalysts have 3 things in common:

• They think differently
• They see things differently
• They act differently

7:00 Catalysts are risk takers, chronic learners and have a bias for action.

10:26 The monkey is not on your back…it’s in your head. Are you observing yourself while you act? Are you acting like an entrepeneur or an employee?

13:14 How do you develop the confidence to take something like this on? Growth leaders think of their business as a hypothesis: place small bets fast, do experiments, and kill the project if it ain’t working. They also view constraints as opportunities not road blocks. Really.

17:14 How do you teach someone to see opportunities?  It won’t involve traditional market research, that’s for sure. Part of the confusion is that managers are usually hired for their ability to follow the rules, not break them.

21:50 Did we mention their bias for action? Just get out there and do it… small experiments, act fact, kill bad ideas faster. There is no security anyway….. go for it. And you gotta be tough.

Bob’s Resources

Jason Jennings talks about hitting the ground running……

Don’t forget our “How To Create and Manage Remote Teams” Webinar Workshops on June 26th. Register by June 12th and save 20%.

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Show Notes

0:00 Welcome to the show. I start by groveling for forgiveness to Mike for jumping on him for his post when we WANT YOU TO POST. I was just grumpy. Not as grumpy as Ottoman Emperor Mehmed 1, though. Most brothers just give each other noogies.

3:28 The quote of the week is from Johann Wolfgang von Goethe who compares new beginnings to a chess match. I’m a lousy chess player but checkers lacks a certain je ne sai quoi.

4:09 Jason Jennings was referred to us by Vince Thompson (hear his interview here) plus he’s a pretty famous guy even before he talked to us.  With all the reorgs and chaos in our workplace, odds are you’re about to take over a new team (you didn’t get the memo yet?).What do most successful CEOS  do first?

7:20 Here’s a bold statement- “conventional wisdom sucks”.  I love when guests trash people by name, don’t you? Still, it’s a great example of companies that get it and companies that don’t.

12:00 How do leaders create connection and help their new team get engaged? Do you know what the strategy is and do you buy in? You’d better find out early- like when you interview for the job.

15:00 How do you help fix broken trust in a team and get them to overcome cynicism? A great story about the power of asking if they believe….

18:40 All great leaders are willing to put a stake in the ground and hold people (including themselves) accountable. It doesn’t matter if your’e the CEO or leading an Agile scrum.

21:10 Accountability is not designed to be a punishment- although taking your punishment can be part of it. Sepuku is not condoned….but it is understood.

Jason’s Resources

Is everything you think you know about brain science telling you that you’re managing in the wrong way? Listen to Charlie here and make up your own mind.

Don’t forget our “How to Create and Manage Remote Teams” webinar workshops on June 26th. Learn why it’s critical we create human relationships even when we’re not close by, and free and low-cost tools to accomplish that.

For Europe and North America, click here to learn more and register.

For India/Asia/Australia, click here to learn more and register.

Show notes

0:00 Welcome to the show. Maybe it’s not “what are they thinking?” but “What are they thinking with?”. Do our brains resist most management techniques? Well find out with Charles Jacobs, author of “Management Rewired”. Oh and we salute the Roman Emperor Claudius for his great management techniques… his downsizing style, not so much.

2:45 The quote of the week is from Thomas Huxley- are you learning as a child? It’s probably how your brain wants to work…….

3:30 Welcome Charlie Jacobs who is here to talk about some surprising brain research and why management tries to go against the natural order of things. Problem number one- none of us see the world the same way. Anyone who’s ever had a bad 360 knows that….. and our idea of seeking pleasure and pain maybe isn’t what we think it is.

7:00 Why isn’t money more of a motivator for us?  The problem is that none of us look at it the same way. Why are you rewarding your people is actually more important than how you reward them.

10:10 Maybe the most controversial point in his book- feedback as most managers give it doesn’t work, even the most constructive feedback can cause a backlash. If it conflicts with your self image, you’ll reject it.

14:42 A lot of this research has been known for years, why is it so controversial? It causes cognitive dissonance. If what we do as managers isn’t important, what do they need us for and we discount it.

16:32 Cool brain science… Mirror Neurons are extremely cool things, but they not only apply to how we do things, but why…. it’s easy to ascribe motivations to behavior that might not be there. This is what allows us to have empathy… or not.

20:00 The best example of team management in the animal kingdom- slime mold. That’s right, slime mold. it’s actually a cool analogy if you’re not eating while you listen.

25:00 If you don’t walk it like you talk it, people are realllllly good at noticing that. Of coure, the opposite is also true. It is possible to learn leadership, but it takes discipline.

Charlie’s Resources

Management Rewired

The First Tycoon

Don't let the weasels get you down!

Picture two visions of how we can communicate in the future- actually it’s possible this very second but let’s leave time for committee decision making.

The first is from one of the big, famous consultancies. They just invested millions of dollars in giant state-of-the-art video conferencing facilities in their main offices around the world. Very cool stuff, as you can see.

Killer high-definition, very classy and a marvel of IT engineering.  I’m impressed, and as that great sage Jesse “The Body” Ventura always said, “I don’t impress easy, McMahon”.

There’s just one little snag. In order to access this electronic communication marvel you have to be in one of the offices that have the capability. I’ll let the idea of traveling  somewhere to avoid travel expenses marinate.

On the other hand, over coffee this morning, Oprah was doing a whole show on Skype, and how it allows mere mortals to talk to each other anywhere in the world with perfectly functional video and sound for free. Let me repeat that: For. Free. Anywhere. Anytime.

For most of us, what we need is instant communication that allows us to connect to the people we’re talking to in all the ways that matter- verbal, vocal and visual communication. It doesn’t need to be state of the art, it doesn’t need to be impressive, it needs to be there.

There are all kinds of reasons to use the big facilities- scale, audience, branding, IT ego, and I’m not saying if you can afford it you shouldn’t use it. What I am saying is that while companies continue to look for hte biggest hammer they can find to fix a problem, there are plenty of other solutions out there that are cheap, easy and would allow managers to get on with the job.

It’s not just video conferencing, you can see the same things at work in knowledge capture (a giant inhouse networked system vs. Google docs) Social networking (Sharepoint vs. Ning) and pretty much everywhere you look individuals can find solutions to solve their communication challenges if the “experts” will just get the hell out of their way.

The major problem is that these low-tech, low-cost solutions are implemented at the individual level. Empowered managers and team leaders can use them immediately.. For reasons too numerous to mention, this gives IT people and the funders who love them fits.

Here’s the question at the heart of this debate: do you trust your people to do what they need to do to get the job done? Yes or no. It’s a closed ended question.

So while the CEO might beam with pride at their new system, Oprah is teaching housewives how to talk to anyone in the world from the comfort of their home for free. One of these is world changing.

If you must use one of these social media thingies, you have several options. Please know i’m happy to connect, but think about how I can add value to your network. You’ll be able to follow show updates (news coming, i suspect) my Management Issues column and other work when it appears around the world.

LinkedIn is my preferred method http://www.linkedin.com/in/wayneturmel

You can also find me on twitter @greatwebmeeting

and on Facebook Wayne Turmel

Is it just me or did we used to just pick up the @#%#@%@^ phone?????

A very relaxed Karl Albrecht

Don’t forget our webinar workshop: “How to Create and Manage Remote Teams” . Register by June 12th and save 20%

For India/Asia and Australia click here for information and to register

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Show Notes

0:00 Welcome to our 191st Show. Today we’re talking about being able to develop your social skills and common sense. This show is dedicated to Demosthenes, who knew a thing or two about developing yourself and having people overcome their first impression of you.

4:14 The quote of the week is from Marcel Proust, ( who is a great example of the kind of folks we’re talking about) but smart as he was he had no idea why the #$@%** people did what they do.

5:00 Welcome Karl Albrecht. Yes it’s another discussion of Multiple Intelligences but Karl explains it pretty well.  Anyone who refers to the brain as the bio-computer is probably going to geek out but be worth listening to.

8:54 So not only are there multiple intelligences, but then along comes Emotional Intelligence (listen to a cool Cranky interview about this here). I love when smart people disagree about stuff. How is Emotional Intelligence different from Social Intelligence…or is it?  EI is what’s going on with you, Social Intelligence is how you deal with the external world.

13:03 If multiple intelligences plays to strengths, can you develop your weaker intelligences? For the sake of humanity we hope so. We all have defaults but we can function in the others. What does this mean when we are managing others, especially in the tech fields?

16:47 Practically, how can you change your stripes?  Karl says we have to develop an air of humility, rather than assume our way is best. Language is a key to understanding how people work. By using the language of the other person you can activate your brain and activate the pattern.

20:29 I know we can grow our social intelligence (or I would still be  a highschool nerd). Can you develop common sense though? NOTE: he’s WAY more optimistic than I am. Here’s a question: are you a finished product or are you work in progress?

24:11 An example of developing common sense: defeat group think.  It’s all about divergent thinking vs. convergent thinking.  Even the simple act of asking a question can break a logjam and get thinking moving in a divergent direction again.

Karl’s Resources

Don't let the weasels get you down

Of course, that’s also why when I see things that aren’t so swell, it makes me crazy. Moreover when it involves my daughter it makes me even crazier. Check out my Management Issues column this month to see why she’s got a distrust of the Nice Lady in HR, even before she starts her first job.

Ahhhh yes, my daughter has her first real job…I’m torn… on the one hand she’s growing up and away from us, on the other I have my own little lab rat to test work theories on and see the new employee in her natural environment. Does that make me a bad father???

How to Create and Manage Remote Teams ( Asia/Pacific) June 26 4 AM GMT,  9:30am Mumbai, 2PM Sydney  Click here to register

How to Create and Manage Remote Teams (Europe/North America) June 26th 16:00 GMT,       10 AM Central Time US Click here to register

Managers today have direct reports or team members who are located somewhere else- another location or another country. The basics of good team management haven’t changed, but how does a manager or organization maintain peak performance and keep employees engaged when separated by miles, timezones and culture?

Join Wayne Turmel, The Cranky Middle Manager, for this 90 minute interactive workshop which includes assessment tools, worksheets and an action plan.

Course Objectives:

At the end of this program, participants will apply tools and techniques     learned in the class to assess their team’s connections in three areas: Team Relationships, Information Flow and Task Performance to reduce rework and barriers to effectiuve performance and team cohesion.

Topics include:

• What makes a great team?
• Why working virtually makes engagement and teamwork harder
• Assessing team relationships and and what to do about it immediately (low-cost tools, action steps)
• Assessing Information Flow and what to do about it
• Assessing team task Performance and what to do about it today
• Next Steps

If you are a manager with remote team members, about to become a manager or responsible for leadership development in your organization, don’t miss this program.

Take a look at some of the comments from past participants:

“The support materials, assessments, and after webinar follow up are outstanding! This was NOT a “hit and run” webinar!”  Class participant from Singapore

“The supporting research on reaching out to virtual teams was great”

“Every manager in our organization should take this program”

All participants will receive a PDF Packet of prework and course worksheets as well as a FREE half-hour coaching conversation, no matter where in the world they are!

Please note the time on your ticket is for the presenter.
]]> http://cmm.thepodcastnetwork.com/2009/05/10/webinar-workshop-how-to-create-and-manage-remote-teams/feed/ http://cmm.thepodcastnetwork.com/2009/05/09/the-cranky-middle-manager-show-190-being-strategic-with-erika-andersen/ http://cmm.thepodcastnetwork.com/2009/05/09/the-cranky-middle-manager-show-190-being-strategic-with-erika-andersen/#comments Fri, 08 May 2009 20:17:41 +0000 Wayne http://cmm.thepodcastnetwork.com/?p=829 The Cranky Middle Manager, Wayne Turmel, talks to returning guest Erika Andersen about her new book, Being Strategic, the difference between strategy and tactics, and how a Welsh king figured this out a long time ago. Also, if you manage remote teams you will not want to miss our next webinar!

Erika Andersen comes back for more- glutton for punishment isn't she?

Don’t forget to join us for our next webinar: “How to Create and Manage Remote Teams”.

If you’re in Australia/Asia/India click here to learn more and register

If you’re in Europe or North America, click here to learn more and register

Take a look at some of the comments from past participants:

“The support materials, assessments, and after webinar follow up are outstanding! This was NOT a “hit and run” webinar!”

“The supporting research on reaching out to virtual teams was great”

“Every manager in our organization should take this program”

Show Notes

0:00 Welcome to the show. Last show we talked about Erika Andersen’s new book, “Being Strategic- Plan for Success;Out-think your competitors; Stay ahead of change”. (Listen to Erika’s first conversation with us here). Well she uses Llewellyn the Great as a starting point, why shouldn’t we? Would you want YOUR nickname on your business card?

2:43 The quote of the week is from Anatole France. Are you acting or dreaming? One will keep you mired in the tactical, brothers and sisters.

3:15 Welcome Erika back to the show. Let’s start with a simple question- what’s the difference between strategic and tactical? If you’re confused you’re not alone and there is no common definition but here’s one:  “Being strategic means to consistently focus on those core directional choices that will best move you towards your hoped-for future”.

7:27 Does strategic thinking happen at higher levels or do middle managers have a role in all this? It’s important for middle managers because it’s how you can train your bosses. It’s also important for us to look at our own careers strategically.

11:00 What do Welsh castles have to do with thinking strategically? Our dedicatee built a bunch of castles for strategic purposes and it inspired this book. She reminds us (she said this last time too, but it’s worth repeating) that we need to “pull the camera back”.

18:20 Are there warning signs that you’re looking at the tactical, rather than the strategic? If you’re hung up on the paperwork, you’re probably not paying attention to the big picture. Don’t forget, your job as manager is to help people see the strategic context for the tactical stuff they are dealing with.

21:41 You can learn to be strategic…the steps are: define the challenge, get clear about the current state, clarify your hope, look at the obstacles, think strategically how to get there, then work on the tactics. There, now go and sin no more.

Erika’s Resources:

100 Best Business Books of All Time (she’s in it!)

Her book- Being Strategic

Stephen M R Covey’s “The Speed of Trust”

Predictably Irrational by Dan Ariely

Don’t let the weasels get you down!

Check out the whole list

Kevin Eikenberry. You can get a month of his teleseminars FREE by using this link to register! Who loves you like we do?

We are holding another webinar class on “How to Create and Manage Remote Teams”. For information and to register no matter where you are in the world we make it easy:

If you are in Europe or North America, Click Here

If you are in India, Asia or Australian time zones, Click Here

Show Notes

0:00 Welcome to the show, gang. We tell truth to power, because let’s face it, Power will never find us here. We dedicate this show to Hamurabi, king of Babylon and model for all of us to document, document, document.

3:40 our quote of the week is from Machiavelli, but having a bad reputation doesn’t make it wrong. Do you surround yourself with smart people?

4:30 Welcome back Kevin Eikenberry, author of Remarkable Leadership and a good egg. This is an on the record version of conversations we’ve had off line for a while. Why doesn’t leadership development training seem to work?  Okay, one more time… training is an event. Learning is a process.

9:00 There’s nothing necessarily wrong with your training or your trainer, it’s about linking it and using it your real world. It’s hard to show you’re now better than you were when you came in. How do we turn it into a process?

11:21 How do we turn learning into action? Kevin holds us accountable. Oh thanks, we need more of THAT. He does give me a good tip about giving yourself processing time.

14:33 Despite what they tell us in consultant school, this will never happen on an organizational basis. it starts with us.

17:30 Leadership is made up of a bunch of competencies (pick your own model at your leisure) but one big one is be a learner, and encourage learning on your team. Are you helping them apply what they learn when they learn it? Are you even sharing THIS show with your team and why the heck not?

25:00 Kevin tells us about his teleseminars. You can get the month of May for free by signing up and using the link here. or you can reach him at www.kevineikenberry.com

Kevin’s Resources

Erika Andersen’s new book ( she’s an upcoming guest!)

How the States Got Their Shapes

Don't let the weasels get you down

Author Kate Lister emerges from her teleworking hibernation long enough for this picture. She saw her shadow so it’s 6 more weeks of project work.

Show Notes

0:00 Welcome to the show. Misery loves company, we’ll provide the love and the company, your misery is your responsibility. Today we talk Teleworking with Kate Lister, and since distance makes communication tough even when you try to do what you should, we present as proof, Menelik I, king of the Falashas, Emperor of Ethiopia and more Jewish than many Jews if separated by time and distance.

3:00 I bring you the quote of the week from Marcel Proust, which I shouldn’t have done since no one can give you wisdom, you have to get it on your own.

4:14 Today we’re talking to Kate Lister, co author of Undress for Success.  How is working from home making things easier or more difficult for managers and companies?  Well the world is changing and US companies could save over half a BILLION dollars a year if more people teleworked. How do you determine whether your job could be done at home?

6:54 Federal employees in the US are mandated now to work at home if they can…which is no big surprise, a lot of them have been phoning it in for years….. the cost of setting up a telecommuter can be $300-$2500 dollars versus the costs of keeping an office for them.

10:30 If you’re not crazy about the idea of being out of the office, here’s a question for you- Do you see your boss everyday now? Probably not.  There are real concerns though. What are the things companies and individuals need to think about. Fundamental to this is very precise metrics for success. Once you’ve set the metrics, get the heck out of their way.

14:00 Home Shopping Network learned they can increase customer satisfaction and reduce turnover by having people work from home.

15:50 Okay, if you are a people person, it’s hard to work from home. Kate is a nice person but apparently highly anti-social…. some of us need to get out of our 4 walls. MySQL is an amazing example of the entire company working remotely. I also feel better about going to Caribou Coffee just to sip coffee and stare at my laptop even though that’s what I do at home. I’m still around people.

21:40 Developing a routine is important. What works for you works for you. I need to put on my big boy clothes…. others don’t. You also need to manage the family- Kate tells a story about a mom and a tiara that will leave some serious scars on those kids.

23:48 The dark side of working from home is overworking. How do you set limits and what’s the role of the manager in helping their people set limits that make sense, even while benefitting from the extra work? And what are the legalities?

27:40 It takes planning for a company to put together a teleworking program. Security is frequently over-analyzed but it’s important….  remember, if you’re a moron at work, you’re not going to get smarter working from home.

Kate’s Resources

Her book

Her website check it out

Managing Telework by Jack Nilles

Free Agent Nation  Daniel Pink

The Future of Work- Thomas Malone

Don't let the weasels get you down!

The one and only Steve Farber makes his return visit to the show.

Don’t forget to visit www.crankymiddlemanager.com and sign up for our newsletter and www.greatwebmeetings.com to help your team use web presentations more effectively.

Show Notes

0:00 Welcome to the 187th episode of the show. Today we talk about the part of the job we all appreciated from our managers and seldom get to do for our folks…. mentoring and helping them become “greater than ourselves”. We dedicate this show to an amazing streak, Socrates to Plato to Aristotle to Alexander the Great and then it all comes to a screeching halt.

3:05 The quote of the week is from Edward Bulwer Lytton, godawful novelist but a smart guy. How are you inspiring your team to learn and excel???

4:00 Welcome Steve Farber back to the show. (Hear his first interview here) His new book “Greater Than Yourself” is a good excuse to have him back.  Check out the website to see how fact and fiction blend, but the deal is that coaching is not nearly enough. Can we help people be greater than we are? Why don’t we spend more time on mentoring and coaching? Our job is to help people be better at whatever they do than we are.

8:10 The system is called GTY…. which is not GTD but it’s pretty darned good on its own. The system has three tenets:

• Expand yourself
• Give yourself
• Replicate yourself

10:30 What do we have that others want to surpass? When we tell ourselves that we aren’t worthy, it’s a convenient li