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21 minutes | 7 days ago
Ep #95: The Remote Intern Experience with Helena Merron
How do you find a good remote work-life balance as an intern while you’re a full-time student? How do you work, study and still find the time for a social life? Today on the show we chat to Helena, a Media Engagement Intern at Wurkr, about work/life/study balance. (N.B. It’s the third conversation we’re having with the Wurkr team. Two weeks ago we spoke to co-founder Tim about his vision for a more sensible, flexible working world. Last week we spoke to Matthew the CXO about how they maintain the human connection within their distributed team.) Helena started working full-time at Wurkr during the summer months, then went part time because she’s completing the last year of her undergrad at Edinburgh; also mostly online! So she’s not only a remote employee, but a remote student, too. We talk about: // What’s it like working for a company that’s always been remote // The ease of working in Wurkr’s virtual office culture where everything is in one place // How she plans her work/ life/ study balance & organises her day to fit everything in // Why doodling creative themes in her monthly planner keeps her on track // The surprise of being able to maintain personal working relationships as their remote team grows And of course more. I hope you enjoy it. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
30 minutes | 14 days ago
Ep #94: The Virtual Office with Matthew Lloyd
How does a virtual office actually work day to day across 3 time zones? How do you choose the right balance of synchronous & asynchronous communication? How do you maintain the one-on-one connection with your team as you grow from 15 to 50 and beyond? Today we talk to Matthew Lloyd, CXO of Wurkr, who shares how they operate day to day using their own digital workspace platform, navigate the balance between synchronous & asynchronous communication, and how their pre-work conversation connects them as a team. PS. Check out last week’s episode with co-founder Tim Lloyd from Wurkr. We talked about his vision for a sensible, flexible working world and how the Wurkr platform was built to help people work together from everywhere. Matthew and I spoke about how their culture & operations have changed as they’ve grown from three to fifteen employees; what they want to hold onto as their distributed team grow; the qualities they look for in new hires; and how their interns still at University adapt to working together remotely from anywhere. And more! I hope you enjoy it. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
28 minutes | 20 days ago
Ep #93: Working Together From Anywhere with Tim Lloyd
How do we evolve into a more sensible, flexible working world that puts human connection & wellbeing at the centre of the workplace? How do we shake up the traditional digital workspace and replicate spontaneous water cooler moments online? How does ‘working together from anywhere’ help to soften the loneliness & isolation of working remotely? Today on the show we chat to Tim Lloyd, who shares how they’re approaching these big questions at Wurkr. Wurkr is a virtual workspace — literally a virtual office platform complete with various rooms including a reception area! — that enables people to work together from anywhere. It’s built — and continues to evolve — around the belief that everyone in a company team should be able to work from wherever works for them, around the desire to shake up the traditional workspace, and around the importance of maintaining the human connection. Tim shares the accidental beginnings of Wurkr, his thoughts on how to make remote working work, the ripple effect of wellbeing, and why work-life integration is the essence of a reasonable remote revolution. I hope you enjoy it. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
25 minutes | a month ago
Ep #92: Remote Social Enterprise with Lorraine Charles
Do you have a burning desire to change the world? Do you want to work for a social organisation or start your own? If yes, yes, or yes, how might you kickstart your organisation remotely? How might you put in place the foundations of a remote social enterprise when you have no funding in place to hire a team? This week on the show we chat to Lorraine Charles, founder of Na’Amal, who shares how she’s doing exactly this. Na’amal is a social enterprise that supports refugees and vulnerable populations to be successful remote workers by providing soft skills training and workshops as well as mentorship and links them to dignified employment, as well as to the global community of remote workers. NB. Watch this space. The website is being re-designed by remote refugees as we speak. Lorraine gets things done with an ad hoc team of mission-minded professionals, all with full-time jobs in other organisations. She leverages the benefits of engaging them remotely across 4 times zones when needed, playing a virtual tag team to get things done. Lorraine talks about the benefits of agility, diversity & the range of experience she’s been able to curate as a result of kickstarting her mission remotely. I hope you enjoy it. Key highlights from this episode Being a remote organisation across time zones empowers the agility to get things done quickly & smoothly, 24-7. I have the agility to do things very quickly… Often, I can go to bed and think, “I haven’t done this task. I need Lena or Candace to do it.” I send her a message to say, “It’s the middle of night for me, can you do this?” So when I wake up, I just log on. And I think, ‘Ah, it’s done.’ So having that range of time zones means the task can get done, whilst I’m sleeping. For me, that’s really, really important. When your mission is remote, then your company should be, too. The mission of the company is to promote remote work for refugees. For me, it seems paradoxical if I had a company that was traditional that promoted this narrative and we didn’t ourselves operate that way. For me there was no other choice but to do it this way. My co-founder is in Paris; I live in the UAE; we’re registered in the UK. So for us, there was never any other option, but to do it this way. The Covid-19 pandemic has provided proof of concept for remote work for many companies. COVID has proved our concept for us. Before COVID it was so difficult to get companies to actually conceptualize hiring anyone remotely, or hiring a refugee. But when COVID happened, COVID proved our concept that remote work is possible, is viable, and many people can do it. So that’s one barrier which was completely destroyed, deconstructed because of this global pandemic we’re living through. I do have to thank COVID for changing the narrative of companies, changing the perception of companies, and making them realise that what we’re doing isn’t completely crazy. Passion for the mission drives organisational culture. The passion behind what we do is helping others is supporting the work of vulnerable communities of refugees and vulnerable populations. So I feel our culture is based around this that; we feel good doing this work, but also we’re actually making an impact in the life of someone else. And, it’s only when you hear the stories, that makes us all realize what we’re doing. The main challenge of a bootstrapped social enterprise is funding, which affects the how fast things get done. Our challenge is due to the fact that we’re just bootstrapping at the moment. I guess the challenge is [the team] has lots of other power priorities at different times; getting things done; getting things done as quickly as I perhaps would like it. I’m someone that needs to be a week ahead of schedule. I can’t be like that for this project, because I’m depending on others with the other commitments. For me, that’s I find the biggest challenge. Having a team members with remote experience is really appreciated. 50% of my team worked remotely before COVID. With us being familiar with this and not forced into it, because of COVID, we were able to sort of, you know, everyone’s pretty laid back, no one gets stressed if something isn’t done when they want it, and exactly how they want it. And I feel that’s really important that we all sort of, you know, we all sort of understand that. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
28 minutes | a month ago
Ep #91: The Right Remote Systems with Natasha Vorompiova
How do systems enhance team communication, the effectiveness of your onboarding process, and ensure smooth day to day operations? And how does company culture determine how you use systems as a remote team? Today on the show we talk to Natasha Vorompiova, founder of Systemsrock, a company that optimises measurement marketing systems so that companies have surgical precision over their marketing. She’s passionate about bringing greater predictability to her customer’s marketing efforts by helping them make more informed marketing decisions. You could also describe her as an online business veteran having started her company in 2011, growing to a remote team of 7 distributed across 4 time zones before she made the decision to re-imagine her business model & positioning. Now she’s in the fortunate position of rebuilding her remote team from scratch, with a ton of learnings and insight into what to carry forward and what to do differently. In fact she knows exactly what her first 3 hires will be, that’s what a clear vision she has. I loved this episode, & my guests continue to surprise me with their answers & insights. She’s passionate about onboarding into the company systems & culture, about high quality reference material — aka documentation — about showing appreciation for her team & their families, and has learned that hiring is so much more than a process, but in fact a skill that she is mastering. I think it’s particularly interesting how much thought she brings to training her team on the systems & tools they use. She doesn’t have a business called Systems Rock for nothing. I hope you enjoy it. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
28 minutes | a month ago
Ep #90: Remote-First Work Style with Pete Roberts
How does tech infrastructure determine the ease of your remote work experience? How does the right infrastructure & toolkit get you into the right mindset? What influence does workspace ergonomics have on your productivity & wellbeing? This week on the show we talk to Pete Roberts, part of the PRgloo team, who shares how having the right technology infrastructure & workspace ergonomics makes remote working so much easier. If you haven’t yet listened to Ep 89 where we interviewed Samantha Deeks, co-founder of PRgloo, you may want to head over there first and come back. Pete transitioned into remote work via a hybrid role that enabled him to work remotely part of the time. But it wasn’t until his first 100% remote role that he realised the huge difference it makes to have the technology infrastructure & digital toolkit to really support an office-free work style, one where you open the laptop at home and you’re immediately connected to the company server, so you can dive into your deliverables ASAP — even if you’re not connected to the internet! Pete is a family man with 3 kids under 8*, so he talks about finding & evolving work-family balance as a remote worker, how working remotely has enabled the deep focus he needs as a software developer, his spontaneous approach to health & wellbeing, and the importance of ergonomics and making yourself as comfortable as possible, wherever you work. I hope you enjoy it. Key highlights from this episode include: A remote-first work culture is defined by the tech infrastructure & toolkit that makes remote working really easy. The previous roles I’d done which had some elements to remote working in them… they weren’t really set up in the same way from a tech perspective. There was an opportunity to work remotely, but it was a case of bringing home a laptop or using a home PC and then remote ‘desktopping’ to my worktop in the office, which isn’t the ideal setup especially when you’re a software developer,… that can be a challenge. The role I’m in now is set up 100% for remote working. We’ve got cloud based servers, Office 365, everything is done in such a way that remote working is really easy. It’s been a Godsend having the tech infrastructure that makes it easy to work from home. Having the right tech infrastructure & tools in places help you get into the right mindset. If you’ve got things stopping you from connecting to your workspace… you’ve got a barrier there automatically. If your internet connection drops, you immediately can’t get online. [However], if you have the infrastructure in place where you can switch your laptop on and everything is there already, whether you’re connected or not with broadband, it’s so much easier because you’re not as tied or tethered to your office. Remote relationships developed face to face are integral to team productivity and wellbeing. One thing that helps in my role is I’ve worked with a lot of the team previously in a physical location in 2012,.. that has been invaluable. A challenge I’ve had working remotely with people I don’t know is it’s always easier to put a personality to someone if you’ve physically met with someone in the real world. We’ve had meetups with the development team and company, which have been invaluable from a productivity & wellbeing point of view. Creating time for yourself is invaluable. Have awareness to set sometime aside for your health and family. You do need to think about your health and wellbeing. Ergonomics is critical to your productivity & wellbeing as a remote worker. “The single most important thing for my productivity and wellbeing when working remotely is… I have a 6-stand desk, I have a chair I picked out that I find comfortable, I have all the kit I need to make my work environment as comfortable for me as I can get it.” *Corrected from the episode into where I say ‘3 children under 5’. === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
29 minutes | 2 months ago
Ep #89: Officially Office-Free with Samantha Deeks
How do you build a team of self-starters for your startup? How do you consciously cultivate loyalty and build trust without an office? How does enabling your team to live where they want to live help you grow your business? Today we talk to Samantha Deeks, the founder of PRgloo, a software that enables PR teams within large organisations to easily manage their PR campaigns & strategies. Their clients include Asda, Tesco, Nationwide, Siemens, & the Scottish and Welsh governments. So, no small fry. But this mighty software is powered by a team of 17 people distributed all over the UK & Copenhagen enjoying the ability to live where they want to live and not where they have to work, a concept that Samantha has built her remote company culture around. Well, that’s half of it. Samantha’s leadership style is guided by her emotional intelligence, which is the ability to identify and manage one’s own emotions, as well as the emotions of others. Her mantra is ‘we’re in this together’ and she shares how showing her vulnerabilities and encouraging her team is a non-negotiable. A strategy which has been worth it’s weight in gold during the pandemic. I hope you enjoy it. Key highlights from this episode include: Building a remote team can make financial sense as a startup, but it also means you can attract the best people and give them a work-life balance, which means loyalty, too. “After the initial kind of frantic startup stage, and then when we became more of an established business, it became sort of really apparent that this kind of purely remote working working from home environment was quite an was actually quite unique. So I ended up having access to a pool of fantastic people that I wouldn’t have had access to otherwise. So, you know, people started sort of saying, a, they just couldn’t get this flexibility with, with London organizations, London based companies. So one, we had access to a great pool of people to we had fantastic loyalty, because we were able to give people proper work life balance, so you can take your kids to school, and you can pick them up. If you’ve got elderly parents, you’ve got time to spend with them. We also provided people flexibility to say if they didn’t want to do the full working week, they could work for days.” People who are attracted to remote work and thrive working remotely tend to be self starters. “… we tend to find the people that thrive in a work from home environment are people who are kind of self starters anyway, they’re the sort of people that sort of see themselves kind of as their own boss as their own sort of CEO.” Not everyone is suited to remote work, but it becomes apparent quickly & can be dealt with amicably. It’s a learning curve for the company as well as the individual to hire for/ thrive in this kind of role. “… there were people that joined that found they couldn’t get on with the remote working, and they couldn’t get on, they needed, potentially, for more of a traditional work, you know, office environment… it’s been a learning process for us as people hiring specifically for this kind of role as well.” Showing your vulnerabilities as a leader & encouraging others to do the same helps create a culture of ‘fail fast, learn faster’. “… if you create a culture where people are happy to share the fact that they’ve messed something up, and you support them, and you say, “Well, you know, we’ve, you know, I’ve done worse than that,” or, “We’ve learned from this, and now we can move on.” And I think it’s also the case that you need to be able to show that you’re vulnerable and and have a culture whereby people can ask for time, they can ask for support, they can just, you know, chat and maybe end up having a laugh about it or whatever.” Communication can be a challenge for remote teams because you can become ‘siloed’. Meeting face to face regularly helps because it helps to build trust. “When you work remotely, you can get quite siloed. And that that’s I think one of the biggest challenges. There isn’t though there aren’t those sort of chance meetings over making a cup of tea in the kitchen where you find out little bits and pieces. And even though we’re a small team, we did we have found that we’ve had to properly stick to things processes, so that those kind of like miscommunications and silos don’t build up and up… sometimes when you’re communicating digitally, people don’t get your tone. And, and your tone can come across as really abrasive, when actually you meant it to be funny. So I say that has been a really key challenge for us… [you do] have to include some kind of face to face at some point during the years to build up that kind of sense of trust. “ === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
30 minutes | 2 months ago
Ep #88: Social Savvy At 61 with Benné Rockett
How do you mastermind a career transition & enter the remote work style at the same time? How do you enter the remote workforce as an older worker? How do you make sure the company is addressing the most important social issues that affect you? This week on the show we chat to Benné Rockett whose name alone indicates the fire starter she is. Benne is a remote social media marketer in her 60s, 61 to be precise, who began this stage of her career only a decade ago, putting to bed the myth that you can ever be too old to start something new. When kickstarting a new career she focused on her transitional skills. Life as an artist was first paired with training as a mental health professional. And she knew that Digital Marketing, from content creation to growth hacking required many of the same skills shared in both of these professions – namely reconfiguring paradigms, listening deeply, and pivoting quickly. Trained to let imagination flow as an artist, and trained to be in the moment as a therapist makes her particularly effective as a marketer, where you have to have creative & agile responses to a unique situations & real time opportunities. Plus she brings along with her a big, fat, sexy brain. Benné is about to launch her own company with 2 co-founders to engage and encourage support between women-owned businesses in the social media space. They are building an algorithm that matches women in business based on personality, values, demographics, and personal/professional goals! You can find out more at www.rockett-launcher.com. Enjoy the episode. Key highlights from this episode include: Make sure at interview stage you ask the right questions about the important things that concern you personally & professionally, especially when it comes to diversity & day to day operations. “…what ended up not being the right thing, were all the questions that I wish I had asked during the interview process is, how are your values? Aligned throughout your processes with your employees? For example: Do you have a career path? Do you have mentoring? What’s the procedure for any number of problems that can come up? Is HR on the employee side? Or on the business side? How do you feel about an older workforce? When I started, I was 51. So I really should have asked those types of questions: Are you going to continue to promote younger people? Or will you value what a more experienced, professionally experienced and life experienced person has to offer to the company.” Some companies are still struggling to answer questions about diversity & inclusion, so it’s our job to make sure we ask them ’til they get their answers straight & walk the talk on their websites. “… I can tell you that the three companies that I had multiple rounds of interviews with (three [interviews for each], were absolutely shocked by my questions. You know, lots of stammering about. [But I said], okay, well, really tell me about how you’re doing diversity and inclusion. I’m looking at your website, everybody’s 20. Everybody’s white, the majority of them are white males. So how are you really taking care of that and addressing that issue?” One of the most important skills as a remote worker is learning to ask the right questions, and being a better listener. “… And part of that [finding a remote job] strategy is taking more time to find out about the culture of the employer, because it is very unique. The particular company that I worked for was one 100%, everyone was remote. And there have to be different kind of measures put in place than when you walk into an office. You can’t gauge an atmosphere, a culture atmosphere. In the same way, there’s no water cooler chat, there’s no lunchroom break. There’s no let’s go to a restaurant in the neighborhood. Um, no face to face meetings. Yet, certainly you continue to have, you know, hangouts and zoom and that type of meeting, but you missed out on a lot of the visual cues. So it means you have to be a better listener. And you have to become better at asking questions.” Transparency in remote companies isn’t a given. Even when it’s part of the company values it still has to be consciously created & fiercely protected. “… companies use transparency, the word itself as a way to actually hide what they’re doing. They’ll say they’re being transparent. But I’ve watched that, particularly with managers, that they really are not practicing the values of the company. And in some ways that can happen with side conversations side calls, outside of the system. So that the [rest of the] corporation doesn’t actually know what they’re doing. And that that’s a big clue in that the remote system they’re using is, is having a breakdown.” Having a blended remote portfolio of freelance or part-time roles can sometimes be the turning point for starting your own business, if that’s your inclination. “I was picking up remote contracts with smaller businesses throughout the United States and one in Mexico. And now I actually have to in Mexico so I was taking all the skills that I had learned in this position and applying them to these other companies. And then I realized, I’ve just started a remote business.” If you’re feeling too old or too whatever to apply for a role, re-imagine how your skill set will help a company achieve their goals. And find out what tools they’re using, and learn them. “I think one of the best things you can do is if you reimagine your skill set, and how that could help a company advance, you know, increase sales, whatever it is reimagine yourself doing the remote lead. And then go and look at their websites, study them, looking at jobs, you know, job descriptions from all kinds of companies that are related to what you think you want to do, then you can prepare yourself ahead of time. I did that with one of mine. They were really big on using sprout. And so I did a little bit of research played around with the tool before I applied and I really, I really believe that that helped me advance through the interview process. And now I have a new skill set.” === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
25 minutes | 2 months ago
Ep #87: Minding The Guilt Curve with Gary Walker
Why do people tend to overwork when they first start working remotely? Why do you feel suddenly guilty when you get to manage your own time? How does remote work help you progress in your career? Why is being mindfully ‘present’ such an important skill? Today on the show we talk to Gary Walker, an independent consultant and part of the Distribute Consulting team, whose COO we spoke to on last week’s episode. COO Sunny Ziemer shared a lot about their remote company culture, and it’s interesting to talk to Gary who works with them in a consultative capacity. Gary has a really interesting role within the team, consulting on digital infrastructure, toolkits and product creation. In his external facing capacity he works with Distributes client’s, having the bigger conversations around technology & a company’s digital toolkit, looking at which tools they in invest in and how they use them to support their company infrastructure, as well as how they can be used support the company culture and team wellbeing. He’s particularly passionate about how a company’s digital toolkit can be used for the greater good. His internal facing focus is about creating proprietary products and prototypes to bring to market, things like a calculator that helps a company identify the degree of work flexibility possible their team, or tool recommendations that can support their infrastructure. So, he has his fingers in a lot of different pies; his role is multifaceted… and fascinating. What really stands out is his commitment to his personal wellbeing and that of others, a journey that has taken 14 years, with lessons learned the hard way, which I can totally relate to. And he also raised a brilliant concept called the Guilt Curve which I’d never heard expressed that way, so listen out for that. You can find out more about Gary over at 22 North and grab a copy of the book and access other resources at Ready For Remote. Highlights from this episode include: If you’ve found yourself suddenly ‘working from home’ and struggling to adjust, that’s completely expected. “You’re at home and you’re trying to to work during a crisis, the the mindset, the kind of social dynamic is completely different. And therefore, if you’ve never worked for a sustained period out of an office before, you’re going to find it super challenging… because I think the biggest risk is always isolation and loneliness. And if you don’t know, the social aspect of remote working is more deliberate, but certainly not diminished. Right now, everything’s diminished.” It might be the case that you’re overworking to prove yourself & create job stability “… generally when you substitute a commute, when you’re working remotely, people will do things maybe meditation, maybe go for a walk, or whatever, whether they choose to do, I think right now the economic climate and that anxiety people are feeling I think some people are substituting commute to overwork and almost prove themselves, and almost create that job stability.” With most companies likely to return to a hybrid model, now’s the time for leadership to start asking the right questions. “Whereas when you open up hybrid, you’ve got people that will go back to their tendencies, and if you don’t have that remote-first mindset, you can start to really start to fracture that culture and that connected culture. So that’s definitely something that just trying to support people on will give them guidance on what kind of things they can consider, like: What does remote force really mean? And how do you move to a more asynchronous way of working? How can you be more considerate of multiple time zones and people’s time and almost moving away from that ‘always readily available’ [culture]?“ Remote work, when supported by leadership & infrastructure, helps you progress in your career “…you’re measured on outcomes. And I think that’s a good thing because it encourages you to focus on something to completion as well. So [if] you’re doing it in the right way, and you’re supported in the right way, and you get the right alignment and autonomy, then you’re not trying to walk on nine different things at once and never deliver any of them, you get to focus on specific things and produce output. I think putting work out there, delivering on it, being measured on it, is powerful, in terms of progression, as well.” ‘Presence’ is a rare but critical skill to ‘give it your all’ especially in remote work “I think ‘presence’ is probably the most under acknowledged [skill], like I see it in a lot of organizations where people multitask and have meetings and go to devices… I’ve seen people email other people in the meeting during a meeting, and that’s one thing that’s really important from a remote perspective as making sure if you are having a synchronous meeting that you’re really present, and you’re giving it your all. So that’s why I touch upon well being as much as possible.” === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
29 minutes | 2 months ago
Ep #85: The Future Is Fluid With Jean-Pierre Levieux
What if the future isn’t remote? What if it’s a hybrid, remote-first, flexible working operating model that encourages trust, clarity of purpose, free reign and a 4-hr work day? In today’s episode we chat to Jean-Pierre Levieux, founder of Holisteam, about the benefits of thinking of remote as an operating model & mindset rather than a people management model. JP is neither remote nor co-located: he works really fluidly with his clients in a way that transcends either a co-located or remote culture. His ‘working model’ adapts to the client, what’s enjoyable, what’s efficient — basically what makes the most sense to create the agreed outcomes and outputs, or as he puts it, the deliverables. Holisteam is in the business of positive transformation management company: they are a team of experts with a diverse skill set that focus on what has a positive impact inside companies to the benefit of employees, customers, stakeholders and the planet. I hope you enjoy it. Highlights from this episode include: Designing your work style is about knowing what you need personally, and how you want to work professionally “What I felt was that being in a position where I can have freedom to move, I can manage my agenda, and I can work as a team, with a team, which is not necessarily in front of me, but where I could collaborate with the actual the best people in a specific discipline or for a specific moment in a project.” Remote is a mindset that helps you create the perfect conditions to achieve your goal “It’s not really a model, it’s really a mindset is how you create condition to be creative, to be very interacting to avoid any constraints that maybe will slow your project or, or get your creativity down.” It’s becoming more important for leadership to listen to individuals & be very precise about their expectations & why “I think we are finding out that in the remote work environment the individual connection with the people is becoming more and more critical, because you can’t control people, so you have to listen to them. You have to inspire them, you have to be very precise on what you expect, which role they will do, what will be the impact. And at the end of the day, what collectively you will be building…. In a remote environment, it has to be more precise.” Working remotely is about maximising efficiency & enjoyability “The beauty of the model is I don’t know have to be somewhere to be working or to be seen somewhere to be considered as working. We are focusing on the deliverable. So technology has nothing to do with it. Is it remote, not remote, that’s not really the question. It’s really about the emotional connection and the pleasure to work together, and the clarity on what we do together. And make sure that we don’t burn people’s personal time with something that we can do ourselves separately. That’s the kind of key things I’m trying to apply to myself.” The remote model thrives on clarity & trust versus control “… in terms of trust, we are used to giving trust if we think the other deserves the trust. But what if we give trust and so people can be trustworthy. They kind of know themselves, to accept this trust and then be focused, be engaged and stuff like that. So I think here, the big bencher that will live in maybe or the big trap they will not want to fall into is to make confusion between clarity and control.” === Subscribe to the podcast on Apple, or anywhere else you listen to podcasts. Follow me on IGTV, @StephTHolland or YouTube for the latest updates. If you haven’t already, please rate and review the podcast on Apple Podcasts!
35 minutes | 2 months ago
Ep #86: The Accidental Remote COO With Sunny Ziemer
How do you find remote companies with a great company culture? How do you know if you’d be a great culture fit? And how does a team build great communication & trust? Today on the show I talk to Sunny Ziemer, the female COO of a female-founded company, Distribute Consulting, who shares the importance of […]
36 minutes | 3 months ago
Ep #84: Work Is Your Playground feat. Namira Abdulgani
Want to know how remote working can become a 24/7 playground for your thinking and imagination? How to create your own creative bubble? How to work on your other passion projects while also working full-time as a remote employee? After last week’s interview with Sondre Rasch I was really curious about Namira, the Creative Design […]
33 minutes | 3 months ago
Ep #83: How To Be Authentic feat. Sondre Rasch
Want to know what not to say in a remote interview? Interested in how to blow your CEO’s mind with your work? Ready for the secret to being a brilliant remote worker? In today’s episode I spoke to the very thoughtful Sondre Rasch, one of the three founders of SafetyWing*, a remote company that offers […]
3 minutes | 3 months ago
Season 4 Trailer – Be A Brilliant Remote Worker
If you’d like to know what it takes to be a brilliant remote worker whilst enjoying more freedom & flexibility in your life and career, you’re in luck. Season 4 is all about thriving in this new remote work reality. The way we work has been catapulted 5-10 years into the future and now working […]
16 minutes | 3 months ago
Ep #82: Find The Right Remote Job For You
Today is Part 5 of the #remotecareerchallenge, designed to help you create a remote work reality that helps you create & sustain the life you REALLY want. Step 5 is about brainstorming your career, job, money, work, business fun. So what do all these things have to do with finding and succeeding in a remote […]
13 minutes | 3 months ago
Ep #81: Romance Your Way To The Right Remote Role
Today is Part 4 of the #remotecareerchallenge, designed to help you create a remote work reality that helps you create & sustain the life you REALLY want. Step 4 is about brainstorming your romantic relationship, romance, sex, family, friendship, and community. And what do all these things have to do with finding and succeeding in […]
13 minutes | 3 months ago
Ep #80: Refining Your Remote Job Search
Today is Part 3 of the #remotecareerchallenge, designed to help you create a remote work reality that helps you create & sustain the life you REALLY want. In today’s episode and worksheet you’re going to brainstorm your vision for you personal development, spirituality, education, passion projects & hobbies. So what do all these things have […]
13 minutes | 3 months ago
Ep #79: How to Design The Perfect Remote Work Style
Today is Part 2 of the #remotecareerchallenge designed to help you create a remote work reality that helps you create & sustain the life you REALLY want. Step 2 is about brainstorming your vision for your home, personal space, shared space, location, and neighbourhood. And what do all these things have to do with finding […]
18 minutes | 3 months ago
Ep #78: Remote Career Kickstart In 5 Steps
Did you know that I’m delivering a 5-day remote career challenge right here on the podcast? Step 1 is about brainstorming your vision for your body, health, the first hour of your day, self care and your time. And what do all these things have to do with finding and succeeding in a remote job? All […]
12 minutes | 6 months ago
Ep #77: 6 Red Flags During The Remote Job Hiring Process
Not ‘any’ remote role is the right role for you. There’s a certain culture and career fit that — if you find it — will enable you to thrive personally and professionally. This is the holy grail for life and lifestyle, and health & wellness too. So on top of all the information we’ve covered […]
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