Vous êtes un coordonnateur de programme chevronné. Comment pouvez-vous guider les membres d’une équipe junior dans une configuration de travail à distance ?

Its always interesting to guide the junior team and the setup being remote it becomes a little tricky as well. However, following can be done in a situation like this. 1) Understand where that fellow colleague come from, how much he/she knows about what is to be done, how it is to be done and most importantly "why" that needs to be done 2) Use the technology to connect better with that junior team 3) Explain the major requirements 4) have trust and faith in them, that they will be able to perform!

Setting expectations does set the pace for what you expect to be done and the quality of delivery to be met! You also want to create a team and coordinate tasks in a way that accommodates the dynamics in terms of strengths and work ethics of your team!

To guide junior team members in a remote work setup, try these steps: Be clear about goals: Make sure everyone knows what needs to be done and when it’s due. Have regular check-ins: Hold short weekly calls to see how things are going and sort out any problems. Keep communication open: Encourage team members to ask questions or raise concerns without hesitation. Provide useful resources: Share any helpful guides or tools they’ll need to get their tasks done. Give timely feedback: Offer feedback that is helpful and supportive, so they can improve as they go.

Según mi experiencia es fundamental transparentar las expectativas con los equipos, ya que esto crea un ambiente de confianza y colaboración. Pienso que es muy importante considerar los aportes de cada miembro porque se fomenta la participación activa y el sentido de pertenencia, y eso enriquece el proceso. También es crucial establecer lineamientos claros que guíen las acciones y decisiones, en coherencia con la visión general de la organización. Así, los esfuerzos individuales contribuyen de manera efectiva al logro de metas comunes, aumentando la eficiencia colectiva. La combinación de claridad en las expectativas y apertura a las ideas del equipo es clave para el éxito y el crecimiento.

Junior team members often look towards oppurtunities wherein they can do productive work and contribute to bringing about changes, even if incremental and in small bouts. This itself can be the motivating factor wherein they can be oriented from time to time about the real situation on the ground and then given the task as to how they think they can bring about a change. They can be made to do some assessments themselves to get a realistic feel of the situation before they decide upon a strategy or a set of strategies / workplan. A balance to be maintained between issuing directives/instructions and encouraging the juniors to take risks with occasional hand holding support. This will give them a sense of responsibility and accomplishment.

Make a duty allocation sheet and give clear Instructions on the 1st day. After 15 days take a report from the teacher and assist them to do better.

In guiding junior team members remotely, I recommend starting with clear onboarding materials to set expectations. Regular check-ins are crucial—schedule one-on-one meetings to discuss progress and provide feedback. Encourage open communication using tools like Slack or Teams and consider virtual team-building activities to foster a sense of belonging. Ensure they have access to all necessary resources and be proactive in offering support. By staying approachable and consistent, you can help them thrive in a remote setup.

Fomentar un espíritu de equipo y conexiones genuinas en las organizaciones es crucial para la salud organizacional. La calidad de las interacciones impacta directamente en el bienestar de los equipos; es crucial dar espacios de distención para compartir, promoviendo un ambiente positivo. Además, ¡¡qué importante es no olvidar que las organizaciones están conformadas por personas!!! Un liderazgo empático fortalece lazos y promueve la cohesión, creando ambientes laborales saludables.

As a program coordinator, this is a crucial factor in retaining your remote staff. I once faced a difficult experience where my manager restricted any initiative, leaving me feeling unmotivated and robotic in my role. The lack of emotional connection due to the remote work setup, combined with excessive micromanagement, only worsened the situation. Unfortunately, I had to leave the job. It's vital to provide new team members with trust and autonomy, and to appreciate their contributions.

Creo que la escucha activa es fundamental; al prestar atención a sus inquietudes y propuestas, los líderes demuestran que valoran las contribuciones del equipo. Es importante reconocer y celebrar la creatividad, permitiendo que cada voz se exprese y brinde soluciones innovadoras. Este enfoque no solo empodera a nuestros equipos, sino que también abre las puertas a la innovación y al aprendizaje continuo.

Muita conversa com prazos definidos para as entregas. Direcionamento é essencial e mandatório. Deixe claro que o time tem a autonomia e, que devem levantar as mãos caso necessitem.