Digital High Intensity Training
DHIT®: Successfully leading remote and hybrid teams
Are you leading a remote or hybrid team? Are the challenges of distance and team member isolation as well as the mix of working from the office and from home causing you extra headaches? Are you struggling with sluggish performance? Does it seem like things are taking twice as long as they used to when you had all your team members in one location. Or that you have to repeat yourself three different ways before people “get it”? And that’s after you’ve fought your way through molasses-like silences and non-responsiveness in your team meetings? In remote or hybrid teams, sometimes it just feels like your team members are “physically“ there, somewhere, but mentally absent.
Digital High Intensity Training
DHIT®: Successfully leading remote and hybrid teams
Are you leading a remote or hybrid team? Are the challenges of distance and team member isolation as well as the mix of working from the office and from home causing you extra headaches? Are you struggling with sluggish performance? Does it seem like things are taking twice as long as they used to when you had all your team members in one location. Or that you have to repeat yourself three different ways before people “get it”? And that’s after you’ve fought your way through molasses-like silences and non-responsiveness in your team meetings? In remote or hybrid teams, sometimes it just feels like your team members are “physically“ there, somewhere, but mentally absent.
4 participants
1:1 Mentoring
Intensive feedback
Sustainable Learning Journey
We are facing your personal challenges!
If any of that sounds familiar, we feel with you, and we know how to make things better. In this unique training format, we will develop solutions that are a custom fit for your individual challenges. We will give you the special tools you need to shine as a hybrid team hero. And we’ll reveal the steps you need to take to get your team back on the path of performance.
DHIT® stands for digital high intensity training. This compact format allows us to work very specifically on the special aspects of your individual situation. The restricted number of participants ensures an intense exchange with other team leads experiencing the same issues you are. In addition, it includes coaching sessions in which you will work to develop custom solutions. In this way, you develop a tailored action plan that you can put into practice straight away. As well, you benefit from personal coaching with your qualified trainer for your own personal development.
Your Learning Goals
- Customized solutions for your individual challenges in leading your hybrid team
- Breaking through performance roadblocks in your virtual or hybrid team
- Mastering distance, sense of injustice, isolation and lack of influence as the four challenges of virtual and hybrid teams
- Ability to act in a hybrid world through 1:1 coaching with the trainer
Course description
Leading a hyrid or virtual team means paying special attention to the needs of your individual team members. In an individual coaching call ahead of the workshop, we will identify the stumbling blocks that are getting in the way of your team’s performance. We will analyse how your team is or is not communicating.
In a virtual environment, communications breakdown is one of the first signs of the four evils that afflict virtual teams and lead to sub-par performance.
The first evil is the distance between your team members. It matters little whether it’s 1 or 1000 km. How you bridge the distance is crucial. What rules do we need to establish a good way of working? How do you maintain trust over the divide?
The second evil is isolation. Even with the technical means to overcome distance, team members can still feel alone. This brings a whole different type of stress. That leads to a lack of belonging. Have you made it possible for your team members to identify with the task at hand and with each other? Is there a clear answer to why the work is being done that goes beyond the factual, physical results. Purpose and vision are key for sustaining virtual work.
Perception of injustice is evil number three. Employees in the home office fear that they will be informed less or later than their colleagues in the office. In turn, they believe that they work harder than employees who clean out the dishwasher at home.
The fourth evil is a perceived lack of influence. Not only are your team members somewhere else, they are often belong to more than one team, and they may not even report to you directly. Understanding which levers you can pull to allow your team members to get the job done is crucial.
show lessThe second evil is isolation. Even with the technical means to overcome distance, team members can still feel alone. This brings a whole different type of stress. That leads to a lack of belonging. Have you made it possible for your team members to identify with the task at hand and with each other? Is there a clear answer to why the work is being done that goes beyond the factual, physical results. Purpose and vision are key for sustaining virtual work.
Perception of injustice is evil number three. Employees in the home office fear that they will be informed less or later than their colleagues in the office. In turn, they believe that they work harder than employees who clean out the dishwasher at home.
The fourth evil is a perceived lack of influence. Not only are your team members somewhere else, they are often belong to more than one team, and they may not even report to you directly. Understanding which levers you can pull to allow your team members to get the job done is crucial.
Most important facts about the course
- Overcome distance and isolation
- Rectify a situation where your team members seem to be growing apart
- Increase trust across distance among my team members
- Create the rules you need to get your team and its communication properly set up for remote and hybrid work
- Get people to adopt a more positive attitude towards their work even when they’re working remotely
- Plan your technical infrastructure
- Recognise typical signs of remote stress and what you can do about it
Procedure of Digital High Intensity Training
Learning Journey
- 1,5 h Warm-up-Session
- 2x 3 h highly intensive and interactive live online sessions in small groups with max. 4 participants at intervals of approx. 1 week
- 2 individual 45 min. coaching sessions with your trainer following the live online sessions to support a successful transfer into individual practice
- Self-learning elements between the sessions to further support the learning process (time required approx. 3 hrs. in total)
All dates
08.07.2022
09:00 - 10:30
Live Online Session: Warm-Up
MS Teams
15.07.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
22.07.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
07.11.2022
09:00 - 10:30
Live Online Session: Warm-Up
MS Teams
14.11.2022
09:00 - 12:00
Live Online Session: Module 1
MS Teams
21.11.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
08.07.2022
09:00 - 10:30
Live Online Session: Warm-Up
MS Teams
15.07.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
22.07.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
07.11.2022
09:00 - 10:30
Live Online Session: Warm-Up
MS Teams
14.11.2022
09:00 - 12:00
Live Online Session: Module 1
MS Teams
21.11.2022
09:00 - 12:00
Live Online Session: Module 2
MS Teams
Your Contact Person
Our experts will be pleased to advise you!
Your Contact Person
Our experts will be pleased to advise you!
Leading remote and hybrid teams: questions and answers
The answer to this question starts with choosing the right technology for your team. The choices you make should reflect how your team prefers to work. Look at how your team is keeping in touch and how often. Are the platforms you’ve chosen supporting you or hindering you in your work? It’s not just how you’re using chat, email, video conferences, but also how you do your task planning and where you store your working files and documentation.
First off, establishing trust is key. This is even more true in the remote world because of the different forms of communication. Where does trust come from? In the professional world, trust is strongly related to seeing that somebody knows how to do their job and that they consistently get that job done. So the question we would examine here is : Have you created the conditions that will allow your team members to be successful in their work?
Like so many other challenges in virtual and remote teams, the answer to this challenge would begin with getting things out in to the open with crystal-clear communication. Do you know what has gotten spirits down in the team? Or are you assuming that you know? Is there enough trust that people would tell you? The first step to breaking through in situations like this is to start with open, honest communication. By creating a space for respectful conversation where you are showing genuine interest in the concerns that obviously exist in the team, you make it possible for people to open up about the true issues. We will help you create an effective communications plan that fits your style.
The answer to this question starts with choosing the right technology for your team. The choices you make should reflect how your team prefers to work. Look at how your team is keeping in touch and how often. Are the platforms you’ve chosen supporting you or hindering you in your work? It’s not just how you’re using chat, email, video conferences, but also how you do your task planning and where you store your working files and documentation.
First off, establishing trust is key. This is even more true in the remote world because of the different forms of communication. Where does trust come from? In the professional world, trust is strongly related to seeing that somebody knows how to do their job and that they consistently get that job done. So the question we would examine here is : Have you created the conditions that will allow your team members to be successful in their work?
Like so many other challenges in virtual and remote teams, the answer to this challenge would begin with getting things out in to the open with crystal-clear communication. Do you know what has gotten spirits down in the team? Or are you assuming that you know? Is there enough trust that people would tell you? The first step to breaking through in situations like this is to start with open, honest communication. By creating a space for respectful conversation where you are showing genuine interest in the concerns that obviously exist in the team, you make it possible for people to open up about the true issues. We will help you create an effective communications plan that fits your style.