Recommendations for the transition towards a distributed mode of working – a first conclusion.

In addition to our regular online discussions we have collected the different views and recommendations of our experts on how to drive the instant transition towards a distributed mode of working in single interviews that have been published in the “#e20dwd Interview Series” section of our website. In this blog post I have put together some statements of the first six interviews.

All the interviews have been structured the same way – besides an introduction of the experts and their point of view on the importance of specific principles and pillars of the Enterprise 2.0 discussions for today’s situation the core interview focused on the expert’s recommendations on how to support the change and transition towards a distributed and digital mode of working in these times of lock-/shut-down because of the Corana pandemic.

On the individual level: Enter the new world of working in a positive and explorative way

Alexander Kluge: try to be as fearless as possible to explore the possibilities of working

Ana Silva: arrange your individual work in a structured but flexible way

Cèline Schillinger: first try to be gentle with ourself – learn to live 24/7 with working at home – and to have a mix of activities (deep work, socializing, learning)

David Terrar: it’s a matter of finding out and exploring the digital way of working for each of us

Dion Hinchcliffe: people are in a time of stress, in a entire new work situation, and worried about the future – advices need to be simple – therefore “learn to work out loud” to be enabled to use effectivly platforms like an Enterprise Social Network

Harald Schirmer: it doesn’t work to get people into a open mindset, but reduce the “anxiety” to ask

On the team level: Enhance the skillset for networked leadership

Alexander Kluge: rethink work within the team

Ana Silva: team leaders need to become the promoter of disconnectness – so employees can arrange their working times and tasks freely

Cèline Schillinger: in these times of crisis team interactions cannot be only transactional – managers need to switch to the new reality with regards to a different relating to people

David Terrar: it’s time of emerging team leaderships that supports by handing over all tools to get work done and not imposing hierarchy

Dion Hinchcliffe: team managers need to clear and directive, give time to learn, use video conferencing for connecting but not for time-consuming meetings

Harald Schirmer: team manager/leader also need not to be anxious to ask for help on how to lead in digital distributed way; team managers need to be “respectful” for the individual issues with the new situation

On the organisational level: Enforce the trust building and support the learning process

Alexander Kluge: rethink the infrastructure to provide the needed toolset; start enabling the employees to use the new collaboration tools; support the mindset change in leadership – build trust

Ana Silva: org dev should support and promote social engagement of employees to work on the “social glue” of the organisation and society

Céline Schillinger: change is now happening in every team – therefore change is not the role of any department but the task of every manager

David Terrar: understand the lessons that work and not work from the Enterprise 2.0 discussions

Dion Hinchcliffe: orgs need to reassure the workforce and get them productive; org dev needs to enable network leadership to managers (leading distributed teams over the network)

Harald Schirmer: orgs need to install a “guides network” to help and support the learning process

 

We have many more interviews to be summarized shortly – but from these first interviews we can say that the transition towards the new way of working is done in many ways on different maturity levels between and within the organizations. The digital “advanced” teams need to understand the new importance of “digital socializing” in a world of only digital interactions as well as their supporting role for the transition of the rest of the organization. The “digital newcomers” need to understand that the effective mode of working digital and distributed – is not by translate control-and-command-structure in full day video-conferencing sessions.

 

 

 

 


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