Multi-locational work is getting more appealing and has been enabled by cloud computing and numerous collaboration tools. It also has increased the need for re-examining contracts, office rules, processes as well as ways of working. Increased need for Distance learning could be seen as a by-product of multi-locational work. But are we all good for multi-locational work and distance learning?
The side effects of remote work are starting to show. Harvard Business Review reported that more and more employees feel left out and ganged up on when working remotely. I’d say the challenge is not in infrastructure or technology. The challenge is finding individually suitable way to work or study, depending on the subject.
If you hold a position in constantly changing industry, learning and updating your knowledge level should be part your job.
Even if multi-locational work and distance study could be seen as similar, I claim that is not the case. If individual is already working remotely there rarely is any technical issue against distance learning. Issues rise with both internal and external motivation. Motivators are explained as a person or thing that makes someone enthusiastic about doing something.
How can we recognize our motivational drivers?
In my master’s degree thesis Identifying multi-locational work and distance learning capabilities in the team I approach motivators through Keys2Balance method, founded by Carita Nyberg. In Keys2balance method there are 9 motivators. Each motivator has also a positive and negative pole. The positive pole traits show where we are balanced. When individual can’t use strengths or feels unbalanced, they tend to use the negative pole.
The motivators can usually be grouped in three group of three. The top three are the most important because it give you an understanding of your strengths. The mid-group has some relevance since they either support or reduce your top motivators effect.
Often the bottom 2-3 needs are almost overseen as they don’t give any satisfaction. Instead of ignoring the bottom motivators we should be aware of what they mean in our behavior. One of the most common errors people make is to assume that everyone else has the same top motivators as they have themselves.
Based on my thesis we found following picture of grouped motivators to support the most in succeeding in general in remote environment:
If you’re not familiar with these motivators from the Keys2Balance method, there are few traits that can demonstrate your ability to succeed in remote environment. If you can identify these traits in your behavior it’s often a good start:
- Ability to communicate quickly, directly and on topic.
- You are positive person who is fearlessly first ones to try out new things, for instance new technology
- Ability to organize with goal orientation. People with personal goals who create plans and start working effectively.
- Anti “we’ve always done it like this” person. Permanent beta is a lifelong commitment to continuous personal growth.
Do you already know what style suites best for you?
Interested in learning more about the motivators? I’m happy to help!
