Working Well Remotely

This is an offering for organisations that want to take a step back from their current practices and rhythms of remote working, in order that they can evolve from surviving to thriving while working remotely and/or in a hybrid workplace.  It includes a mixture of workshops, half days, and coaching all designed to be delivered remotely.

Working Well Remotely Offer

Starter Pack:

Includes: One 90minute workshop within any theme Great for annual staff conference/ quarterly managers meetings/one-off skills development

Professional Pack:

Includes: Two 90minute workshops within one theme. Great for diving deep into one theme in particular/skills development in one area

Professional Plus Pack:

Includes: minimum of two themes to maximum all six themes (4-12 90min workshops) plus 3 days of my time for coaching or looking at your systems and processes to embed working well remotely practices.

Great for organisations that feel as though you’ve been surviving remote working and want to move to thriving/ organisations that have tried doing what they did face-to-face but online and it’s not worked as well as hoped/ organisations that find themselves a bit stuck and not sure where the best place is to start to make improvements 

Pick ‘n’ Mix Pack: negotiable A bespoke offer tailored to your organisation’s needs

“Success in a hybrid work environment requires employers to move beyond viewing remote or hybrid environments as a temporary or short-term strategy and to treat it as an opportunity”

George Penn, VP at Gartner

Hybrid-Working Support

Depending on organisation’s size this includes a minimum of 10 days of dedicated support undertake an evaluation of remote working; developing an engagement plan with staff; developing a transition to hybrid-working plan, including key milestones.

Working Well Remotely – Inclusive communications

Communicating well is essential when working remotely and can be hard to do effectively, especially when communicating with people you have never met in ‘real’ life; when you are overwhelmed; when difficult conversations need to take place. This theme explores some of the strategies and tools for developing and practicing inclusive communications when working remotely. 

  • Communication so that people hear you and you can be heard 
  • Exploring different mediums of communication 
  • Techniques for communicating well 
  • Exploring the impact of inefficient communications and overcoming it
  • Strategies for incorporating effective communication into task based work and collaboration 
  • Asynchronous and synchronous communicating
  • Communicating and listening well, when body language is removed

Working Well Remotely – Inclusive Wellbeing

We all experience working from home differently – caring responsibilities to insecure housing; working from a study or working from our bedrooms. Many of us are burnt out from 2020 & 2021 and have low energy levels. This theme explores where responsibility for wellbeing lies and strategies and tools for organisations and individual members of staff. 

  • Need different strategies and support for different situations – explore how to create, implement and maintain various support with staff 
  • Benefits of wellbeing on work/productivity 
  • Examine who is responsible for staff wellbeing – individual or team lead or organisation  
  • Tools, tips, and techniques to determine and implement adequate support 
  • Outcome focused and purpose driven work

Working Well Remotely – Managing to Collaborate

Managing remotely is different and research suggests that hierarchy slows down decision making and can hinder work progress while working remotely. Research indicates that teams that do well when working remotely have managers that have let go of control, make decisions differently, and communicate what the priorities and focuses are to the entire team. 

  • Explore challenges and different dynamics of managing teams remotely 
  • Tools, tips and techniques for managing remotely
  • Explore and determine barriers and solutions for teams to collaborate remotely 
  • Using tools and practices for remote collaboration
  • Trust and outcome focus of work

Working Well Remotely – Facilitating creativity

Taking time to brainstorm ideas, develop services/product offerings, develop solutions can be daunting when working remotely. It can be difficult to get enough time, space, the right environment and collaboration tools to facilitate creative conversations. This theme explores how to create environments and ways of working that fosters creativity while working remotely.

  • Explore challenges and barriers to effective facilitation 
  • Explore collaboration tools and their effectiveness and limitations 
  • Examine the role of communication in achieving creativity 
  • Tools, tips, and techniques for facilitating creative conversations 
  • Plan and implement creative sessions with inclusivity in mind 
  • Using asynchronous and synchronous working effectively 

Working Well Remotely – Inclusive Teams 

Building trust in teams is always important – even more so when working remotely. This theme explores how to build trust and relationships within remote teams, and pays particular attention to onboarding new staff remotely & relationship dynamics that form amongst team members.

  • Explore the challenges and barriers to building trust within teams while working remotely 
  • Explore the power dynamics internal and external to teams and its impact on trust within teams
  • Exploring the relationship of inefficient communications and trust within teams and overcoming it
  • Strategies for incorporating effective communication into task based work and collaboration 
  • Strategies and tools for inducting new staff when working remotely

Working Well Remotely – Making decisions transparent

Understanding when, where, how, why and who is involved in decision making is essential for building trust in teams and organisations. Decision making can be opaque when working remotely and especially for those who join a team while working remotely. This theme explores cultures around decision making and how to communicate decisions effectively. 

  • Explore the impact of transparent vs. opaque decision making in an organisation/team
  • Identify the barriers to making transparent decisions
  • Take a helicopter view of where and when decisions are made – evaluate if these are the right places
  • Explore the link between decisions being made and how they are communicated

Hybrid-Working Support – planning to manage the ‘new’ normal

Transitioning to Hybrid-working will require intense planning and managing, communication, and engagement with staff. As restrictions ease and organisations return to their offices, there will be many challenges; practical – how many can safely be in the office; operational – how will teams manage to be effective if some members never return to the office; and emotional – managing the expectations of the realities of a post-lockdown workplace.



I believe that working well requires us to have coherent parameters, structures, systems and processes, which enable staff to work towards their organisation’s outcomes in a flexible way. It sounds counterintuitive to create structures in order to have flexibility, but in my experience the best collaborative, innovative and flexible work happens when expectations of work are clearly outlined. In my experience, unstructured work and poorly communicated expectations leads to being overwhelmed and burnout. Instead, my approach centres on creating a culture of empowerment.

Drawing on my experience of change management projects and managing distributed multi-cultural teams, I can provide support to organisations to manage this change well and set up structures, systems and processes that support remote and hybrid-working from the beginning.

Get in touch to discuss your unique requirements

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