managing remote teams

Leaders Assessments

Welcome to our ‘Leaders Assessments design’ feature.

Our other psychometric test design specialities 

Leadership Assessment – Leadership Climate Indicator

PSI’s Leadership Climate Indicator LCI measures leadership climate set by individual leaders, groups of leaders, or both. It provides powerful diagnostic information to inform strategic initiatives such as culture change or other organisational development programmes.

Insights generated through the LCI:

  • Provides leaders with feedback about the climate they create.
  • Enable senior leadership teams to understand how employees feel being led by them.
  • Builds openness and trust.
  • Cultivates a leadership climate that will create a culture of sustainable high performance.
  • Helps organisations increase employee engagement, well-being and productivity.
  • Enables targeted L&D and leadership development strategies.

Leaders Assessment design competencies

  • Agree ways of working. Make sure every team member is clear about how you will work together remotely, how you keep each other updated, and how frequently.
  • Show the big picture but prepare to flex. Remind your team about the big picture and how their work fits into it. Review short-term goals regularly and adjust as needed. If some members can’t carry out all their usual work, consider other skills they can lend to others to meet team goals.
  • Set expectations and trust your team. Be clear about mutual expectations and trust your team to get on without micromanaging. Focus on results rather than activity.
  • Make sure team members have the support and equipment they need. This includes any coaching they might need to use online systems or work remotely. Keep your calendar visible and maintain a virtual open door.

Hold daily virtual huddles 

  • This will keep your team connected.
  • You need to check in on each report’s well-being
  • Whilst, at the same time, your team can check in on each other’s well-being
  • This daily virtual huddle is vital to keep workflow on track.
  • The key point is the regularity.
  • So each daily virtual huddle can be kept as short as possible.

Maintain regular ‘meeting rhythms’

  • This is vital for your regular one-to-ones.
  • But is also key for your team meetings. 
  • And / or project meetings
  • Since additional continuity and structure is provided to each team or project member.

Leaders Assessments design

Share information

  • Also, encourage your team to do the same. 
  • Without physical ‘water-cooler conversations’, opportunities to pick up information in passing are more limited.

Share only appropriate updates

  • Including learnings from other meetings
  • And project updates
  • Also, invite your team to do the same.

Tailor all your feedback / communications. 

  • People can be more sensitive if they’re feeling isolated or anxious, so take this into account when talking or writing.
  • Communicate regularly, not just when things go wrong, whether it is information, praise or criticism.

Leaders Assessments design

Listen closely and read between the lines. 

  • Not being in the same room means you don’t have extra information from body language…
  • Or tone to get the sense of what people are thinking or feeling, particularly in more difficult conversations.
  • Home in on what’s not being said and ask questions to clarify your interpretation.

Help foster relationships and well-being. 

  • Make time for social conversations.
  • This increases rapport and eases communication between people who may not meet often.
  • It also reduces feelings of isolation.

Leaders Assessments design

The MosAIc Partnership hybrid working research

Effective hybrid teamworking , plus wfh personas / remote workers’ personality differences.

Leading Remote Teams Training with The MosAIc Partnership

Firstly, our recently developed hybrid work model and 

Secondly, our digital leadership assessment.

Leaders Assessments design