- Assigning students to teams:
- Self and peer evaluations and rating team processes:
CATME Peer Evaluation
- Training students to rate teamwork:
CATME Rater Calibration
- Training students to work in teams:
CATME Teamwork Training
- Making meetings more effective:
CATME Meeting Support
CATME | Smarter Teamwork Tools - 0 views
- Gather information from students and provide feedback to students.
- Understand their student teams’ processes, team-members’ contributions, and students’ perspectives on their team experience.
- Be aware of problems that are occurring on their students’ teams
- Hold students accountable for contributing to their teams.
- Use best practices when managing student team experiences.
shared by Nigel Coutts on 24 Jul 16 - No Cached
shared by Amy Burns on 13 Jan 15 - No Cached
The Art of Virtual Leadership - 4 Keys to Leading Remote Workers and Managing Virtual T... - 19 views
shared by Louise Lewis on 18 May 13 - No Cached
Many organizations believe that one of the biggest challenges they face when implementing a virtual office is managing mobile or remote workers. It is unfortunate that they let this perception stop them from reaping the many benefits of a more flexible workplace.
Remote management is not radically different from managing people on-site. The biggest difference is a shift in management style from "eyeball management" (assuming workers are being productive because you physically see them at their desks working) to managing by results.
By learning to mange by results rather than activity, improving communication, and nurturing trust between managers and employees the whole organization benefits. In fact, virtual team managers have reported that their overall management skills increased for both on and off-site workers.
MANAGING BY RESULTS, NOT ACTIVITY One of the most common fears that managers and executives have when considering virtual teams is, "How do I know my employees will be working if I'm not there to watch them?" Well the simple answer is that you won't, not every minute. But realistically, you can't be sure they are really working every minute you see them in the office either; it is easy to confuse activity with productivity.
A manager's job is to provide specific, measurable, and attainable goals for the remote employee so that he or she knows what must be done and when. These can include reports completed, number of calls made, and number of support issues resolved - or any other appropriate measure of job productivity.It is important that the employee and manager arrive upon a shared definition of the deliverables and timetable together. This ensures that everyone is on the "same page" and prevents miscommunication. It also ensures that the goals and expectations are realistic.
A manager's value to an organization is as more of a coach and mentor, not an overseer. This move away from "eyeball management," and the resulting clearer definition of employee job responsibilities, is one of the major contributing factors to the improved productivity normally experienced with virtual teams.
Shifting your focus to performance based management will help you build a more productive mobile workforce.
1 - 13 of 13
Showing 20▼ items per page