WLP371 Using Frameworks for Connection and Back to Basics
Listener Richard de Villiers reached out to Pilar after hearing the episode on the 3 A’s of Connection. He has plenty to say on the subject of connection in remote teams, and bridging the gap between HR and IT, and shares many different frameworks to share to help other listeners think through change programmes and their own leadership.
Richard loves frameworks. That’s why he reached out to Pilar after episode 367, where she introduced the three A’s of connection in remote teams. (And Mark Kilby has since then added another A…)
Richard has his own framework to add to the methodology for facilitating connection: Mindset, Method, and Means. It aligns with the people, process, and technology framework he used in his previous work with organisations implementing large-scale HR solutions.
The Mindset aspect involves meeting people "where they're at," recognising their current understanding and perspective on remote work and connection. This acknowledges that some individuals may not be comfortable with or proficient in remote work practices and require support in adapting to this new way of working.
Method focuses on adapting collaboration strategies for remote work, including segmenting collaboration, understanding when synchronous and asynchronous communication is most appropriate, and establishing clear processes for remote teamwork.
Finally, Means involves leveraging technology to facilitate connection, recognising that the tools and platforms used for communication and collaboration are integral to how people connect in a remote or hybrid environment.
(Pilar cannot help but pointing out the alignment between Richard's Mindset, Method, and Means framework at the individual level and the concepts of people, process, and technology at the organisational level, and her own framework of across, around, and away from the work at the team level. Intentionality is at the heart of all these levels to foster meaningful connections in remote work environments.
A Behaviour Change Framework
Model, Coach, and Care (MCC) is a framework leaders can use, to cultivate a culture of connection. Leaders need to model desired behaviours, actively demonstrating how to connect with colleagues and leverage technology for effective collaboration. They should coach employees on effective remote work practices, offering guidance and support to help them adapt to this new way of working. Lastly, leaders must demonstrate genuine care for their team members' well-being and connection, ensuring they feel supported and included in a remote or hybrid setting.
Both Pilar and Richard agree that there’s a common misconception among organisations that technology alone can solve the challenges of connection in remote work. Technology is merely an enabler and that human factors, such as mindset, behaviour, and culture, are equally important in fostering meaningful connections. Our host and guest advocate for organisations to provide training and resources to help employees develop the skills and knowledge necessary, which could include training on effective online communication, collaboration best practices, and how to leverage technology effectively to enhance connection rather than simply replicating in-person interactions in a virtual setting.
(By the way, if like Richard you’re wondering what the effect of increasing working from home can have on traffic, check out episode 271 with John O’Duinn “Helping the Environment and Society through Sustainable Remote Work” .)
Richard De Villiers
Bridging IT and HR
Richard often acts as a bridge between HR and IT departments, particularly in the context of implementing HR solutions. He believes that IT professionals should view their technology as an enabler rather than a solution in itself, working collaboratively to develop solutions that address those needs.
IT departments often focus on the technical aspects of a system, while HR professionals possess a deeper understanding of the practical application and user experience. That’s why Richard advocates for a solution-oriented approach that brings these two perspectives together. He encourages IT teams to listen carefully to their HR counterparts, ensuring they fully understand the desired outcomes and challenges faced by HR professionals and end-users.
Using the Reporting features in online platforms is often overlooked as a key part of monitoring the introduction of HR solutions, yet it provides valuable insights and data that can inform decision-making and improve the effectiveness of HR processes. By working collaboratively, HR and IT departments can leverage reporting capabilities to gain a better understanding of employee behavior, identify trends, and measure the impact of HR initiatives.
Using MSTeams as a Work Hub (other platforms are available!)
The hub of collaboration for remote teams is made of the apps they use for communication - training needs to move beyond basic point-and-click instruction to focus on how the platform can enhance collaboration and foster meaningful connections.
At the same time, customisation plays an important role in making Teams work effectively. Richard and Pilar discuss how users should be encouraged to explore and adjust settings to create an environment that supports focused work while maintaining connection. They suggest managing notifications thoughtfully, such as turning off banner notifications during meetings and accessing activity updates at designated times. MSTeams' filtering options allow users to prioritise specific teams and channels, helping them stay connected without becoming overwhelmed.
Richard recommends the "Updates" app as a powerful tool for asynchronous check-ins, allowing team members to share their experiences, challenges, and goals. Of course, it’s important to remember that different teams may benefit from different communication approaches – while some thrive with informal, ongoing chat conversations, others may prefer more structured communication.
While discussing the technological aspects of Teams, Richard introduces Patty Beach’s SHUVA framework (Seen, Heard, Understood, Valued, and Appreciated) as a structure for promoting psychological safety and meaningful connections.
At the end of the day, successful implementation requires balancing technological tools with human-centred approaches. Sometimes the most effective connection strategies are also the simplest – a brief message expressing appreciation for a colleague's work can significantly impact relationship building.
Connect with Richard on LinkedIn. Ask him whether he has anymore frameworks to share!
https://www.linkedin.com/in/richarddevilliers/
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