Leading the Modern Team with Trust - Managing dispersed and remote colleagues


Conventional management methods and structures are being overhauled as innovative organisations are designing new ways of working. Recent CIPD research into trust has demonstrated how important this element is to any workforce contribution and to being an effective organisation. This workshop will therefore focus on trust as the cornerstone of any flexible or remote working arrangement. Trust in this situation is very much a 2-way issue:
  • Trust being placed in the job holder ­– to deliver to an agreed standard of quality and quantity without supervision
  • Trust in the manager – maintaining their duty of care to the job holder; quality assurance and support role, despite being located in different places.

The critical thing with remote / distance working relationships is a regularity of dialogue to replace the normal social, professional and general chat found in a close-proximity relationship.  Emails, telephone calls and Skype/video connections will help with some of this and an Appreciative Inquiry style would be recommended for managers to ensure there is more about checking in than about checking up.  A recent Harvard Business Review study revealed how corrosive checking up on people was versus checking in on their well-being, exchanging ideas /solutions and creating that bond of trust and belief.

Training objectives

By attending this development event managers will:
  • Have a deeper understanding and appreciation of the behavioural differences and adapted systems needed when managing dispersed and remote team members
  • Understand the heightened significance of trust in remote relationships and how to avoid over-bearing check-ups on people or out of sight, out of mind thinking.
  • Be able to put into place new ways of communicating, work allocation and quality assurance of work through that increased trust in the relationship with their teams
  • Understand the importance of prompt; regular and purposeful communication and how to place greater emphasis on this throughout the working week


All line managers where there are members of their team not working from the location as themselves either permanently or as part of a matrix/project set up.


A half-day event which is high on interactivity and discussion; and using scenarios and exercises to embed the learning.

The expert trainer

Perry has worked in a range of leadership and management positions for 20 years and has delivered training courses for over 15 years. Having made the switch to full-time learning and development in 2003, he has since designed and delivered programmes for large numbers of staff in various organisations.

Perry is an energetic and enthusiastic facilitator who has run highly interactive and learner-led workshops. As an agile and creative presenter, Perry can deliver inspirational presentations no matter the length, and is able to deliver a range of training programmes covering a multitude of development topics and at differing levels.

Perry’s learning and development programmes have covered a wide range of topic areas, including: personal development, performance management, coaching, mentoring and facilitation skills, team building, leadership skills, personal effectiveness, change management, talent management, digital and social media learning and business planning.

Course outline

1   Introduction
  • Welcome
  • Aims and objectives
2   A new world order in the workplace
  • Changes in working patterns across the modern business world and why
  • Changes in the client organisation’s way of working
3   The psychology of distance working
  • Case studies of distance or remote working
4   Trust – a deep-rooted human need
  • The impacts of trust
  • How trust is built and maintained
  • How it needs to be enhanced in distance relationships
5   Communicating effectively
  • Appreciative Inquiry – a positive approach to distance communication
  • Managing team meetings
  • Coaching style of questioning
6   Scenario
  • Case studies and practical exercises
7   Conclusion
  • Learning summary
  • Action plans

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