12.06.18 | Kendrea Williams |

Open space offices, remote workers, and innovative video conference systems are more and more becoming the norm within modern workspaces.

Looking to secure a leadership position? You should first understand that today’s innovative work environments include many non-traditional ways of getting work done.

Minding the Proximity Gap

So how do we quantify an “innovative” workplace? It means learning how to manage teams remotely by developing crucial soft skills that will help you get there. In addition, you must possess the right combination of digital tools and resources. Building a culture of trust, consistency, and responsiveness will minimize the challenges that come with individuals lacking physical proximity to one another.

The Biggest Challenges

I recently completed a four-week online webinar series, courtesy of Chris Daily and the beLithe team, on managing remote teams, using the principles of Work Together Anywhere. We discussed our own experiences regarding challenges we’ve witnessed with leading groups remotely.

I was surprised at the consensus from the group of common challenges:

1. A lack of communication or transparency, which results in a lack of trust
2. A lack of focus as online meetings are being conducted, as participants are sometimes focused on other things
3. A lack of consistency, as some teams use an incredible variety of communicative/task platforms, resulting in team members becoming overwhelmed

Developing a Plan

Do you find that your team has some of the same challenges? Or, even worse, are you currently managing your remote unit with a fireman’s mindset? Meaning: do you only address issues as they arise?

Creating a plan to address and correct fundamental challenges is the first step in bringing consistency and value to remote team culture.

First, gather the team. As a group, discuss the current existing challenges when it comes to working, and or meeting, as a team. Allow the team to decide as a group the time of the meeting. While you are at it, identify what technology platforms they are most familiar and works best for them.

Finally, and most importantly, determine what method of communication works best. Whatever you decide, doing it as a team. By documenting the group’s decision, you and your team can confidently move forward with a document of reference.

This process is instrumental in developing the best remote team culture upfront.

Technologies Worth Noting

Below are some of my favorite tools for effectively working remotely.

Hopefully, some of these platforms can help you and your team work together seamlessly, anywhere.

• Slack is a collaboration hub that connects organizations so you can get things done. Slack can help you cut down on unproductive meetings.
• Trello is a collaboration tool that organizes projects onto boards. It allows you to track the progress of outstanding tasks in one simple platform. It is essentially an online whiteboard with sticky notes that lets you easily visualize the status of your team’s work.
• Zoom is a reliable cloud platform for video and audio conferencing. Zoom provides organizations with a mechanism to host face to face meetings, regardless of their geographical location.

Let’s connect. 
Instagram | Facebook | LinkedIn | Twitter | www.beLithe.com

11.29.18 | Chris Daily |

“The only person you should try to be better than is the person you were yesterday.” – Matty Mullins

In many of my Agile classes, typically the time we’re talking during a retrospective, I boldly proclaim…

“If you get nothing else out of this class, leave with an understanding that you need to improve continuously. If you do this, you will be able to fix the problems you encounter.”

Hello, Scrum.

During the last 10 years, I have certainly tried to improve continuously. It typically wasn’t by choice, but out of necessity. I originally had left an employer due to cost-cutting initiatives and found that I was between the proverbial “rock and a hard spot.” I was leading a large group but had general management skills that were not in demand in Indianapolis. I needed to figure out something, and that’s when I stumbled upon Scrum.

But that was just the start. What was I going to do next? It was apparent to me that achieving a CSM certification was just the start, not the end.

So that’s when I learned that I needed to embrace the idea of being a continuous learner. The will is there: I have about 20 books that I need to get through stacked on my desk.

“Too Busy to Be Better”

As I train and work with Agile teams, I am consistently surprised by how many people are not continuous learners.

As we continue the dialogue during the retrospective, I’ve been witness to a few primary reasons (or excuses, whatever label you desire to use) for not prioritizing continuous improvement.

• The 1st reason is the tried-and-true “I’m too busy.” I’m not going to spend any time on this one because you know it’s a matter of prioritization. Often, we value and rank other things above learning right now. This is reflected in our core values of “not wanting to get too far behind.”
• The 2nd reason I hear – “If it’s part of the job, then the company needs to allow me time to learn.” Unfortunately, the days of employees being taken care of by their employer are over. What’s more – should you leave the company, not having relevant and current skills will make finding your next adventure that much more difficult.

Improvement Fueled By Curiosity

So what is one to do?

Live curiously by becoming a continuous learner.

Get started by spending one hour a week learning something new. The topic doesn’t even need to be related to your job today, nor does it need to be tied to work at all. Pick a time that you can commit to every week. After four weeks, renew your commitment by increasing to two hours a week. Spending two hours a week translates into 2 ½ weeks of robust learning throughout the year.

This can make an incredible difference in your job performance and your life. Think of how 2 1/2 weeks of vacation can completely change your mindset, your perspective, and your drive.

Pick something you’re passionate about and get started. I promise you’ll be more engaged and energized. Repetition creates a habit – this is a habit you want to keep.

Let’s connect. 
Instagram | Facebook | LinkedIn | Twitter | www.beLithe.com

11/16/2018 | Chris Daily |

Ok, I get it. Our company name, beLithe, is confusing.

It seems like I get asked at least twice per day either how to say it or what it means. 

So, let’s take the easy part first. The name, beLithe, is simply a mashup of two words: “be” & “lithe.” 

In case you need a refresher:

Definition of lithe 

1: easily bent or flexed: lithe steel, a lithe vine

2: characterized by easy flexibility and grace

In 2015, Tana and I were trying to figure out what to call our side gig, providing reduced-cost/free Scrum training for college students.

Most of the firms in the Agile space had the term “Agile” in it. Tana came up with the concept that we could be different by using a synonym and then found the term “lithe”.

So, the concept of wanting to “be Agile” became beLithe.

Be flexible. Be lean. Be Agile.

An incredibly fun aspect of our mission is that Agile methodologies can be applied within any industry, by anyone, both personally and professionally. We meet individuals on their journey. Whether someone is curious and wants to discover Agile for the first time, we’ll satiate that curiosity. For teams working on projects that are at risk and need help, we provide actionable guidance to reach a new, more effective, level of Agility.

Back to the name: I’m not a linguist, but when I say the company name, I treat the letter I in “lithe” as a long I. 

As the head of #slinkythink, deciding how we pronounce our business name is one of the many perks of small business ownership.

Pronounce it how you like, but you heard it from me first. Let’s hope this prevents a GIF-esque controversy down the road.

Let’s connect. 
Instagram | Facebook | LinkedIn | Twitter | www.beLithe.com

11.02.18 | Chris Daily | 

Sitting in my hotel room getting ready to travel back to Indy, I began to reflect on the events of the past week. I was in Portland for a second opportunity within two weeks to provide soft skills training that I feel is often overlooked and sorely needed.

In the past, my workshops have been focused mostly on what many would consider process topics – Scrum and Agile. This new workshop intends to focus on recognizing the contributions of emotions, EQ, and behaviors of how individuals react when they find themselves in a difficult conversation. We’re providing fundamental steps for turning a challenging conversation into one with a positive outcome.

Many would consider this kind of curriculum as soft skill training and relegate it to the HR department. I am inclined to disagree. With tight budgets both at work and at home, the development of soft skills often gets lost in a rush to the latest and greatest buzz framework, process, or certification. Which is why on-the-job (OJT) training presents itself as the only potential solution.

The Power of Immediacy

I was lucky. I had the opportunity to facilitate this training with a great client in Indy last week, receiving immediate and genuine feedback. As many of you know, I am a believer in the idea that feedback is a gift to be treasured. Without it, it’s downright impossible to foster true improvement.

The Portland team yesterday provided fantastic feedback. Having a week’s time between workshops allowed me to resolve some of the initial feedback trouble spots and implement suggestions. Additional reactions from Tuesday’s workshop revealed even more opportunities for improvement. The result? Validation that some of the unresolved items from the Indy session still need to be addressed.

I was amazed at the amount of self-teaching that seems to occur in workshops naturally. Since all the training participants work together within the same department at their company, much of the conversation included experiences that they could directly relate to. These shared experiences, while potential rabbit holes, are invaluable instigators of more profound, more thoughtful discussions concerning dialogue, suggestions, and solutions.

A Clear Need and Focus

It’s no secret. I strongly believe the soft skills of our teammates, colleagues, and collaborators have been largely ignored for far too long. It’s an area, perhaps THE area, that is critical to the success of every organization.

For 2019, beLithe’s focus is evident: empowering individuals to lead organizational transformations.

It’s all connected to answering our big question: how can we help folks on their own personal journey?

Thanks,

Chris

Let’s connect. 
Instagram | Facebook | LinkedIn | Twitter | www.beLithe.com