As a coach, I can help your team to clarify these basic questions:
What do you see as your fundamental task and goals?
Who are your most important customers, users, and stakeholders?
What are their main needs?
And then I would continue on the development track with these questions:
In which areas do you see the need for you to develop your practice?
What areas of competence do you want to develop in yourself?
What types of tasks do you have the courage to embark on in the long term?
In the current remote working world, managers and leaders must promote ownership and accountability to help their employees to connect to the organisations mission. Do you have a clear picture about your team members?
- Who are they as a person?
- What skills can be improved?
- How can you help them to thrive?
Leaders who want to maximise self-motivation for each member of their team would have given them a clear definition of their purpose and role in the organisation as they began working from home. And this should be connected to the organisations overall purpose (or why). Purpose may include a desire to make an impact by contributing to something larger than themselves or challenging themselves to grow and learn new skills. Overcoming challenges and acquiring mastery is one of the most satisfying parts of the human experience, regardless of whether it is work related or not. How well do you understand your employees’ current skills, aptitude, and potential?
