Think about the following questions in relation to past jobs that you loved or hated. They will help you figure out what kind of projects you really want to work on now.

1. Teamwork. Do you prefer to work as part of a team where you can collaborate closely with other people on regular basis? Or are you happiest when people leave you alone and you can just get things done with minimal interaction? If you prefer to work alone and you end up in a job where you have to work very closely with other people, the chances of being happy are slim. Likewise, if you want to work as part of a team, you will likely feel alone, isolated and unhappy on solo projects. Finding a project or job that matches your team style can make a big difference in your job satisfaction.
2. Leadership. Are you happiest when leading a team of people on a project, where you can be in the driver’s seat? Or would you rather stay out of the limelight and work in the background? Just because you want to be in a leadership position doesn’t mean you can jump right into one right away, but you can look for opportunities to lead smaller portions of a project, to prove your leadership capabilities and set yourself up to move into leadership. On the other hand, if you aren’t happy leading, don’t get suckered into taking a lead job, even if it comes with a little more money. If you hate your job, a few extra dollars a month probably won’t make up for it.
3. Innovation. Do you like to come up with ideas that are revolutionary and new? Or do you prefer to take an evolutionary approach to make existing ideas and projects better? If you enjoy the latter, then you should be careful not to get into positions where you are responsible for coming up with groundbreaking ideas. It can also be a good idea to pair up with team members of the other type so that people are coming up with new ideas and others are working to make them better over time.
4. Employment. Do you crave stability and the benefits that come with being a full-time employee? Or are you happiest when you are working as an independent consultant with flexibility and the ability to control your work? There are many advantages and disadvantages of both, so it helps to know what you prefer.
5. Technology. Do you have specific technologies that you can’t live without? Or do you use whatever your employer or client prefers? If you are a diehard Apple  fan, the chances of being happy in a job where you have to use a Windows  laptop and BlackBerry  phone are slim. Some companies run on email while others use more collaborative technologies, so make sure you ask about technology usage if you have any strong preferences.

A few other things that are important to keep in mind:

• Is the project interesting to you?
• Do you get to work with people whom you want to spend time with?
• Do you like working for your manager or client?

Finding a project or job that plays into your preferences can mean the difference between a miserable experience and a happy one. Think about how you really want to work, then work toward a position that matches your preferences and makes you enjoy your work.

How do you stay happy on the job?

Photo courtesy of Flickr user Lars Plougmann.

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This got me thinking about the leadership and teams I’ve worked with remotely. Most of my remote working experience has been in small teams or solo — there has been little of what I think of as traditional leadership.

Of course, the dislocation that exists when you have multiple team members working in different locations has the potential to create disaster if you have a team of people who don’t know each other, or poor leadership. When your team is spread across different locations or timezones, the usual pitfalls — miscommunication being the primary issue — can quickly conspire against us humble team members. And, yes, mayhem can ensue.

There’s No “I” in Team
Most of the times I’ve worked remotely or worked with a remote team member, we’ve comprised a team with other colleagues, but without a defined team leader. In my experience, two key factors saved these situations from becoming directionless wastes of time:

A close team. An established team whose members work well together has usually developed a working dynamic that all the players know. So the players already have “roles” as such — they know when they need to speak up, or take on a responsibility, and how others are likely to perform at particular tasks.

Fostering close team work is a good way to get things done when some or all members of the team are remote. Creating or providing opportunities for free, uninhibited group (not just one-on-one) interaction — teleconferences, group chat, and so on — is crucial.

Proactive collaboration. If you’re working in a team with no clear leadership, being proactive about teamwork, and doing what you can as an individual to support the team, can go a long way to keeping your project on time, on budget and on the rails.

Perhaps you’ll volunteer to minute your daily work-in-progress meetings or send around detailed agendas for each weekly catch up to ensure that everyone’s up to speed and aware of any issues before you meet. Maybe you’ll invite a team member to maintain the project plan. Perhaps you’ll offer to meet regularly with a third party and report back to the group so that everyone’s in the loop about the third party’s activities. Possibly you’ll be the one to recommend solutions that allow team members to contribute easily to jobs like brainstorming, task list management, and so on.

In short, the emergent team culture is what matters in a leaderless team. And as individuals within that team, we can readily affect that culture.

Following a Leader
On the few occasions when I’ve worked remotely with a leader, the situation has been different to the all-in team scenario in two key ways.

Division of labor. When I’ve worked with a leader, even when that person performed team work tasks like the rest of us, they spent a large portion of their time administering the team: managing timelines, writing agendas and scheduling meetings. They also checked in with team members to remind us of deadlines and deliverables, ascertain our progress or solve problems.

I’ve found that the best leaders in a remote scenario are extremely thorough and methodical, and they love documenting (however simply) the decisions that are reached over email, chat, voice calls, text messages — whatever.

Cherishing contact. In some cases, the presence of a leader in a team can actually reduce the frequency or depth of contact between other team members, especially if that leader divides up and farms out the work among the team members. In these situations, regular work-in-progress meetings can become your only get-togethers. Obviously this creates a very different dynamic from that which can evolve in the proactive leaderless team. A good leader will still put in place all those tools and techniques that allow spontaneous collaboration between team members, so that the team doesn’t miss out on the value that this kind of collaboration can deliver.

I hope that the more I work remotely, the more experiences I’ll have with good remote leadership. But I’m interested to hear your thoughts on whether remote teams need designated leaders, what makes for a good remote leader, and how you can support a leaderless team to be as successful as possible.

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