Sustaining Remote Employees: Enhancing the supervisory skills of senior remote area staff

1. Sustaining Remote Employees: Enhancing the supervisory skills of senior remote area staff

2. Sustaining remote employees • Rangers face unique challenges working in isolated areas across the Territory • Ranger stations located on Parks not communities • Access issues • Small numbers of staff

3. Challenges for Supervisors • Work without direct supervision or access to senior management • History of promotion on technical skills • Isolation means blurring of professional / personal lives

4. Challenges for all Staff • Jack-of-all-trades • Only Govt representative • Limited social interaction • Restricted information flow • Limited access to role models, mentors etc

5. Challenges to Parks Division • Technical & operational workforce, don’t tend to focus on the personal; • ‘Beer after work’ approach to tackling problems

6. So what did we do? • Begged OCPE for assistance through RWDS.

7. Structure of the workshop • Day 1 – Team Management Systems • Positives & negatives of living & working remotely, key issues • Day 2 – Myers Briggs Type Indicator • Further development of key issues, solutions, paper to management

8. So how would TMS help? • Because management is all about people & getting people to work well together

9. How would MBTI help? • Self knowledge – supervisory style • Improved communication • Task assignment • ID potential problem areas/gaps

10. Participant’s view before Workshop • Mumbo jumbo / hocus pocus / pop psychology • “I am not going to do any hand-holding team bonding stuff” • “I have heard of this before, but are you sure it will work?”

11. Participants view afterwards • “In the wheel exercise I could not believe how accurate the results showed. I felt it nailed the way I managed to a tee. The exercises also very vividly reflected how other Rangers operated and why there will be clashes (at times) especially in supervisory situation. It really raised my awareness into overcoming certain issues. It also was some relief that there were other Rangers whose management I respect were classified in the same sector.” Wayne Gaskon Chief District Ranger East/Central/Barkly Region

12. Participant’s comments cont .. • “An excellent session. Should be compulsory for all staff - SPR and above. The inclusion of tools such as this into the PWS organisational ‘ toolbox’ would greatly increase our effectiveness and skills associated with Personnel management. However, the training does need to be further supported by adequate HR resources to assist in developing associated skills. • Old dogs can be taught new tricks!” Chris Howard Senior District Ranger Watarrka National Park

13. Participant’s comments cont .. • “The colourful wheel was great because it gave us an appreciation of the differing types of personalities and traits that exist across the spectrum.” Cameron Sharpe Senior District Ranger Keep River National Park

14. Participant’s comments cont .. • “The Profiles initially promote an individual’s understanding of their work preferences. This as a basis enables a supervisor to develop a high-performance team. As a supervisor understands his management preferences and styles they will also develop an understanding of the team member’s preferences. The eight key activities essential for high performance can be developed for the team.” Lincoln Wilson A/Chief District Ranger Gulf Region

16. What did we get out of it? • A common understanding and shared language about work preferences and team dynamics. • Stronger links between disparate staff. • Skills and confidence to influence teams & to manage up, down & sideways more effectively.