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Teleworker and Telecommuting
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Corporate Training Materials All of our training products are fully customizable and are perfect for one day and half day workshops. You can easily update or insert your own content to make the training more relevant to participants. Our material is completely customizable and is backed up by a 90 day 100% no questions asked money back guarantee!
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TABLE OF CONTENTS Preface .............................................................................................................................................. 3
What is Courseware? ................................................................................................................................ 3
How Do I Customize My Course? .............................................................................................................. 3
Materials Required ................................................................................................................................... 4
Maximizing Your Training Power .............................................................................................................. 5
Icebreakers ........................................................................................................................................ 6
Icebreaker: Friends Indeed ........................................................................................................................ 7
Training Manual Sample ..................................................................................................................... 8
Sample Module: Additional Challenges .................................................................................................... 9
Instructor Guide Sample ................................................................................................................... 17
Sample Module: Additional Challenges .................................................................................................. 18
Activities ......................................................................................................................................... 27
Quick Reference Sheets .................................................................................................................... 31
Certificate of Completion ................................................................................................................. 33
PowerPoint Sample .......................................................................................................................... 35
Full Course Table of Contents ........................................................................................................... 40
Preface
What is Courseware? Welcome to Corporate Training Materials, a completely new training experience!
Our courseware packages offer you top-quality training materials that are customizable, user-friendly, educational, and fun. We provide your materials, materials for the student, PowerPoint slides, and a take-home reference sheet for the student. You simply need to prepare and train!
Best of all, our courseware packages are created in Microsoft Office and can be opened using any version of Word and PowerPoint. (Most other word processing and presentation programs support these formats, too.) This means that you can customize the content, add your logo, change the color scheme, and easily print and e-mail training materials.
How Do I Customize My Course? Customizing your course is easy. To edit text, just click and type as you would with any document. This is particularly convenient if you want to add customized statistics for your region, special examples for your participants’ industry, or additional information. You can, of course, also use all of your word processor’s other features, including text formatting and editing tools (such as cutting and pasting).
To remove modules, simply select the text and press Delete on your keyboard. Then, navigate to the Table of Contents, right-click, and click Update Field. You may see a dialog box; if so, click “Update entire table” and press OK.
(You will also want to perform this step if you add modules or move them around.)
If you want to change the way text looks, you can format any piece of text any way you want. However, to make it easy, we have used styles so that you can update all the text at once.
If you are using Word 97 to 2003, start by clicking the Format menu followed by Styles and Formatting. In Word 2007 and 2010 under the Home tab, right-click on your chosen style and click Modify. That will then produce the Modify Style options window where you can set your preferred style options.
For example, if we wanted to change our Heading 1 style, used for Module Titles, this is what we would do:
Now, we can change our formatting and it will apply to all the headings in the document.
For more information on making Word work for you, please refer to Word 2007 or 2010 Essentials by Corporate Training Materials.
Materials Required All of our courses use flip chart paper and markers extensively. (If you prefer, you can use a whiteboard or chalkboard instead.)
We recommend that each participant have a copy of the Training Manual, and that you review each module before training to ensure you have any special materials required. Worksheets and handouts are included within a separate activities folder and can be reproduced and used where indicated. If you would like to save paper, these worksheets are easily transferrable to a flip chart paper format, instead of having individual worksheets.
We recommend these additional materials for all workshops:
• Laptop with projector, for PowerPoint slides
• Quick Reference Sheets for students to take home
• Timer or watch (separate from your laptop)
• Masking tape
• Blank paper
Maximizing Your Training Power We have just one more thing for you before you get started. Our company is built for trainers, by trainers, so we thought we would share some of our tips with you, to help you create an engaging, unforgettable experience for your participants.
• Make it customized. By tailoring each course to your participants, you will find that your results will increase a thousand-fold.
o Use examples, case studies, and stories that are relevant to the group.
o Identify whether your participants are strangers or whether they work together. Tailor your approach appropriately.
o Different people learn in different ways, so use different types of activities to balance it all out. (For example, some people learn by reading, while others learn by talking about it, while still others need a hands-on approach. For more information, we suggest Experiential Learning by David Kolb.)
• Make it fun and interactive. Most people do not enjoy sitting and listening to someone else talk for hours at a time. Make use of the tips in this book and your own experience to keep your participants engaged. Mix up the activities to include individual work, small group work, large group discussions, and mini-lectures.
• Make it relevant. Participants are much more receptive to learning if they understand why they are learning it and how they can apply it in their daily lives. Most importantly, they want to know how it will benefit them and make their lives easier. Take every opportunity to tie what you are teaching back to real life.
• Keep an open mind. Many trainers find that they learn something each time they teach a workshop. If you go into a training session with that attitude, you will find that there can be an amazing two-way flow of information between the trainer and trainees. Enjoy it, learn from it, and make the most of it in your workshops.
And now, time for the training!
Icebreakers
Each course is provided with a wide range of interactive Icebreakers. The trainer can utilize an Icebreaker to help facilitate the beginning of the course, as it helps “break the ice” with the participants. If the participants are new to each other, an icebreaker is a great way to introduce everyone to each other. If the participants all know each other it can still help loosen up the room and begin the training session on positive note. Below you will see one of the icebreakers that can be utilized from the Icebreakers folder.
Icebreaker: Friends Indeed
Purpose
Have the participants moving around and help to make introductions to each other.
Materials Required
• Name card for each person • Markers
Preparation
Have participants fill out their name card. Then, ask participants to stand in a circle, shoulder to shoulder. They should place their name card at their feet. Then they can take a step back. You as the facilitator should take the place in the center of the circle.
Activity
Explain that there is one less place than people in the group, as you are in the middle and will be participating. You will call out a statement that applies to you, and anyone to whom that statement applies must find another place in the circle.
Examples:
• Friends who have cats at home • Friends who are wearing blue • Friends who don’t like ice cream
The odd person out must stand in the center and make a statement.
The rules:
• You cannot move immediately to your left or right, or back to your place. • Let’s be adults: no kicking, punching, body-checking, etc.
Play a few rounds until everyone has had a chance to move around.
Training Manual Sample
On the following pages is a sample module from our Training Manual. Each of our courses contains twelve modules with three to five lessons per module. It is in the same format and contains the same material as the Instructor Guide, which is then shown after the Training Manual sample, but does not contain the Lesson Plans box which assists the trainer during facilitation.
The Training Manual can be easily updated, edited, or customized to add your business name and company logo or that of your clients. It provides each participant with a copy of the material where they can follow along with the instructor.
Sample Module: Additional Challenges Many factors such as communication and organization can cause problems on a team of teleworkers, but there are many other things that can cause a challenge in the ‘office environment’. Some of them can be addressed beforehand and can even try to be prevented. Others, however, can occur suddenly and can range in severity. The key is to help employees be prepared for anything and give them the resources they need when they do have a problem.
Template Accept the challenges so that you may feel the exhilaration of victory.
General George Patton
Building Trust and Rapport
Trust is a key component in any relationship, either professional or personal. Teleworkers can have additional problems with trust since they are not always able to be in the group’s company and interact with them on a daily basis; therefore, building this trust may take longer than if that face to face interaction was present. You can begin to feel self-doubt when you are unsure of your abilities and how you appear to the other members. It is important to stay in contact with
everyone and build a rapport individually with them. Keep communication open with them and show that you trust them and their abilities. By showing an interest in them at work and in the office, you build a better relationship with them and help boost their confidence and trust in you.
Tips for building trust:
• Be open and honest with your colleagues
• Don’t be afraid to share opinions and ideas with them
• Offer advice and insight
• Listen to questions and other opinions
Feeling Isolated
An office can feel cozy when employees are able to group together to complete their work or meet with each other on a coffee break. But since teleworker employees can be spread over several miles, the feeling of closeness is usually absent. Employees can begin to feel isolated or distant from the group, causing a decrease in productivity and a greater distress of emotions. While the problem cannot be entirely solved, there are ways of helping everyone felt less isolated or alone and making them feel more part of the team. Check in with your colleagues periodically and give them any updates or changes that have recently happened. Ask them how they are feeling in their work and if they are having
any problems. When possible, arrange a conference call or video group meeting where everyone can come together and talk to one another.
Always in the Office
Teleworkers on a virtual team have the opportunity to work from a home office so they don’t have the usual commute or hassles with getting to and from work every day. Unfortunately, when you work from home, you can often feel like you are always in the office and do not have a place to go on a lunch break or when the work day is finished. The office environment tends to blend with the home environment, causing you to have trouble distinguishing personal time from
work/business time. Try to designate a place at home or nearby where they can go to get away from the office when you take a break or need to get away. Remember that when the work day is done to close the ‘office’ and not to mix personal and business matters, when possible. With dedication and perseverance you can have a healthy balance between work and your personal lives.
Lack of or Less Feedback
One important aspect of any team is to make sure you are receiving timely feedback on your job duties and performance. Feedback helps everyone know how they have excelled while at the same time tells them where the need improvement. With teleworkers, it can be more difficult to deliver this feedback. One of the biggest mistakes a team manager can make is to wait to deliver the employees feedback due to the inconvenience of time or distance. If you don’t
receive the feedback you deserve, you can begin to feel left out, ignored, or just plain isolated. Recognize when and if this happens and reach out to your manager. You may begin to question your own abilities or job performance, which can decrease your confidence and productivity.
Tips for delivering feedback more often:
• Ask your manager to make a schedule when to deliver feedback
• Prepare feedback in advance and have it ready before their scheduled time
• Determine how the feedback should be delivered (by phone, email, etc.)
Case Study
Cheryl is working with her newest teleworker, Deb, and is trying to get her accustomed to working in a different type of office. She knows that teleworkers can often feel alone or isolated since they are not surrounded by their coworkers, so she made an effort to stay in contact with Deb and make sure she had enough opportunities to socialize with the other team. She also made a point to remind Deb to take her breaks away from the office so that she doesn’t have that ‘always in the
office’ feeling and that she can never get away. Over time, Cheryl began to build trust with Deb and she felt as though Deb could come to her if she needed additional help or advice.
Sample Module: Review Questions
1. When employees know they can trust each other, they do what?
a) Act like a team b) Work by themselves c) Carry on as normal d) Go out to eat together
2. What is one way teammates can build trust with one another?
a) Buy lunch for everyone b) Play trust games c) Offer advice and opinions d) Talk online more often
3. Teleworkers can feel isolated from the group because of what?
a) The large group of people b) The separate offices c) Their lack of talent d) The lack of management
4. What is one way a manager can help prevent the feeling of isolation in teleworkers?
a) Email them once in a while b) Fill them in on meetings they may have missed c) Transfer them to a new office d) Include them in more group activities
5. Teleworkers can feel as though they are always in the office because why?
a) They love their job b) They work where they live c) They have to work weekends d) They work on holidays
6. What is one way employees can feel separated from both work and home?
a) Use two different computers b) Sleep in a separate house c) Take breaks and lunches away from the home d) Move the office somewhere else
7. If the manager delivers a lack of feedback, the employee can begin to feel what?
a) Hopeful b) Proud c) Bored d) Unconfident
8. What is one way a manager can ensure timely feedback to the employee?
a) Prepare feedback ahead of time b) Deliver feedback once a year c) Keep the feedback short d) Type it up in an email
9. What was one problem Cheryl was worried about Deb facing as a teleworker?
a) Having too much work b) Feeling bored c) Feeling isolated d) Having trouble with computers
10. What was one tip Cheryl gave Deb in order to help her as a teleworker?
a) Take breaks outside the office b) Work long hours c) Email teammates often d) Buy comfortable furniture
Instructor Guide Sample
On the following pages is a sample module from our Instructor Guide. It provides the instructor with a copy of the material and a Lesson Plans box. Each Instructor Guide and Training Manual mirrors each other in terms of the content. They differ in that the Instructor Guide is customized towards the trainer, and Training Manual is customized for the participant.
The key benefit for the trainer is the Lesson Plan box. It provides a standardized set of tools to assist the instructor train that particular lesson. The Lesson Plan box gives an estimated time to complete the lesson, any materials that are needed for the lesson, recommended activities, and additional points to assist in delivering the lessons such as Stories to Share and Delivery Tips.
Sample Module: Additional Challenges Many factors such as communication and organization can cause problems on a team of teleworkers, but there are many other things that can cause a challenge in the ‘office environment’. Some of them can be addressed beforehand and can even try to be prevented. Others, however, can occur suddenly and can range in severity. The key is to help employees be prepared for anything and give them the resources they need when they do have a problem.
Template Accept the challenges so that you may feel the exhilaration of victory.
General George Patton
Building Trust and Rapport
Trust is a key component in any relationship, either professional or personal. Teleworkers can have additional problems with trust since they are not always able to be in the group’s company and interact with them on a daily basis; therefore, building this trust may take longer than if that face to face interaction was present. You can begin to feel self-doubt when you are unsure of your abilities and how you appear to the other members. It is important to stay in contact with
everyone and build a rapport individually with them. Keep communication open with them and show that you trust them and their abilities. By showing an interest in them at work and in the office, you build a better relationship with them and help boost their confidence and trust in you.
Tips for building trust:
• Be open and honest with your colleagues
• Don’t be afraid to share opinions and ideas with them
• Offer advice and insight
• Listen to questions and other opinions
Estimated Time 10 minutes.
Topic Objective Learn about building trust and rapport with employees
Topic Summary
Building Trust and Rapport
Review the importance of trust with employees and how it can affect a virtual team.
Materials Required 28-Gaining Trust
Planning Checklist None
Recommended Activity Complete the worksheet individually. Share your answers with the rest of the class.
Stories to Share Share any relevant personal stories.
Delivery Tips Encourage everyone to participate.
Review Questions How does a lack of trust affect team members on a virtual team?
Feeling Isolated
An office can feel cozy when employees are able to group together to complete their work or meet with each other on a coffee break. But since teleworker employees can be spread over several miles, the feeling of closeness is usually absent. Employees can begin to feel isolated or distant from the group, causing a decrease in productivity and a greater distress of emotions. While the problem cannot be entirely solved, there are ways of helping everyone felt less isolated or alone and making them feel more part of the team. Check in with your colleagues periodically and give them any updates or changes that have recently happened. Ask them how they are feeling in their work and if they are having
any problems. When possible, arrange a conference call or video group meeting where everyone can come together and talk to one another.
Estimated Time 15 minutes
Topic Objective Discuss what it means to feel isolated.
Topic Summary Feeling Isolated
Review ways employees can feel isolated when working as a teleworker.
Materials Required Flip chart/dry erase board, markers
Planning Checklist None
Recommended Activity
Discuss with the class how teleworkers can sometimes feel isolated. What can cause this feeling? Can it be prevented? If not, what can we do once we feel that way to fix it? Write their answers on the flip chart or dry erase board.
Stories to Share Share any relevant personal stories.
Delivery Tips Encourage everyone to participate.
Review Questions Employees that feel isolated are more likely to do what at work?
Always in the Office
Teleworkers on a virtual team have the opportunity to work from a home office so they don’t have the usual commute or hassles with getting to and from work every day. Unfortunately, when you work from home, you can often feel like you are always in the office and do not have a place to go on a lunch break or when the work day is finished. The office environment tends to blend with the home environment, causing you to have trouble distinguishing personal time from
work/business time. Try to designate a place at home or nearby where they can go to get away from the office when you take a break or need to get away. Remember that when the work day is done to close the ‘office’ and not to mix personal and business matters, when possible. With dedication and perseverance you can have a healthy balance between work and your personal lives.
Estimated Time 10 minutes.
Topic Objective Review why it is important to get out of the office.
Topic Summary
Always in the Office
Discuss various ways to not feel as though you are always in the office and how you can separate yourself from it.
Materials Required 29-Getting Out of the Office
Planning Checklist None
Recommended Activity Complete the handout individually. Share your answers with the rest of the class.
Stories to Share Share any relevant personal stories.
Delivery Tips Encourage everyone to participate.
Review Questions Why is it important to get out of ‘the office’ once in a while?
Lack of or Less Feedback
One important aspect of any team is to make sure you are receiving timely feedback on your job duties and performance. Feedback helps everyone know how they have excelled while at the same time tells them where the need improvement. With teleworkers, it can be more difficult to deliver this feedback. One of the biggest mistakes a team manager can make is to wait to deliver the employees feedback due to the inconvenience of time or distance. If you don’t
receive the feedback you deserve, you can begin to feel left out, ignored, or just plain isolated. Recognize when and if this happens and reach out to your manager. You may begin to question your own abilities or job performance, which can decrease your confidence and productivity.
Tips for delivering feedback more often:
• Ask your manager to make a schedule when to deliver feedback
• Prepare feedback in advance and have it ready before their scheduled time
• Determine how the feedback should be delivered (by phone, email, etc.)
Estimated Time 10 minutes.
Topic Objective Review the importance of feedback
Topic Summary
Lack of or Less Feedback
Discuss the importance of timely feedback and how a decline in feedback and affect the employee.
Materials Required 30-Providing Feedback
Planning Checklist None
Recommended Activity Complete the handout individually. Share your answers with the rest of the class.
Stories to Share Share any relevant personal stories.
Delivery Tips Encourage everyone to participate.
Review Questions Why is feedback important to a teleworker employee?
Case Study
Cheryl is working with her newest teleworker, Deb, and is trying to get her accustomed to working in a different type of office. She knows that teleworkers can often feel alone or isolated since they are not surrounded by their coworkers, so she made an effort to stay in contact with Deb and make sure she had enough opportunities to socialize with the other team. She also made a point to remind Deb to take her breaks away from the office so that she doesn’t have that ‘always in the
office’ feeling and that she can never get away. Over time, Cheryl began to build trust with Deb and she felt as though Deb could come to her if she needed additional help or advice.
Estimated Time 15 minutes
Topic Objective Outline the Additional Challenges case study.
Topic Summary Case Study
Discuss the additional challenges that teleworkers can face.
Materials Required None.
Planning Checklist None.
Recommended Activity Discuss the results of the case study. Do you think Deb will perform better after Cheryl’s support?
Stories to Share Share any relevant personal/professional story.
Delivery Tips Encourage everyone to participate.
Review Questions What extra steps doe Cheryl take to prevent other challenges for Deb?
Sample Module: Review Questions
1. When employees know they can trust each other, they do what?
a) Act like a team b) Work by themselves c) Carry on as normal d) Go out to eat together
When employees know that they can trust the people that they work with, they will begin to work and act like a team. They will feel comfortable with people they can trust and won’t hold back on ideas and opinions.
2. What is one way teammates can build trust with one another?
a) Buy lunch for everyone b) Play trust games c) Offer advice and opinions d) Talk online more often
By offering advice and/or opinions with their teammates, employees will show that they are comfortable sharing their thoughts and information. When they are open, other members will follow suit and begin to open up to other teammates.
3. Teleworkers can feel isolated from the group because of what?
a) The large group of people b) The separate offices c) Their lack of talent d) The lack of management
When teleworkers have to work in separate offices from other group members, they can begin to feel isolated from the group and may not feel like a member of the team.
4. What is one way a manager can help prevent the feeling of isolation in teleworkers?
a) Email them once in a while b) Fill them in on meetings they may have missed c) Transfer them to a new office d) Include them in more group activities
As a manager, you can help teleworkers feel less isolated by including them in more group conversations and activities. This can include group meetings, video calls, or simple mass email letters.
5. Teleworkers can feel as though they are always in the office because why?
a) They love their job b) They work where they live c) They have to work weekends d) They work on holidays
Teleworkers often work from home, which means ‘the office’ is in the same place they call home. Sometimes these lines can run together and the employee can feel as though they are always in the office rather than at their home.
6. What is one way employees can feel separated from both work and home?
a) Use two different computers b) Sleep in a separate house c) Take breaks and lunches away from the home d) Move the office somewhere else
Since teleworkers can feel like their office is blending with home life, it is encouraged that employees take a break or lunch outside of the office and the home if possible to fully separate themselves from the area. If not, simply close off the office and do not return until break is over or until the next day to go to work.
7. If the manager delivers a lack of feedback, the employee can begin to feel what?
a) Hopeful b) Proud c) Bored d) Unconfident
Feedback is a great tool to suggest improvements or give praise. When it is delayed or not delivered at all, employees can begin to feel unsure and unconfident about their performance and productivity.
8. What is one way a manager can ensure timely feedback to the employee?
a) Prepare feedback ahead of time b) Deliver feedback once a year c) Keep the feedback short d) Type it up in an email
When a manager prepares feedback ahead of time, the information is ready to be presented and does not have to be delayed. Managers do not feel as though they will need to take extra time to gather the information. This often works best with scheduled feedback sessions or evaluations.
9. What was one problem Cheryl was worried about Deb facing as a teleworker?
a) Having too much work b) Feeling bored c) Feeling isolated d) Having trouble with computers
Cheryl knew that teleworkers can often feel isolated and lonely, so she took extra time to communicate with Deb and help her in her adjustment.
10. What was one tip Cheryl gave Deb in order to help her as a teleworker?
a) Take breaks outside the office b) Work long hours c) Email teammates often d) Buy comfortable furniture
Cheryl advised Deb to always take her breaks outside of her office area in order to feel like she can separate herself from the office and get away once in a while.
Activities
During the facilitation of a lesson Worksheet or Handout may be utilized to help present the material. If a lesson calls for a Worksheet or Handout it will be listed in the Lesson Plan box under Materials Required. The trainer can then utilize the Activities folder for the corresponding material and then provide it to the participants. They are all on separate Word documents, and are easily edited and customized.
Below you will see the Worksheets or Handouts that are utilized during the training of the above lesson. They are located in the Activities folder and can be easily printed and edited for the participants.
Sample Worksheet: Gaining Trust
On this worksheet, outline different methods you can use to help gain the trust of your employees. Also, make notes of what you can do to better trust your employees in return.
Method #1
_____________________________________________________________________________________
_____________________________________________________________________________________
Method #2
_____________________________________________________________________________________
_____________________________________________________________________________________
Method #3
_____________________________________________________________________________________
_____________________________________________________________________________________
Method #4
_____________________________________________________________________________________
_____________________________________________________________________________________
Sample Worksheet: Getting Out of the Office
On this worksheet, outline different ways you can get out of the office, whether it’s on breaks or at the end of the day. Identify places you can go and how you can separate yourself from work.
Place #1
_____________________________________________________________________________________
_____________________________________________________________________________________
Place #2
_____________________________________________________________________________________
_____________________________________________________________________________________
Place #3
_____________________________________________________________________________________
_____________________________________________________________________________________
Place #4
_____________________________________________________________________________________
_____________________________________________________________________________________
Sample Worksheet: Providing Feedback
Use this handout to outline ways you can provide timely feedback to your employees. Make notes about what kind of feedback could be needed, different methods of delivery, and how frequent it should be.
How can I provide timely feedback to my employees?
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
How should feedback be delivered?
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Quick Reference Sheets
Below is an example of our Quick reference Sheets. They are used to provide the participants with a quick way to reference the material after the course has been completed. They can be customized by the trainer to provide the material deemed the most important. They are a way the participants can look back and reference the material at a later date.
They are also very useful as a take-away from the workshop when branded. When a participant leaves with a Quick Reference Sheet it provides a great way to promote future business.
Self-Management
A manager cannot always be present and cannot always watch over your shoulder. You must be able to monitor your own progress and be able to keep track of your assignments and deadlines. If you do not have basic skills of self-management, then you won’t be able to function in a virtual office.
Common tools for self-management:
• Make a schedule and stick to it
• Keep a calendar of important dates and deadlines
• Check in with team members periodically to stay in the loop
When to Seek Help
As an employee, we often want to take on more work and responsibilities in order to reflect our job capabilities. We want to be able to show that we can handle a large workload and produce great work in whatever we do. But sometimes we have to admit when we need help and let someone assist us. When that happens, it is important to know who to contact and by what method. Determine at what point you need to contact someone and by what method.
• Projects are piling up or becoming too numerous
• Job quality begins to decline
• Even with time management, projects are not being completed
• When you have no knowledge of a current project or assignment
Organizing and Planning
When a teleworker has to work in their own office, you need to be sure that all files and assignments (paper or electronic) are fully organized, which is a form of self-management. Ensuring that the office is always organized can boost productivity and reduce errors made by misplaced files or a forgotten assignment. Planning is also an important part of organization because you need to be able to manage your time and resources – especially since you do not have a manager to supervise you at all times.
• Create a pattern in your day to organize and plan different tasks
• Keep a calendar or planner with important dates and reminders
• Plan ahead and know what assignments or deadlines are approaching
• Set up your email account to remind you periodically of important dates
• Use a filing/storage that can be adapted in case there are any changes or modifications
Teleworker and Telecommuting
www.corporatetrainingmaterials.com © Corporate Training Materials
Certificate of Completion
Every course comes with a Certificate of Completion where the participants can be recognized for completing the course. It provides a record of their attendance and to be recognized for their participation in the workshop.
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PowerPoint Sample
Below you will find the PowerPoint sample. The slides are based on and created from the Training Manual. PowerPoint slides are a great tool to use during the facilitation of the material; they help to focus on the important points of information presented during the training.
Full Course Table of Contents
Preface .............................................................................................................................................. 6
What is Courseware? ................................................................................................................................ 6
How Do I Customize My Course? .............................................................................................................. 6
Materials Required ................................................................................................................................... 8
Maximizing Your Training Power .............................................................................................................. 8
Module One: Getting Started ........................................................................................................... 10
Housekeeping Items................................................................................................................................ 10
The Parking Lot ....................................................................................................................................... 11
Workshop Objectives .............................................................................................................................. 11
Pre-Assignment ....................................................................................................................................... 12
Module Two: Core Skills Required .................................................................................................... 13
Self-Management ................................................................................................................................... 13
Time Management ................................................................................................................................. 14
Organizing and Planning ........................................................................................................................ 15
Communication ....................................................................................................................................... 16
Case Study ............................................................................................................................................... 17
Module Two: Review Questions .............................................................................................................. 19
Module Three: Self-Management (I) ................................................................................................. 22
Solving Problems on Your Own ............................................................................................................... 22
Being and Staying Motivated ................................................................................................................. 23
You Have More Freedom – Don’t Abuse It.............................................................................................. 24
You and Only You are Accountable ......................................................................................................... 25
Case Study ............................................................................................................................................... 26
Module Three: Review Questions ........................................................................................................... 27
Module Four: Self-Management (II) .................................................................................................. 30
Recognize and Remove Bad Habits ........................................................................................................ 30
Reflect on Mistakes and Learn from Them ............................................................................................. 31
Establish Good Habits ............................................................................................................................. 32
Be Assertive with Yourself ....................................................................................................................... 33
Case Study ............................................................................................................................................... 34
Module Four: Review Questions ............................................................................................................. 36
Module Five: Time Management (I) .................................................................................................. 39
Build a Little Flexibility into Your Schedule ............................................................................................. 39
Identify and Remove Time Wasters ........................................................................................................ 40
Working with Time Zones ....................................................................................................................... 41
Using Free Time Wisely ........................................................................................................................... 42
Case Study ............................................................................................................................................... 43
Module Five: Review Questions .............................................................................................................. 44
Module Six: Time Management (II) ................................................................................................... 47
The Urgent/Important Matrix ................................................................................................................ 47
Setting and Sticking to Deadlines ........................................................................................................... 48
The Glass Jar: Rocks, Pebbles, Sand and Water ...................................................................................... 49
Recognize When You Are Procrastinating .............................................................................................. 51
Case Study ............................................................................................................................................... 52
Module Six: Review Questions ................................................................................................................ 53
Module Seven: Organizing and Planning (I) ....................................................................................... 56
Plan for Additional Stress ........................................................................................................................ 56
When to Seek Help .................................................................................................................................. 57
Being Proactive – Not Reactive ............................................................................................................... 58
Establish Priorities and Attainable Goals ................................................................................................ 59
Case Study ............................................................................................................................................... 60
Module Seven: Review Questions ........................................................................................................... 61
Module Eight: Organizing and Planning (II) ....................................................................................... 64
Setting Up Your Home Office .................................................................................................................. 64
Remove Unneeded or Distracting Items ................................................................................................. 65
When Technology Fails ........................................................................................................................... 66
Develop a Normal Working Day ............................................................................................................. 67
Case Study ............................................................................................................................................... 68
Module Eight: Review Questions ............................................................................................................ 70
Module Nine: Communication (I) ...................................................................................................... 73
Stay in the Loop ...................................................................................................................................... 73
Use the Correct Medium ......................................................................................................................... 74
Be Clear and to the Point ........................................................................................................................ 75
Virtual Communication Can Be Impersonal ............................................................................................ 76
Case Study ............................................................................................................................................... 77
Module Nine: Review Questions ............................................................................................................. 78
Module Ten: Communication (II) ...................................................................................................... 81
Open and Frequent Communication ....................................................................................................... 81
Share Your Information .......................................................................................................................... 82
Have a Collaborative Attitude ................................................................................................................ 83
Setting Expectations with Family and Friends ........................................................................................ 84
Case Study ............................................................................................................................................... 85
Module Ten: Review Questions .............................................................................................................. 87
Module Eleven: Additional Challenges .............................................................................................. 90
Building Trust and Rapport ..................................................................................................................... 90
Feeling Isolated ....................................................................................................................................... 91
Always in the Office ................................................................................................................................ 92
Lack of or Less Feedback ......................................................................................................................... 93
Case Study ............................................................................................................................................... 94
Module Eleven: Review Questions .......................................................................................................... 95
Module Twelve: Wrapping Up .......................................................................................................... 98
Words from the Wise .............................................................................................................................. 98
Review of Parking Lot ............................................................................................................................. 98
Lessons Learned ...................................................................................................................................... 99
Completion of Action Plans and Evaluations .......................................................................................... 99
