Quick Guide to Interaction Styles and Working Remotely: Strategies for Leading and Working in Virtual Teams (Paperback)

~ Susan K. Gerke (Author), Linda V. Berens (Author) "The workplace has changed..." (more)
Key Phrases: interaction style pattern, working remotely, developmental feedback, Action Plan, Johari Window, Receiving Feedback They (more...)

Editorial Reviews

Review

"A deeply insightful look at the challenges of working remotely--a powerful practical tool for improving productivity of remote workgroups!" -- Brian Robertson President & CEO, Ternary Software, Inc.

"In a brilliantly simple and straightforward way, the authors give us the secrets of working together remotely." -- Beverly Kaye Founder, CEO, Career Systems International and Author, Up Is Not the Only Way: A Guide to Developing Workforce Talent

"This book will quickly help any business leader more effectively manage people in today's dynamic virtual work environment." -- Randy Mysliviec President, Telecom Solutions Group, Convergys

Product Details

• Paperback: 36 pages
• Publisher: Telos Publications (May 6, 2003)
• ISBN-10: 0971214476
• ISBN-13: 978-0971214477
• Product Dimensions: 11 x 8 x 0.3 inches
• Shipping Weight: 4.8 ounces (View shipping rates and policies)
• Average Customer Review: 4.0 out of 5 stars  See all reviews (1 customer review)
• Amazon.com Sales Rank: #237,577 in Books (See Bestsellers in Books)

Customer Reviews

Most Helpful Customer Reviews

4 of 4 people found the following review helpful:

4.0 out of 5 stars Use this book to help reduce the stress of being a project manager, September 4, 2007

By	Emmy B. Gengler (Fremont, CA) - See all my reviews (REAL NAME)

What can you expect from a short 36 page book called a "Quick guide"? Well
apparently enough to make the book a worthwhile buy for the price.

After reading the book, I believe if any project manager, who is managing a virtual team picks up this work book; they will be introduced to a number of small changes that they can put in place for dealing with their remote team, and these changes can make a world of difference. If today's style is to make continuous improvements, this book gives enough suggestions and ideas that can help just about any project manager put in place their own quick changes. The layout and format of the book goes a long way in making that happen with the numerous bullet point suggestions and lists for many of the topics.

The appendix also contains useful information. Appendix A concentrates on tips for when to use what means of communication. I had seen this in a previous book from 1998, in that book email instructions had also been included at the time, but this newer guide includes more concrete suggestions for breaking out the subject line which will hopefully get the emails answered when you need them to be answered. Again little steps which can make the whole interaction process much easier and less
stressful for the project manager. When I stated in the title of this review, "...help reduce the stress of being a project manager...", just following these steps and getting this type of email process in place can go a long way to reducing the stress of managing a virtual team.

There is one thing that initially bothered me when first going through this book. The Interaction Styles model is another four-quadrant model. Most of us have seen one or more of these types of models for explaining personality types, etc. The Quick Guide is a work book and the interaction styles presented in this book would be further defined in the book, "Understanding Yourself and Others: an Introduction to Interaction Styles". Without having the additional explanation of how the interaction styles model was derived, it seems like it would almost be easier to understand and relate to this new four-quadrant model if it followed a
widely accepted four-quadrant model and if it were presented in relation to that model. For example against the DISC model (behavioral and personality model), I see some similarities but then the styles also seem to be in quandrants that do not match up with the DISC model.