Lynne Oliver

Lynne acts as a strategic advisor on quality and improvement to City & Guilds and the Institute of Leadership and Management, with who she has recently developed a bespoke training course.

Lynne’s role as a strategic advisor extends to the management of a team 30 operational/specialist advisors based around the UK. She also oversees a network of 400 external verifiers and examiners.

 “For a business to employ a remote management structure there has to be internal senior buy in. The head of the organisation must believe remote working structures are viable and actively champion them within the business.

As the manager of my consultancy, I have successfully taken on this role and we have recently undergone a restructuring exercise in order to encourage remote working as much as possible. For me, the business return is self evident. Remote working is cost effective, environmentally friendly and efficient”.

• Always meet your deadlines – This may seem obvious, but If you aren’t co-located with your employees, it is absolutely essential that you send the right message regarding key performance targets. By never missing a deadline, you will set the right precedent.
  
• Pay attention to the detail – Needless to say, if people can’t read your body language, they can easily misinterpret your message. This is especially true of emails; always think twice before sending messages in a hurry.
  
• Encourage trust – You must trust your team and ensure they trust you. Set aside time for coaching and mentoring to ensure you build this depth of relationship.