Empower Your Clients with Expert Tips for Leading Virtual Teams
Posted by Sue - Admin on May. 6, 2024 / Subscribe 0
by Jeremy Kestler
Many leaders are struggling to lead virtual and hybrid teams. CEOs have announced broad brush return-to-office mandates establishing a set minimum number of days per week in office. Managers have been left on their own to determine the proper balance in-office and virtual working time for themselves and their teams. Because this way of working was rare prior to the pandemic, most people are merely feeling their way through and making mistakes. To be successful as a leader in this environment you must embrace it as a new way of working rather than view it as a temporary necessity based on unique emergency circumstances.
As someone who spent many years prior to the pandemic leading and working in virtual and hybrid teams, I pass along the insights below based on my experience. To be an effective leader of a virtual or hybrid work team you must demonstrate the same skills and sensibilities as a leader of an in-person team. You just have to do them better!
Treat people like grown-ups. Trust is paramount. Micromanagement and excessive monitoring breed negativity. Trust your team and address performance issues as they arise rather than over-managing everyone.
Don’t fixate on whether people are online. Establish response time norms tailored to your team. Acknowledge offline hours and obey local laws. Allow for flexibility in work hours to accommodate diverse preferences.
Build team cohesion through small group meetings. Facilitate personal connections through virtual team-building activities and one-on-one interactions.
Create a "benefit of the doubt" culture. Assume positive intent in conflicts, fostering curiosity over judgment and defending teammates before rushing to conclusions.
Address unresponsiveness privately. Handle unresponsiveness discreetly, considering various factors like priorities, language barriers, or personal circumstances before assuming fault or negligence.
Be strategic about communication. Adopt a nuanced communication approach beyond just using email. Consider your message and your goals, and pick the most appropriate channel for effective communication. One underutilized method that is very effective as an alternative to email for virtual teams is a pre-recorded audio or video message.
Be careful with social media and internal forums. Embracing new tools and having the right IT infrastructure is critical to success. However, avoid over-reliance on digital platforms, as misunderstandings and unnecessary distractions can hinder productivity.
Establish a tiered communication model. Clarify communication channels for different message types and respect employees' time. Many workers have five or more inboxes and even highly conscientious people can miss one from time to time.
Minimize interruptions. Prevent frequent interruptions by prioritizing tasks and respecting colleagues' focus time. Use instant messaging sparingly and discreetly. Always ask if it’s a good time.
Solicit ongoing feedback about communication preferences. Regularly seek input on communication methods to accommodate individual preferences. Consider accessibility needs and seek to understand the unique challenges of disabilities.
Hold regular check-ins, and do not cancel them. Prioritize consistent one-on-one meetings, respecting team members' time and fostering trust through reliable communication.
Be respectful of people’s time. Avoid unnecessary meetings and respect scheduled time by canceling or ending meetings early when objectives are achieved.
Share the burden and inconvenience of time differences. Consider time zone disparities when scheduling meetings, encouraging collaboration and transparency to accommodate all members of global teams.
Leading virtual and hybrid teams requires proactive measures centered on trust, effective communication, and respect. By embracing virtual work as the new norm and fostering a culture of flexibility, autonomy and accountability, leaders can navigate remote collaboration challenges successfully and help create a supportive and inclusive work environment.
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Jeremy Kestler is a global executive leadership coach and consultant for fast-moving organizations from tech startups to multinationals. He works with clients to become competent, confident, caring and courageous leaders. Find out more at http://www.kestlercoaching.com.
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