Working remotely has become increasingly common in a world of ever-evolving technology AND in a post-pandemic world.
That means that leaders are trying to figure out…
-How do I lead my team when they’re scattered across the nation or world?
-How do I create a sense of CAMARADERIE and COLLABORATION when none of us are physically in the same place, working together?
-How do I handle Zoom (or Teams) fatigue? (it’s a real thing!)
-How do we improve the flow of communication, so everyone is on the same page?
-How can my team experience one another as humans, not just a face on a screen?
-How can the team be integrated into the broader culture of the organization if they’re not in office?
It’s obvious that the new business environments we find ourselves in present new challenges for leaders.
BUT, I’m gonna say something a little controversial. Are you ready?
>>>LEADERSHIP IS HARD…no matter what context or environment it’s done in.<<<
I’ve devoted the last two decades of my career to coaching and training leaders how to lead effectively, empathetically, humbly, courageously, with integrity.
It’s never easy for them….in person, virtually, hybrid – with one employee or with a full team.
But it’s always worth it.
And the work it takes to become a good leader PAYS OFF…not just in business results but also in their personal lives.
Leading VIRTUALLY is going to be hard, because LEADING is hard. The nature of leadership requires ADAPTING and CONSTANT growth and INNOVATION.
Navigating new challenges are a part of being a leader, and that’s why it’s important to have both the COACHING MINDSET and SKILLSET to help lead well in the face of these challenges.
SO. What TOOLS do you need to lead a VIRTUAL team? To meet this newest challenge of leadership?
(1) First step—identify what is hard about leading a virtual or hybrid team. (What’s getting in the way? What’s not working?)
(2) Second step—take what you’ve identified is not working and define it more clearly. (Do you understand the meaning of what’s hard about it? What’s the root of what’s hard?)
(3) Third step—explore what strategies, ideas, methods, tools, approaches can be changed, modified, added in, removed, etc., to make leading virtually work better. Explore this WITH your team – not independently in your own effort to ‘fix the problem.’
(4) Fourth step—get agreement and commitment from the team and stakeholders on following through with the strategies you’ve decided on.
Leading a virtual team is an exciting opportunity, and it CAN be done well. Applying the Coach Approach principles of leadership to the unique tasks of leading a virtual team can elevate your team’s engagement and results!