Many organizations are continuing to encourage virtual work. Doing this successfully, however, can prove difficult. So, what steps can we take to ensure a lasting transition from the office to the home? And how can leaders best manage their virtual teams?
We are facing unprecedented challenges in our work and personal lives. While this scenario limits exposure to the virus, working remotely can prove challenging and leaders need to be prepared to support their teams. This support is especially important when the upheaval in our personal and professional lives is so profound.
Here are eight insights for leaders to consider when managing their virtual teams:
1) When you connect with your people, check in and see how they are doing on a personal level. Don’t dive right into your to-do list and contingency plan for getting things done. Recognize that they are dealing with stress and anxiety associated with the situation and could benefit from someone to talk about how they are feeling and coping. Let them know you care about them. This opens up the door to communication.
2) Encourage your people to practice self-care. While many working adults are trying to juggle what you expect of them, chances are many of them are also responsible for soothing the concerns of their children and family members, or they may have elderly parents who are increasingly at risk. Remind them to keep themselves physically and emotionally healthy.
3) Keep the lines of communication open. As company policies flex and change, and business results are affected negatively, share with them what you know, when you know it. In the absence of clear communication, employees may fill in the gaps with incorrect information.
4) Flex your emotional intelligence as you communicate, and be more vigilant about how your words may come across when sensitivities are heightened. Consider the “logic-emotion” bubble: When someone comes to you with an emotional reaction, acknowledge the emotion and express empathy first. Defusing the emotion allows for greater space for a logical discussion to happen.
5) Continue progressing on individual, team, and organizational goals. Ensuring that work continues to progress and contribution is maximized is good for business and can create some normalcy for your team members. When so much around us feels out of control, it can be helpful to see progress in the work we do and the contributions we make.
6) Explore new technology. Now is the time to leverage video conference, texting, and digital platforms such as Teams or Yammer to keep communication and collaboration going, even from a distance.
7) Be globally aware and sensitive. It’s clear that certain geographies are harder hit than others. When working with global partners, be aware of where they are located and be sensitive to the fact that the effect of the coronavirus may be more pronounced where they are located.
8) Model the behavior you want to encourage. Take care of yourself and practice your own self-care. As a leader, you are responsible for others, but you can’t support them if you aren’t physically and emotionally as healthy as possible.
It’s easy to talk about leadership and teamwork in times of success. The true success of a leader and their team emerges in times of real personal and organization crisis. Take care of yourself, take care of your people, and know we are better when we stick together than when we suffer alone. https://www.gpstrategies.com/covid-19/