¿Cómo se puede equilibrar la estructura y la flexibilidad a la hora de liderar equipos remotos?

Clear expectations, regular communication, and trust are key. Setting goals, roles, & deadlines helps align team members. Communication channels ensure seamless collaboration. Trusting employees' decision-making & giving them autonomy boosts creativity & productivity. Fostering a positive team culture through collaboration & support is crucial. Overall, finding the right balance is an ongoing process. #RemoteWork #Leadership

One important factor in remote working teams is to have periodical online review meetings with camera ON. This provides much needed aspect of eye contact foe effective communication and things are effectively communicated. One more aspect is to ask questions during the meeting to ensure that opinion of all the team members is heard & they feel included in decision making.

Start where you are and ensure expectations are clear, measurable and achievable. Both you and your team must be aligned in this idea, if you're not sure then how can you team be! Communication and Community, ensuring that all members of the team, regardless of where they are feel that they're part of the same team. Allow room for casual conversation, jokes and banter, let people be people and grow those relationships Measurable productivity with justification: Having a method to measure productivity is important, but do it without being oppressive. Use that time logged data for something more than just seeing who's working. We use ours to identify what systems are taking up our time and so can target efforts to improve or educate end users

One thing I have found useful that regular communication and follow-up with the team. Daily interaction should be done so that they feel involved. Very important thing is to make them feel connected with each other and it can be done by doing some engagement activities with camera ON. Expectations setting should be done at first place and explain the importance of the project they are involved in. Clear goal setting and expectations can create a very good environment within the team.

Embracing diversity and inclusion is vital for leading remote teams effectively. Valuing different backgrounds, perspectives, and skills fosters a culture of belonging and collaboration. Open communication, celebrating achievements, and promoting learning opportunities create a supportive environment. By embracing diversity, leaders can harness the unique strengths of each team member and drive innovation. #DiversityAndInclusion #RemoteTeamLeadership

There’s so much to say around DEI and its importance to having a strong and effective organization. To focus on one item, a meeting agenda goes a long way in keeping virtual meetings inclusive. Many teammates are unable or uncomfortable speaking off the cuff and benefit from an agenda preparing them with topics to be discussed. Language and learning disabilities such as ADHD, non-native speakers, and introverted personalities have an opportunity to plan their questions or replies which creates a more interactive team environment. Otherwise, unplanned virtual calls usually end with a couple people contributing. A well-planned agenda gives all teammates better opportunity to participate on an accessible virtual platform.

Adapting to changing needs is crucial in leading remote teams. Being flexible and agile allows for adjusting plans and strategies as required. Empowering teams to make decisions promotes creativity and problem-solving. Providing necessary resources and tools enhances resilience, innovation, and performance. By embracing adaptability, leaders can navigate challenges and drive success in dynamic remote work environments. #Adaptability #RemoteTeamLeadership

This is a big one, particularly if you manage multiple regions or teams. For example servicing Texas and Seattle have differing needs and challenges. A manager needs to be mindful of regional and customer specifics challenges and how to deliver service. The manager is going to rely on the information provided by both the customer and the employee. Customer and company expectations need to be set for the employee. The employee needs to communicate challenges and work specific information to involved internal and external parties. Ultimately, we all provide service and need to have good communication to deliver that service.

At my previous company, we implemented a "Freedom with Framework" approach for our remote teams. Every team member had clearly defined roles and tasks (the framework), but we didn't prescribe exactly how they should achieve their goals. This allowed them to devise their own strategies and schedules. To ensure they had the support they needed, we established bi-weekly 1:1 check-ins, not just to discuss work progress, but also to touch base on their well-being and any challenges they faced. The result was a spike in team morale and productivity, as they felt both trusted to execute tasks and supported when needed.

I don't need my team to be 8-5. I want to foster flexibility as long as client needs are being met, required meetings and calls aren't being missed, etc. I structure bi-weekly one on one calls with my direct reports, bi-weekly team calls and skip level calls with my indirects twice a year or as necessary. I also try to do a once a quarter all hands call to ensure everyone is engaged and doing well.

Balancing structure and flexibility in remote team leadership involves setting clear expectations and goals while allowing for adaptable work arrangements. Regular communication, trust in your team's autonomy, and a focus on outcomes rather than micromanaging the process are key. Recognize individual needs and provide personalized support when necessary. Offer feedback and recognize achievements to maintain morale. Use performance metrics that measure results, not hours worked. Encourage ongoing learning and be ready to adjust your approach as circumstances evolve. Striking this balance ensures productivity and team well-being in the remote work environment.

I have read and I fully accept the reality that a worker in the office might say "Hi" to the boss every day but they rarely get the time to talk and be coached or such while the informal and structured framework of remote interactions CAN be so much more focused and common. Sure, some remote connections will be pretty horrible and boring, but that is not the technology and only the skills and intentions of the operator. When people DO get together, there should be opportunities to work together and develop teamwork and trust, not just attend some powerpoint lecture that COULD have been done remotely. What happened to real teambuilding in the workplace?

Technology and tools can be great ways to augment your remote team leadership, but be careful you aren’t operating off the assumption that the right tools and tech will automatically improve performance. While tech has the ability to enhance and improve your remote team, it also has the potential to exacerbate opportunity areas. Make sure you’ve done the hard work of examining your team culture and operating norms to ensure those are in a healthy state. Not only will this ensure you don’t make things worse, but you’ll be able to clearly define the desired outcomes of your technology and ensure you have the right tools for the job. This is critical since it’s easy to build a frankenecosystem of tools that leave people digitally fatigued.

I thought We should use the CRM for supporting team member on time and effectively , I suggest to use the Hubspot CRM for save time and cost!

As leaders, we need to be mindful that we demonstrate our values through our actions. While meeting with a colleague on this subject, she relayed how she would tell her team that she valued work/life balance, but frequently found herself sending emails late in the evening. She would admonish employees who responded late, but her team also saw how her words said one thing and her actions showed how much she valued that immediate response. Over time, she could see how she was burning out her team and not letting them step away from work as they always kept one eye on their email in case she was working. Regardless of what we choose to impose in our own lives, we must be mindful that others will learn by watching us.

Consider the fact that working remotely cuts out the majority of organic conversations due to the nature of calls replacing meetings. Conversations before or after meetings, chance encounters, spontaneous get-togethers and coffee chats cannot really happen due to a lack of physical meetings. You will have to take extra care to facilitate such meetings as much as possible, no matter how artifical they may feel at first. This type of casual interaction is crucial for both team culture as well as for business operations and decision making. Doing a team cocktail making course over Zoom or having a monthly call roulette organized to speak with a random teammate were solutions that I've seen to facilitate this type of interaction successfully.

So much of the "teamwork" within an organization seems to have a component of WINNING built in. Teams compare times or results or something so that ONE team is, The Winner. My belief more and more is that this constant focus on winning actually works to create some "perpetual losers" who might have tried once but who give up to become of average engagement or who get frustrated and become those 1 in 5 who are actively disengaged (Gallup). Ask Bard for a list of good teambuilding games and you get a list of things like Jeopardy or Treasure Hunts or other simple stuff that HAS A WINNING TEAM and thus a bunch of losing ones... Is our teambuilding really building collaborative engaged teams and teammates or just celebrating winning?

🌟 Respect in Communication: A Small Word with a Big Impact #CommunicationTips In the past, I used to have the habit of writing "Pls," but when the Line Manager corrected and explained the significance of writing the full "Please," it made a difference. We often get used to using "Pls" for quick requests. However, sometimes, a short word like "Please" can bring about politeness and respect that we all deserve. 🙏 Instead of just a word, "Please" is not only a call, but also an expression of care and respect for the reader. Using this word is the best way to build a positive and courteous communication environment. Try changing your writing style today and experience the difference! 👍

The amazing thing about leading remote teams is that it enables you as a leader to default to trust. You can't see every little tap on the keyboard your colleagues make, you can't just go over there and tap them on the shoulder. That's OK. What matters is if you're getting the outcomes collectively that you're supposed to. If you're not, then start tweaking the system of work you're in, so you can get those points of feedback to help guide whether or not you're on or off track.