You're struggling to build trust with your virtual team. How can you establish credibility as their leader?

Most of my teams are either fully or partly virtual. What I learnt that works is to add a layer of - really - getting to know who the members of your team are. I frequently ask deeper questions not only to allow you and the rest of the team to understand the deeper aspirations and thus bring the full person into the team. It also allows each team member to dedicate time to understand themselves better. Trivial chit chat is ok but a better way to create a culture of trust is, perhaps counterintuitive, also to bring humour and lightness and vulnerability into the virtual team dynamics. People will be more willing to connect and join if they know there is something worth coming to. Make sure you know the culture atmosphere you want to bring.

Building trust with a virtual team can feel like trying to hug a hologram, frustratingly intangible. To establish your credibility, focus on consistent communication, clear expectations, and follow-through on commitments. Be transparent about challenges, celebrate team wins, and show genuine interest in your members' lives beyond work. Most importantly, resist the urge to micromanage via constant video calls, nothing says "I don't trust you" quite like a boss who thinks your webcam is a portal to your soul.

This is simple but most complex, as you need to have many other enablers, most importantly empathy! Simply, We can only know a person up to 50% max, if we don’t establish a rapport to share rest of 50%, try this and you will know “how to build stronger relationships with your team”. Please understand the maths behind; we spend only 25-28% of our time on work, rest 25-35% on sleeping and biggest portion 33-50% on personal/ family etc.

A lot rapport is where the person connects with you on a subconscious level. This is the level where emotions are triggered and feelings are created. This is where trust develops. This connection is built more by your subconscious or non verbal communication. The expression of your emotions towards the person. Your concern for them. Your connect with them on a human level which is beyond positions and designations. Try and have conversations with them which are genuine and which satisfy the social needs of us humans. Know them on a personal level, know who they are, and what makes them unique. Your genuine interest in your people will be felt by them and will connect them with you. Use the heart to build rapport.

A rapport is where the person connects with you on a subconscious level. This is the level where emotions are triggered and feelings are created. This is where trust develops. This connection is built more by your subconscious or non verbal communication. The expression of your emotions towards the person. Your concern for them. Your connect with them on a human level which is beyond positions and designations. Try and have conversations with them which are genuine and which satisfy the social needs of us humans. Know them on a personal level, know who they are, and what makes them unique. Your genuine interest in your people will be felt by them and will connect them with you. Use the heart to build rapport.

From day 1 with your remote workers you should be taking steps to establish trust. The best chance to do this is in establishing regular 121s. Discuss performance, projects, their future career plans, and most importantly build a space where talking about personal lives is comfortable for them. Slowly ask about their lives and share your own too.

Take the time to engage in one-on-one conversations that go beyond work-related topics, showing genuine interest in your team members' well-being and personal aspirations. This personal touch demonstrates that you value them as individuals, not just as employees, which can go a long way in fostering loyalty and trust.

To get trust you have to give it first. Which means trusting your team by being fully transparent authentic and vulnerable with them. If you show up fully and admit when you make mistakes or don’t have the answer this will increase their trust and create stronger connections. Also, it’s even more important in a virtual world to be really connected with your compassionate heart neural networks when communicating. People will sense the difference between authentic compassionate communication and “trying to say the right things.”

To build trust with a virtual team, clear communication is crucial. As a leader, it’s essential to articulate your expectations and goals transparently. Utilize various communication channels like emails, video calls, and instant messaging to maintain open dialogue. Regular updates and inclusive discussions foster a collaborative environment. Remember, clarity in communication not only aligns the team but also demonstrates your commitment to transparency and reliability, reinforcing your credibility as a leader.

Establishing credibility as a leader with a virtual team requires intentional efforts to build trust, communicate effectively, and demonstrate competence. Consistent Communication: Regularly communicate with your team through video calls, emails, or messaging platforms. Be transparent about goals, expectations, and changes within the team or organization.

Be precise in your instructions and expectations, ensuring that your team has a clear understanding of their roles and responsibilities. Encourage open dialogue and provide multiple channels for communication, such as video calls, emails, and messaging platforms, to reinforce your credibility and create an environment where team members feel comfortable sharing their thoughts and concerns.

In my view establishing credibility with your virtual team requires leading by example. Demonstrate reliability by consistently meeting deadlines and delivering high-quality work. Show transparency by communicating openly about challenges and progress. Actively participate in team discussions and be available to support your team members. Uphold high standards of professionalism and encourage a positive work ethic. By modeling the behaviors and values you expect from your team, you can build trust and establish your credibility as their leader.

Lead by Example: Model the behaviors and values you expect from your team. Show dedication, professionalism, and a commitment to excellence in your own work.

The simple things I ensure I do when leading every team is: - Attend every 121 - Show punctuality and when I am Online - If I have free time let the team know I am available if they need me adhoc - Encourage a 'Good Morning' communication method through chat such as Teams or Slack Some times I may need to go further: 1. Do the team know the company values? Sharing them may be important. 2. Setting success criteria for each role. 3. I may have not said something before eg lunch breaks where the entire team disappear leaving no support coverage, don't be afraid to adjust as needed.

Consistently demonstrate the qualities you expect from your team members, such as punctuality, quality work, and proactive communication. When team members see that you're committed to the team's values and goals, they're more likely to follow suit, strengthening the foundation of trust within the team.

Delegate Effectively: Delegate tasks and responsibilities based on team members’ strengths and interests. Trust your team to deliver results and provide guidance as needed. Feedback and Recognition: Provide constructive feedback to help your team improve. Recognize and celebrate achievements and milestones to foster a positive team culture.

Trust isn't achieved overnight or in a single conversation. It takes time. Therefore you cannot work outside of the framework you've put in place. As leaders we can often forget some of our team aren't the most vocal and could be waiting for the 30 minute 121 to discuss something they've been waiting to since their last 121. You can enhance the consistency by having success criteria, this allows you to follow the path you've set out, and if a wrong turn was taken hopefully guide it back, being consistent in sticking to the success criteria. An example here is if someone in a support role starts working on projects, that's no longer consistent to their role, and trust may start to break down.

Competence and Expertise: Demonstrate your knowledge and expertise in your field. Share insights, offer guidance, and provide solutions to challenges based on your experience and understanding. Adaptability: Be flexible and adaptable in response to changing circumstances. Demonstrate resilience and the ability to navigate challenges effectively. Accessibility: Be accessible to your team members. Respond promptly to messages and be available for virtual meetings or one-on-one discussions when needed.

Empathy and Support: Show empathy towards your team members’ concerns and challenges. Offer support and encouragement, especially in difficult times. Accountability: Take responsibility for your actions and decisions. Acknowledge mistakes and learn from them. Hold yourself and your team accountable for meeting goals and deadlines.

Virtual teams thrive on trust! Be transparent, communicate clearly, and set expectations. Actively listen, share wins and challenges, and empower your team. Showcase expertise with data and knowledge. Foster connection through one-on-ones and virtual team building. Recognize achievements and lead by example. Consistency, humanity, and tech are key. Build trust, become a credible virtual leader.

Demonstrate trustworthiness and integrity in your actions and decisions. Be responsive to team members' concerns and actively solicit their input. Building trust in a virtual team takes time and consistent effort. Prioritizing clear communication, fostering relationships, promoting collaboration, and addressing challenges proactively, evidently goes a long way.

As a leader understands the need desire and style of the employee also understands the working style he is strengths and weaknesses and agrees upon the mutual benefit for the win win situation in the negotiation Keep the communication longer with the right kind of empathy and honesty if the communication is longer than you have more time to understand and convey your message and create a Win Win situation And try to build a connection in professional social media website like #LinkedIn #Leader #Leadership ##Negotiation #WorkingStyle