Leading a Virtual Team: Part 2 of 4

Note: This is the second post in a 4-part series on Leading a Virtual Team. I’ve listed links below to the other three posts:

Part 2: Establish a Consistent Leadership Presence

simonI’m relaxing on the couch browsing my evening news feed, while occasionally peeping over at my youngest son (Jacob) who is playing the memory game Simon. I notice he’s not paying much attention, lacks engagement, and is only making it to Rounds 3 or 4 each time.

I put my phone down and lock eyes with him. Without exchanging any words, Jacob knows I’m going to give his next attempt my sole focus. He perks up, smiles and then the colors and beeps begin. He makes it 9 rounds this time! Granted, occasionally he asked me for help during those rounds, but he got there…we got there. During his previous attempts, I was there, but I wasn’t present.

Leadership presence. This is the focus of Part 2 of 4 in our “Leading a Virtual Team” series. As with all topics we are exploring during this series, they apply to all leaders – not just those of virtual teams; however, we are diving into them through the lens of a virtual leader.

What do we need from our leaders in the workplace? Historically, and now thankfully archaically, it was things like very specific direction, punch lists and tracking records, 1x per year reviews, etc. Luckily the workplace environment has evolved, and thus the role of organizational leaders has changed.

Let’s take a look at what your virtual team needs to “feel” from you as their leader and how you can establish a consistent leadership presence for them in these three critical areas.

  1. Vision
  2. Motivation & Recognition
  3. Support

Establishing a strong presence in these areas doesn’t get accomplished through regular conference calls where you punch through to-do lists and share updates. Below are a few things you can try to grow your presence in these three areas for your virtual team. It is then that you will become their valued leader and not just a manager who they have to dial into each week to touch base.

Vision

Regularly remind the team of the future vision. Articulate it in a compelling and inspirational way. I know, hard to do virtually, but entirely possible.

Time to tap into the right side of your brain! Rely on new media – infographics, video, images, audio. Start a virtual Vision Board that you and your team can add to whenever you come across something that speaks to where you are heading; what your ultimate aim is. Pinterest might be a good platform for this (read this article for more info), or you might already be using some type of online community with functionality that would enable you to create this.

You could also start a YouTube channel and/or blog that becomes an inspirational forum, where content is very much future-oriented. Quotes, little nuggets from a recent business trip, a TED Talk you want to share, etc. Just make sure you keep it focused on a consistent message of where you’re heading as a team or organization – to develop a belief in and excitement for the future.

Motivation & Recognition

Each one of your team members has unique motivators. Invest the time to learn what their “carrots” are and dangle them throughout the race. A few motivators and forms of recognition to consider for your virtual team are:

  • Sending hand written thank-you notes to their home (be specific about what behaviors you’re thankful for)
  • Sending gifts that are meaningful to them (hence the need to spend the time learning what they like) – flowers, tickets to a local sporting event in their city, gift cards, spa retreat day, charitable donation on their behalf, etc.
  • If you have a *healthy* competitive environment amongst the team, consider using a leaderboard or other digital gamification techniques for certain projects/initiatives
  • You’re not around to pop your head into their cube and say “nice job” after a presentation, so after you hang up with the client, pick your phone back up and call them to say “nice job.” Or use a team Chat forum to send the same message. Point being – take an extra minute of your day to reach out virtually with a simple pat on the back.
  • Take personal note of your employees’ birthdays and send birthday cake to their home. Make it a tradition to leave a voicemail of a version of Happy Birthday by an artist or music genre that would resonate with that person (click here for an example). It’s the little things. Make sure you send enough birthday cake for the entire family if they live with others.
  • After a long week, send them a note at 3:00 on Friday telling everyone to log off and that happy hour or Friday Night Family Night is on you. Allow them to expense their Friday evening shenanigans to the boss! (within reason of course)
  • Consider offering a Dream Manager program to your employees. This could easily be supported virtually.

Support

Adopt a servant leadership mindset. Your role is to align, develop and engage your team members and ensure their ultimate success with the organization. Implement the following practices to serve as a constant source of support during their tenure:

  • Hold a weekly one-on-one via webcam with each of your direct reports. (I very much believe that using a webcam is critical in building a virtual leadership presence with your team.) Unless an apocalypse is upon us, don’t cancel these weekly touch points or move them around.
  • Always ask, “What can I do to help?” and/or “What do you need from me to be successful this week?” during your discussion.
  • Set aside separate monthly coaching calls (using webcam as well). Focus this time on discussing career development plans, performance feedback, where they want to grow expertise in their field, etc. Distinguish this from your weekly touch points. Make them feel different. If you worked in an office with your team, you might make your coaching sessions feel different by holding them at a local coffee shop. Virtually, you can make them feel different by holding them on a different day of the week and time of day than your regular weekly calls. You can even hold them in the morning from a coffee shop; you’ll just be at two different coffee shops. Point being – do something with the virtual environment that distinguishes these coaching conversations from your regular weekly dialogue. It will enhance the quality of the conversation.

They need to feel your presence in these three areas regularly…not just on “slow” weeks when you happen to have the time to focus on it (this is actually probably the least valuable time for them to feel your presence). Build it into your regular interactions with the team and watch performance BOOM! Jacob’s performance increased by nearly 200%. Imagine the possibilities.

Continue to follow along in this series and add your insights and experiences in the Comments section below. Here are the next two strategies we’ll explore, so stay tuned!

  • Perfect Team Communications
  • Acquire & Develop the “Right” Talent for Virtual Teams

One Commentto Leading a Virtual Team: Part 2 of 4

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