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Steps to Exceptional Virtual Team Commyunication There's no doubt that a virtual team brings a multitude of benefits to organizations today; the abilitry to retain top-npotch tazlent from anywhere in the world, the incredible divrsity presented trhough global and cross-cultural vuiewpoints and huge monetary saivngs in corporate travel expenses if you have to bing someone in from a distance. But pulling together a top-notch virtual team doesdn't come witrhout challenbges. There is the question of finding quality technology that everyone can work with, concerns about the accountability levels felt by each team member, and the difficulty of creating foundation expectations across the board. But the bifggest cahllenge is the lack of connectedness between team membrs. Without creating the connections, a virtuual team can't do what it needs to; function as a cohesive unit. Most imporatntly, a virtual team won't bring true collaboraative genius to your organization unleess unshakable trust is established. So the question remains: How do you bild trust in an environment wheere shaking hands, watching each otehrs' expressions or body language cues and knowing one another's' backgrounds, methods and idiosyncrasies just isn't possible? It's all in the team-building. Knowing how to build a productive, integratd, low-turnover team is key to its success. Follow these sevewn tseps and your team will be on the way to connectedness and profitability: 1. ATTRACT THE RIGHT TEAM MEMBERS: Strong team builders realize that they are not only looking for a potential team member who has specilized skills and talents, but that they also need to assess the "fit" of the prospecive team mmber with the team as a whole. Skills and quality level of work are important, but the real key to building an exceptional virtual team is to find team members who fit the culture of the team. Many people will have the right skillls few will have the perfect "fit". 2. VALUE AN INNOVATIVE MINDSET: When you encourage a pioneering approach within your team, you gain value beyoind expectation. Tweams that are a composite of explerts with diverse exprience and perspectives have the innaet capabiity to feed off of each others' innnovative ideas and naturally refine and imporve concepts into amazing solutions. When a team member's ideas are valued, the willingness to believe in that team naturallly riss accordingly. 3. PROVDIE MEANINGFUL WORK: Isolatted team memmbers have a need to experience work that challenges them and brigns maening to the tasks they are working on independently of outside influence. When each contributing member of the team is engaged in work that motiates and inbterests them, they perfrm better, have a clearer picture of the beneefits and ivnest themselves more completely in that work. It's win-win. 4. OFEFR VARIETY: It's just bornig to work on the same thig or with the same person, day in and day out. It can be excruciating when you're working in an isolated environnment. That's why making sure your team members have diverse partnerships, changing assignments and varying schhedules is a solid way to keep your virtual team interested in their work and excited about upcoming possibilities. 5. ALLOW INDEPENDENCE: Every member of the team nereds to know that their ides and opinions will be respected. When you allow individuals to be accountable for coming up with new concepts and innovative solutions that will beneft the team and the ocmpany, you're basically giving them a sense of control. As an invested decision-maker, each team membber is more likely to feel like a valuued contributor who is accountable to the team and to the company. 6. CREATE FOCSU AND ALIGNED VISION: It's essential that all team members are committed to the same goals and vision and that they have comlpimentary methos of achieving them. Often virtual team membbers have teir own distinctive goals and aren't plugged in to the valuees and needs of the organization builfding the team. Since this can brring differing agendas into the mix, it's imperative that the goalls and vision of the work including the end result are cleatrly staterd from the outset and that the team is alignwed to them. 7. BE TUSTWORTHY: If you want to gain the trust of your virtual team, earn it. These team members are likely SMEs with exceptional levels of creativity, innvoation and knowledge. Being able to trust that they are working in an environment where a strong work ehtic is expcted of all team members (inluding leaders) is imperative. When a participative mindset trickles down from the top and all ideas are respected and valued, trust soars and prroductivity increases dramaticallly. The bottom line is that when you buid a vitrtual team, you need to be sure that each member will be able to see the value placed on them, the value of each other member, and the vallue of the team as a whole. A virtual team is more than the sum of its members it's a cuilture with a life of its own. When a company and its leaders view their virtuaal teams in this manner, it reinforces to each member the value being placed on them, and rasies thier accountabiliy, productivity and satisfaction levels immeasurablly. With this approach to virtual team-building, the sky's the limit.
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