‘Trust is built naturally among teams that interact in person each day, but it takes more effort to develop among teams that rarely (if ever) meet face to face.’

‘Virtual leaders need to create an environment that fosters trust. When trust breaks down, however, they will struggle to be productive.’

‘Motivating people at a distance is challenging because of the lack of in-person contact, which can make it harder to understand what motivates people and to convey the team’s sense of purpose.’

‘Recognize that virtual meetings are specially prone to disruption. Learn to recognize the five most common types of meeting disruptors and have a plan for addressing them.’

‘Managers who excel at coaching use paraphrasing, empathizing, and good questions to show they are listening closely, and provide balanced feedback in a timely manner, despite the distance.’

‘Leaders are concerned about how to ensure their corporate culture remains strong during all-remote work.’

‘Modeling culture starts from the top. That’s true whether leading in-person or virtually. Most leaders try to communicate more frequently when leading from a distance, and as the amount of communication increases, it’s vital to make sure one’s words and actions remain aligned.’

‘Leaders can create a trusting environment through open, frequent, and transparent communication, by encouraging team members to share aspects of their personal lives to build intimacy; and by admitting when they don’t know something.’

‘If your team cannot meet in person for a kickoff or important event, use a series of short virtual meetings to replicate what would occur in person.’

‘Process is even important when working virtually. Set clear expectations about how the team will communicate, ensure that the team is informed about shifting priorities, and seek feedback from stakeholders about team performance over time.’

Source:

James M. Citrin & Darleen Derosa (2021). Leading at a Distance: Practical Lessons for Virtual Success