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Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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#TEams365 #1375: #Flashback Friday: 4 Areas for Virtual and Remote Teams to Focus on

10/6/2017

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 This fall I have been speaking a lot on virtual and remote team success, given the release of my most recent book (Effective Virtual Conversations) and the expanding interest in this topic in many industries. It's also more likely that virtual team leaders may be tasked with their own team's development. A 2016 study by R3 found that only 22% of virtual teams participated in virtual team development. Take a look at this survey here.

Here's a past post I thought many of you would be interested in - 4 Areas for Virtual and Remote Teams to Focus On. While these are not the only 4 things to explore and shore up with your team, they are four very important areas.

Take a look at what I wrote back in #Teams365 #1161:


Virtual and remote teams continue to spring up for a variety of reasons  whether it's a project team that is weaving together skills and expertise from across geographic locations, or whether it's a global team, it's important to invest in the development of virtual teams just like we do for in-person teams. This post explores four separate areas you may want to put more attention around.

Clear goals  - Goals create both focus and alignment. In a virtual team, it is important to help the team look at things from both the individual and the team level. Make sure to stimulate conversation/focus on the individual level and also the team level around questions such as
What are your key priorities?
How does each team member connect into the larger interface of the team?
What is the overlap or gaps between individual and team goals?
What resources are needed?
In terms of sequencing, what needs to be completed first before another person can start?
Being clear on what success looks like and what is necessary to achieve this (resources, feedback loops, reporting structures)

Roles and responsibilities – In virtual teams it is important to spend time being crystal clear and granular in terms of what the roles and responsibilities of each team member are. Clarify issues such as:
how their work intersects with others.
Who they report to,
Who they receive feedback from and when.
Being detailed on this helps to clarify, and bust, assumptions which may be held.

Matrix relationships – It is likely that the employee will have a series of matrix relationships in some instances, especially if they are global. Being clear on what the reporting structures are and how and when issues should be flagged with each leader. Being intentional around the feedback loops are also important.

Creating Connection - In virtual teams it is very easy to overlook the fundamentals like creating connection across team members. In future posts we will explore different approaches and activities to create connection across the team. For now, take a look at these past posts which address the issue of creating connection.

Where are you as a team in all four areas? Take note of what needs attention.

Have a great weekend,
Jennifer


Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​You can grab a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase a copy direct from our site, signed by me!
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#Teams365 #1359: 20 Focus Areas for Virtual and Remote Team Development

9/20/2017

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​Yesterday's post was on Virtual or Remote Team Development and a suggestion for an activity to fovus on results. Virtual and Remote TEam Development can take a number of forms  - from being part of team meetings, to being stand alone days. What are the types of topics you might want to address? Today's post includes 20 different topics which are common for virtual teams. As you take a look at this list you might want to:
  1. ​Share it with the team. What would they prioritize as the topic five topic areas for discussion?
  2. Consider in what format you would want to address these (as part of a team meeting, as a separate one)
Here are some of the more common remote and virtual team development topic areas:
  • ​Who are we as a team? 
  • Getting to know each other - team individuals
  • What's our vision?
  • Creating a team charter or team agreements
  • Team Roles
  • Goals - immediate work planning for the next month/quarter
  • Identifying Strategic Goals
  • Knowing our strengths (i.e. StrengthsFinder)
  • Knowing our styles (DiSC ) - this can impact communication, decision making
  • Difficult Conversations
  • Conflict Management
  • Providing Feedback to Each Other
  • Other performance management issues
  • Time Management and Prioritizing
  • Matrix Management
  • Work-life
  • Intercultural skills and knowledge
  • Project Management
  • Emotional Intelligence
  • Relationship Building

​Over the last 3 years it is likely that you will find a number of posts related to HOW to address some of these areas. 

​You may also notice that some of these topics are team-focused, while others are individually focused. Depending on how your team operates, and what stage of evolution it is at, you may find a preference for one or another.

What team events do you have scheduled during which you could focus on some of these topics? What do you see as current priorities? 
What other questions would be useful to consider as you look at these topics?

​I hope that today's post has sparked some interest?
​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365

Phone: (416)996-8326

​You can grab a copy of my new book, Effective Virtual Conversations, at Amazon. You can also purchase an autograph copy direct from our site

Looking to schedule some team development this fall? Contact me to discuss whether the Everything DiSC or the Five Behaviors of a Cohesive Team is a starting point.
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#Teams365 #1246: Five Things New Virtual Team Leaders Need

5/30/2017

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One of the main themes here at the Teams365 blog is helping team leaders and their team members thrive. Yesterday's post looked at six elements new virtual teams need in order to thrive. Today’s post covers several core areas new team leaders require for success as they assume a new role. These items include:
  1. Support and dialogue around what changes might be required regarding their new role
  2. Mentoring by someone experienced who can share best practices and their experience in leading virtual teams
  3. Budget to travel out to meet with their team and bring them together on a regular basis. Out of sight does not mean out of mind, as just as we invest in co-located teams, investing in the development of virtual teams is also necessary
  4. Necessary tech support for the team in order to connect effectively, efficiently and real-time. This might involve using a combination of Web Ex or Zoom for virtual meetings, and portals such as Slack for keeping people connected and sharing documentation/materials on a real-time basis.
  5. Regular development opportunities and check ins with their peers and staff to share best practices and also to be able to enhance their skills
While we are often keen to offer more training for our leaders, in the case of virtual team leaders, consider how training can be supplemented by both mentoring and coaching (group and/or 1-1).
Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

​Connect with us to be the first to know more about launch events around my newest book - Effective Virtual Conversations - coming out mid-July.
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#Teams365 #1212: More Team Development Ideas for Virtual Team Leaders

4/26/2017

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In yesterday's post, Teams365 #1211, I shared 10 of my favorite team development activities. increasingly team leaders are being tasked in developing their team. This skill set may not naturally reside in their initial skill sets but they can be developed with time, I usually find that virtual team leaders are hungry for more things to do with their team, so today's post is geared for them.

​in addition to all of the ten activities I mentioned yesterday - which ranged from working with vision to modelling, there are some tweaks which need to be made in the virtual world of team development. First, use breakouts liberally. From sending a materials list prior to a call so people can have things ready on their end, to putting materials together electronically in a PDF and having for real-time use, set people up for success in the virtual domain. This is a key message in my upcoming book, Effective Virtual Conversations, where I go into many more strategies and approaches.

​Three more favorites for virtual team leaders, some which I have mentioned before are:
​What's outside my window - Have team members take a photo of what they look at every day from their office. These snapshots provide a wider lens to everyone's world than we can see on the screen alone. Have people take a photo prior to the call. They can use the photo to check in.

​Team Bingo - Doing a virtual iteration of team bingo (mentioned in Teams365 #1211) is a fun way to help people get to know each other. Have team members submit their iteas prior to the session.

Using visual cards - In the virtual realm we benefit from visual anchor points. Leveraging the power of video streaming, we want to make things as "visual as possible"  to overcome "Death by Conference Call" mindsets. I continue to love bringing different types of visuals into the session. While I usually use my own Conversation Sparker Cards, there are many other visual cards you can explore digital licensing to including CCLs Visual Explorer, the JICT Deck, or Points of View - The Coaching Gam. or At My Best strengths cards.

What are some of your favorite activities for team development in the virtual space?

​Have a great Wednesday,
Jennifer

​
​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

​Connect to find our more about my upcoming book - Effective Virtual Conversations - out later this spring!
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#Teams365 #1177: Common Mistakes Made By Virtual and Remote Team Leaders

3/22/2017

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Today’s post explores common mistakes virtual and remote team leaders can make. In this post we are going to look at five different ones.
Not enough 1-1s – As I have said many times being out of sight is not the same as being out of mind. not spending enough time in one on one ones can be detrimental to the levels of trust team members feel, the connection they feel with others, which will have an impact on levels of engagement. What is an appropriate frequency of meeting time with team members? What does it look like – phone calls, video streaming, onsite visits, or bringing staff into the office regularly?
Not learning on your feet – Part of being an effective virtual and remote team leader is your ability to be shifting, learning and adapting. Given that there is much less levels of control and greater span, the ability to learn on your feet and expecting this rather than feeling you will have all the answers, can make a big difference with team members
Not being clear with goals – Goals can be a little different with virtual and remote teams. Whether people are matrixed and reporting into different areas, or whether goals can become competitive, providing opportunities to be clear with goals is important.
Not helping people connect with the bigger picture – Because virtual and remote team members are working with different levels of autonomy and independently, helping team members connect with the bigger picture is essential. This could include helping them understand more about corporate and departmental goals, giving them more access to strategic or corporate plans, and making goals and achievements more visible. Making goals more visible might include making the reporting structures more shared and visually appealing, or mapping out team goals on a weekly basis or other.
Not providing team members with the necessary responsibility and authority – A final mistake virtual and remote team leaders can make is not providing the necessary responsibility and authority to their team members so they can make the decisions they need to autonomously,
 
​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats
Follow us on Twitter @Teams365
Phone: (416)996-8326
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#Teams365 #1173: This Week's LinkedIn Pulse Post - Five Keys for Mentoring Virtual Team Leaders

3/18/2017

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It is Saturday and time to link you to my bi-weekly Linked In Pulse post. This week's post focused on Five Keys for Mentoring Virtual Team Leaders, a topic we've covered recently here at the TEams365 blog. As someone who has been involved in virtual team leadership for more than 2 decades, leading teams not only across the country, but also globally, providing valuable and tailored development opportunities for both new and seasoned virtual team leaders. It is often assumed that we can only benefit from mentoring when we are a new leader, while in fact, having a mentor at all stages of our own development can be very useful.

I hope that you will click on over and read this week's Linked In Pulse Post - Five Keys for Mentoring Virtual Team Leaders. Several chapters of my upcoming book which will be released later this spring will be focusing on virtual team leadership and how to grow your own cohort of virtual team leaders. More info coming on release dates and pre-orders soon! Stay tuned!

With best wishes,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
Pick up a copy of all 26 posts in a separate Teams365 Virtual and Remote Leadership a-Z E-book at our PotentialsRealized store.
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#Teams365 #1172: FLashbackFriday: A-Z Of Virtual and REmote Team LEadership

3/17/2017

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It's Friday and time for another virtual and remote team leadership series. This week I'm taking us back to the summary of a series of 26 blog posts I did last spring (spring 2016) around the A-Z of different virtual and remote team leader characteristics - things that make virtual and remote team leaders excel. While you might not take a look at all of these posts, I'm sure there are a few that will come in useful! Enjoy! Here's what I included in #Teams365 #855 - the recap of the A-Z for virtual and remote team leadership characteristics:


It's been six weeks since we started the a-z of virtual and remote team leadership and it's been quite a journey!  From matrices, to engagement, to uncertainty, virtual and remote team leadership is not for the faint of heart! And, for many of us, it's our preferred way of leading and being challenged.

Today's post takes a look back at all 26 of the posts - enjoy!

A - Approachable, Agile and Adaptable. Read Teams365 #805 here
​B - Boundaries - Read #Teams365 #806 here
c - Communication - Read Teams365 #808 here
​D - for Discipline and Delegation. Read Teams365 #809 here
​E - for Empathy - Read Teams365 #812 here
F - Feedback and Fran, - Read Teams365 #813 here
​G - for Genuine. Read Teams365 #815 here
​H - for hospitality and humble. Read TEams365 #818 here.
I - for intrapreneurism - Read Teams365 #819 here
J - Just in time - Read it here
K - Keen eye and Knowledgable. Read it here
L - Lessons Learned -  Read #Teams365 #825 here
​M - Maverick. Read #Teams365 826 here
​N - Nuance - Read TEams365 #827 here
O - opportunities and options - Read Teams365 #831 here
P - Prioritization - Read Teams365 #832 here
Q - Questions. Read Teams365 #833 here
R - Renewal, Resilience and relationships -  Read TEams365 #836 here
S - Strategic and support - Read Teams365 #839 here
​T - Trust - Read Teams365 #840 here
U - Unified and Unwavering - Read Teams365 #341 here
​V - Vision and Values - Read Teams365 #848 here
W - Wealth of Skills and Experience - Read Teams365 #850 here
X- X-cellent, x-cellerate - Read Teams #846 here.
​Y
z - Zoom


Last summer I collated these post and pulled them together

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Looking to spark more conversation with your team? Consider the Conversation Sparker(TM) Cards
Set up a conversation about how we can support you and your team best
(416)996-8326
Pick up a copy of all 26 posts in a separate Teams365 Virtual and Remote Leadership a-Z E-book at our PotentialsRealized store.
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#Teams365 #1170: 3 Areas to TAke the Pulse on your Virtual or Remote Team

3/15/2017

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In several past posts we have looked at the factors which make high performing teams excel. This month we are looking at remote and virtual teams specifically. Today's post includes three areas you may want to do a pulse check on, to ensure your team is running at peak performance:


Clear goals  - On the individual level and also the team level, how does each team member connect into the larger interface of the team. Being clear on what success looks like and what is necessary to achieve this? That might include resources, feedback loops, authority, responsibility and/or reporting structures)

Roles and responsibilities – A second essential area for virtual teams to look at are roles and responsibilities. It is imperative for all team members to be crystal clear and granular in terms of what the roles and responsibilities of each team member is. Additional questions to consider are:
How their work intersects with others.
Where might duplication exist?
What responsibility and authority do people need in order to complete their work?
Who they report to, receive feedback from and when.

Matrix relationships – It is likely that the employee will have a series of matrix relationships, especially if they are global. In clarifying matrix relationships it is important to be clear on what the reporting structures are and how and when issues should be flagged with each leader. Being intentional around the feedback loops is also important.
What issues need to be addressed with matrix relationships?

What other issues need attention, or a pulse check, in your team right now?

Have a great Wednesday,
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Follow us on Twitter @Teams365
Phone: (416)996-8326

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#Teams365 #1128: Five Keys for Mentoring Virtual Team Leaders

2/1/2017

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Later today I'm speaking at our annual national HR conference here in Toronto on Five Core Essentials for Virtual Team Leadership Development. Part of what I will be talking about is the important role of mentors in developing virtual team leadership.

In his HBR article “Getting Virtual Teams Right”  in late 2014, Keith Ferrazzi mentions the case of an engineering firm which found that a significant factor in exceptional virtual team leadership was past experience. Given the complexities many team leaders face, those who have walked in our shoes before can provide valuable insights. While each one of our experiences as virtual team leaders will be different, the role of mentoring in virtual team leadership development is often under-leveraged.

Here are several items to consider if you are integrating a mentoring component within your virtual team leadership development initiatives:
  1. Identify potential mentors who bring past experience and would like to share their learning/experience with others;
  2. Consider how you want to pair people – is it on regional experience, programmatic experience, role similarity? You may also want to consider the value in matching people cross-functionally.
  3. Provide a frame or broad structure. Formal mentoring programs usually have a start and end point. Will the support run over a 6 month period, 9 month period, other? Consider what will work best in your context?
  4. What supports would be useful to provide mentors and their protégés/mentees (the people being mentored)? In the mentoring training and program development work I undertake we can provide training and also a toolkit of resources
  5. What are common theme areas mentors and protégés may have as a back up? This could include discussion around work-life issues, virtual team support, virtual team development, addressing tricky issues, different platforms you use for connection etc. Make a list of the different focus areas which would be useful.
What is going to be important for you to note about mentoring and supporting your virtual team leaders? What best practices have you evolved in your organization?

Join me with the hashtag #letstalkvirtual a hashtag I am using for my forthcoming book on Effective Virtual Conversations. I'll be using this hashtag on posts related to more effective virtual conversations as well as virtual team development and virtual team leadership.

Have a great Wednesday,
Jennifer


​Jennifer Britton
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Author of From One to Many: Best Practices for Team and Group Coaching
Follow us on Twitter
@Teams365

Phone: (416)996-8326

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#Teams365 #1088: Top 10  Post AReas of 2016: Virtual Facilitation, Team Building, New LEaders, Feedback, Goals

12/23/2016

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This year marks the end of the third year of daily posts here at the Teams365 blog. It's been quite the journey and experiment of moving to a daily blog format for more than a thousand days! What began as a way to expand readership and visibility of our website with a handful of readers, has grown into thousands of readers throughout the week, the seeds of a couple of new books and more importantly impact and learning for leaders around the world.

Plans are underway for our 2017 blog posts, with a continued daily focus, and some new weekly columns. Our Team Building Tips Thursday will now be joined on Friday by a Flashback Friday section where I'll take a look at past posts from the blog. Let me know by email what you have enjoyed and what other focus areas you would like explored during 2017.

​Here are some of our top posts and post areas for 2016. Let's take a look:

Teams365 #1075 - Linked IN article - 10 Year End Activities to Undertake With Your Team  - Click to read here

​Our Teams365 Team Development Activities Series which will continue into 2017. If you haven't checked out these short posts which usually include a 3-5 minute video, take a look.

​Our Virtual and Remote Team Leader a-z  Posts which were a focus for us this spring - Check the 26 posts out here  

​This led to the development of a new e-book which builds on these posts and goes into 26 essential characteristics of Highly Effective Vritual and Remote TEam Leaders. Pick up a copy at our store for $19 US.

This year I introduced a new cartoon series of Jo, the new team leader. This series focused on some of Jo's key activities such as hosting virtual meetings, and undertaking one-on-ones with staff. View the cartoons here.

​Our global leadership series - Check out these posts here.

​The Foundations of Feedback series in May and June. Check out these posts here.

​The Foundations of Teamwork series - Check out these posts here. This grew into our new Foundations of Tetamwork on-demand course available at the Teams365 Learning Portal.

New Team Leaders series back in August. Check it out here

​You may also be interested in the July and August First 90 Day Video tips I did this past summer as well. Check them out here.

​and finally....and area that will be a huge focus for me in 2017 - the Virtual Facilitation Tips series. Check them out here.


​What did you find to be most useful to you in your work this year? Let us know by commenting!

Have a great holiday week,
Jennifer
​
Jennifer Britton, MES, PCC, CPT
Potentials Realized - Leadership and Team Development, Coaching, Retreats
Author of Effective Group Coaching (Wiley, 2010) and From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013)
Email us to find out how we can support you and your team in getting your best results through coaching, training or a retreat program
​Looking for more cool things to do with your team? Check out our Potentials Realized store for books, emanuals, and the Conversation Sparker Cards.
(416)996-TEAM (8326)


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    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2020.  Jennifer Britton, All Rights Reserved.


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