What challenges do remote teams face with team mentoring outcomes, and how can executive coaches help?

In my current role I run 3 group coaching sessions/ month for internal teams. They provide a number of benefits 1 They help build relationships between people who might meet very infrequently otherwise 2 They help everyone realize they aren't the only person struggling with a given topic 3 They are a great way to crowdsource possible responses to novel or unique challenges 4 For newer team members its a good way to build credibility with their peers (listening, asking good questions) as they build their knowledge 5 For tenured team members it is a stepping stone to more formal SME or leadership roles 6 Bringing cross functional groups together reduces silo thinking As managers do not attend these sessions are also a safe space to sound off

Falar em trabalho remoto já me motiva. Com as equipes que ministro mentoria remota, um dos problemas é o fato delas serem heterogeneas, e isso é muito bom mas, o coach executivo trava uma batalha com aqueles que entendem a importancia e os que n?o entendem. Sempre que há um impasse ou conflito na mentoria em grupo, chamo aquele membro do time em especial para um bate papo individual para sondar e descobrir o que realmente afeta este membro e como ele vem se sentindo e de que forma vou ajuda-lo. Acredito também que deixar metas individuais claras e sem protecionismo, ajuda a minimizar provaveis conflitos referente a entrega e gera aumento da confia??o no coache executivo.

Good question! Executive coaches play a crucial role in mitigating these issues by providing tailored guidance to remote team leaders. They can offer strategies for enhancing virtual communication, facilitating team cohesion, and fostering a culture of continuous learning. Additionally, executive coaches can assist in navigating the unique dynamics of remote work, promoting effective mentoring practices, and ensuring that team members feel connected and supported. Through targeted interventions, executive coaches contribute significantly to overcoming challenges and optimising team mentoring outcomes in remote settings. Hope that helps!

Las barreras de comunicación son espejismos que vemos porque nuestra visión del contexto se empa?a con creencias, preferencias, simpatías, antipatías, o prejuicios con respecto a personas a quienes a veces recién vamos a conocer. Nuestra actitud es lo que definirá la calidad de los resultados, y propiciará mecanismos eficaces de retroalimentación tutorial; esta actitud es (i) conciencia de ser ante todo, personas, luego, competentes, que (ii) respetamos y merecemos respeto de las personas -dependientes, pares, jefes, tutores- con las que interactuamos en cada misión, y (iii) aceptamos por propia voluntad reglas de juego que definen las relaciones de autoridad, responsabilidad, dependencia, retribución, horarios, entre otros.

Effective communication is the most important skill to master and is key to leadership and teamwork. Remote teams can work better if they become aware of the individual and collective communication barriers. Coaching process increases awareness both at the individual and team level about what is in the way of effective communication. Most important obstacles are: not listening actively, misalignment of goals and purpose, lack of empathy and trust, avoiding conflict, avoiding emotions of others, choosing wrong words and/or the wrong communication channel... Through coaching and mentoring , it is possible to help people develop communication skills and unleash their potential to become a team member who excels in the team and for the team.

En mi experiencia, nada logra una mayor confianza de forma más ágil que compartir una historia (o usar storytelling). No es fácil tener una conversación con alguien que sólo conoces por videollamada, una gran parte de la comunicación no verbal se pierda fuera del marco bidimensional. Por consiguiente, la comunicación verbal debe ser más rica y debe usar elementos de empatía mayores. Yo suelo compartir mis experiencias con mi equipo de trabajo remoto en una sesión exclusiva de "café" digital, que pretende suplir a las charlas a lado de la máquina de café. Buscar estos espacios de forma consciente es indispensable para no enrarecer el trabajo remoto.

In my experience, this is the challenge for which solutions are emerging and evolving. New recruits (fresh as well as experienced) in the team really go through the steep and long learning curve as they find themselves in silos leading to trust, rapport, and psychological safety issues. In addition to the already mentioned aspects, a team coach plays a crucial role in guiding conversations focused on building trust. Furthermore, the coach can assist the team in developing a support structure that they can rely on.

Prior to helping a team create a shared vision and purpose, one of the best things an executive coach can help a team do is to clarify and codify individual values that roll up into a shared team values set. With those values set, establish clarity on how the team values are aligned with the business goal. We all want to feel aligned personally to whatever goal is before us.

Executive coaches prove invaluable in tackling the challenge of building trust and rapport within remote team mentoring. They design activities fostering personal connections, essential for trust. Providing guidance on virtual trust-building, coaches stress reliability and consistency. In coaching sessions, they address trust issues, aiding team members in developing crucial interpersonal skills. By creating a supportive environment and emphasizing transparent communication, executive coaches play a crucial role in establishing trust, vital for the success of team mentoring in remote settings.

Organize virtual team-building activities that facilitate informal interactions among team members and mentors. These activities could include virtual coffee breaks, online games, or team challenges. The aim is to create spaces where individuals can connect on a personal level, fostering a sense of camaraderie that goes beyond the formalities of work-related discussions. Encourage regular, structured check-ins among team members and mentors. These sessions should go beyond project updates and touch upon personal experiences and challenges. Additionally, establish open communication channels, such as virtual suggestion boxes or dedicated discussion forums, where team members and mentors can share their thoughts, ideas, and concerns freely.

One aspect that employees find truly valuable is to be able to plan their development when their managers are invested in it too. The trouble with remote work is that it's very hard for employees to observe and learn from others. Hence support in the form of a coach to help decode the learning areas and build a plan that can be followed through and measured is very valuable to team members. Sharing vivid examples about what is the desired standard goes a long way in bridging some of the challenges of learning in remote teams.

In my opinion, 2 tips: 1?? Tailored Mentoring Programs: Remote teams grapple with diverse skills and experiences. Crafting personalized mentoring programs led by executive coaches aids in addressing these gaps. By aligning mentors and resources that match the team's unique needs, growth becomes more targeted and impactful. 2?? Fostering Adaptability: Distractions and isolation often hamper focus and well-being. Executive coaches play a pivotal role in bolstering adaptability, resilience, and creativity within remote teams. Introducing diverse challenges and perspectives helps in fortifying their ability to pivot, innovate, and thrive amidst changing environments.

One-on-one Time. Once the majority of knowledge workers went remote or hybrid, the number of virtual meetings in a day went off the charts. Even employees returning to an office space now spend the majority of their days in virtual meetings. What's missing is the one-on-one mentoring that used to come from the increased time that leaders used to have in their workday to devote to leadership, mentoring, impromptu phone calls, and creative collaborative endeavors. Executive coaches can help fill that gap for individuals that are craving that one-on-one coaching and workshopping of solutions to their issues.

Executive coaches aid remote teams in overcoming learning and performance gaps by, for example: 1. Conducting Targeted Assessments: Pinpointing specific areas needing improvement. 2. Developing Tailored Training: Creating customized programs for team needs. 3. Providing Individual Coaching: Offering personalized sessions for skill enhancement. 4. Fostering a Culture of Continuous Learning: Encouraging ongoing development and innovation. 5. Guiding Effective Tech Use: Advising on e-learning and collaboration tools. 6. Setting and Monitoring Goals: Establishing clear objectives and tracking progress. 7. Encouraging Collaborative Learning: Promoting knowledge sharing among team members.

In my experience, tackling the challenge of balancing structure and flexibility in remote team mentoring is significantly aided by executive coaches. They assist teams in defining a mentoring structure aligned with goals and organizational culture, guiding the setting of clear objectives and roles. Emphasizing adaptability, coaches encourage flexibility for innovation and continuous learning. Their guidance ensures the right balance, avoiding rigidity while maintaining direction. Ultimately, executive coaches play a crucial role in optimizing team mentoring benefits by navigating the delicate equilibrium between structure and flexibility in remote settings.

I am lost or doubtful. What is team mentoring and what isn’t team coaching?

It's important to clearly understand the differences between managing, mentoring, and coaching employees. Each term has a different focus and outcome. Start by creating a shared organizational understanding of what each one means. With this understanding, you can then identify the best tools and approaches based on their staff's remote, hybrid, or on-site work locations.

I myself observe this challenge. 1. Lack of Personal Connect & Emotional Aspects Challenge: Remote teams may struggle to establish personal connections, impacting team cohesion. Executive Coach's Role: Facilitate virtual team-building sessions that focus on personal connections. Encourage leaders to incorporate informal interactions into virtual meetings. Provide guidance on creating a positive remote team culture. 2. Balancing Work and Well-being Challenge: Remote work can blur the boundaries between work and personal life, impacting well-being. Executive Coach's Role Advocate for work-life balance practices. Provide strategies for managing stress and preventing burnout. Encourage leaders to prioritize employee well-being.

Después de muchos a?os de ejercicio profesional, considero cada vez más relevante que los coaches ejecutivos prestemos atención a la diversidad, equidad e inclusión, para ayudar a los equipos remotos a identificar y gestionar sesgos, así como a asumir la responsabilidad en la generación de espacios de trabajo psicológicamente seguros.