How can you effectively manage a team across multiple locations?

No matter how techno savvy manager you are when it comes to manage the team,one need to connect with them wholeheartedly. Secondly you need to understand them and their problems as if it’s your issues and problems. If you could able to do this I am sure most of the problems of handling team no matter whether it is at one location or multiple locations will get resolved.

Different locations..??. its different living rooms or kitchens now. Yes it may be different time zones as well. Regardless its about creating a community and that starts with learning what makes everyone tick, their likes and dislikes. Understand how the team can work together. So spending time , laughing , non work related chat. Encouraging camera on calls for just water cooler moments. Encourage supporting each other and regular checkins. Do all that and the rest naturally follows. But mostly be kind , considerate and be approachable.

In my experience the best way to Coach players throughout multiple locations is having alignment. Coaches need to be on the same page and continue to enforce and communicate the same philosophy. When all are aligned it’s easier to get buy-in from both players and staff. It doesn’t mean that everyone coaches or teaches the same but the outcome is based on a common goal.

This is focusing on how to manage, so the word, lead springs to mind, and when its multiple locations, we cannot assume that means, global, as it could be national, so checking with everyone in time and schedule. Once everyone checks in for the meeting, leading the meeting effectively, means being prepared for the time allocated for the meeting and the agenda for the meeting, and making sure you include everyone and utilize their skills and ask questions accordingly to each person and every person. Leading, engaging, and personalising are all key skills. I am a strong advocate for not just what you say, but HOW you say it. Very important. People are attracted and inspired by attractive and inspiring people, so smile and be positive.

Ensure everyone is familiar with the "meeting "platform, calendar, the time zone. Schedule a demo brief so everyone is introduced to the new meeting scheme. The success of the demo is going to be the success of your next meetings in term of shows, availability, schedule etc.

Choose the right tools for the team. With tech teams I have found that chat tools are invaluable when communicating with each other and very quickly become the most dominant form of communication. Sales and customer facing teams however, always value that regular F2F contact be that over a video call if it cannot be in person. The trick is finding the right combination of approaches and frequency of communication touch points for each team.

Create a common language and build a shared understanding. Over-communicate. Where possible talk of common vision and Goals. Make constraints visible so there is empathy. Have policies around shared workflow and transitioning states of the work. Update policies regularly and create a culture of safety where everyone contributes to improving their internal ways of working.

Certifique-se de que todos os membros da equipe estejam ambientados no uso das ferramentas e processos de colabora??o. Ofere?a treinamento conforme necessário para garantir a eficácia das opera??es. Solicite feedback contínuo sobre a usabilidade das ferramentas e processos.

That’s really an important foundational element. Having led a global team across all continents, i like to picture that as bridges connecting the different locations with communication highway where everyone can meet, exchange ideas, and collaborate seamlessly. Check in with the team on any challenges, prod and cons for the existing tools and/or the ones to be implemented. Be mindful of time zones differences. Use scheduling tools to find suitable meeting times and be clear on whether participation is mandatory or optional. Implement rotating meeting schedules to accommodate different time zones and respect off-hours communication preferences.

When establishing your online presence (for example), it's important to focus on a few specific platforms and tools. From my experience, being active on three platforms works well. This approach allows you to maintain quality content while effectively tracking your progress.

Be vulnerable. Show emphathy. Model the behaviours you seek. You don't really know what they're experiencing. So give grace. Celebrate even small wins. Make work fun.

Effectively managing a team across multiple locations involves a strategic blend of communication, trust-building, and continuous learning support. Establishing clear communication channels, leveraging technology for seamless collaboration, and fostering an inclusive team culture are key. Prioritize transparent and open dialogue, encourage knowledge sharing, and be mindful to invest in learning development opportunities. By nurturing trust and promoting a culture of continuous growth, you create a resilient and high-performing team despite geographical distances.

Build trust and rapport with your team but don’t forget your stakeholders! Since you are not physically present with your employees, the respect and smoothness of your team’s operations will significantly depend on the value they add to both business and people. ? Be a genuine business partner, and demonstrate a tangible contribution to cost reduction, efficiency improvement, and enhancing customer experience. ? Assess the impact of your contributions on key business aspects and publicize it

The way to get your team to collaborate and be actively engaged is to build a good rapport from the offset. In my experience people are far more interested and willing to engage once there is a relationship established. You need to build trust by talking to time to talk to your team on an individual level first, get to know them and understand them. Then be open with them about yourself too, how you work and how you want to team to work.

Trust is the glue that holds a team together across distances. Include regular check-ins, foster open dialogue, promote and role model psychological safety, celebrate vulnerabilities as strengths, and dedicate some time for casual conversations beyond work topics.

Always make sure you involve everyone , ask questions, ensure feedback and brainstorm often. Set clear goals, discuss VALUES, record feedbacks and apply. Plenty of active listening and engage interactivity among staffs, team, employees.

- Feedback is very important, and as Marshall Goldsmith would say, try feedforward, it is even more important and more effective. - Just as plants need the right balance of sunlight, water, and nutrients to flourish, team members thrive when offered well-balanced, constructive feedback and motivating feedforward. - ensure that it is done regularly and frequently, individually and collectively, not only at performance review cycles. - remember that recognition is the fuel that ignites motivation and commitment. Implement virtual recognition “ceremonies”, send personalized notes of appreciation. Coordinate with local HR or Internal communication colleagues to offer a private and public acknowledgment.

Based on my own experience collaborating with a team dispersed across different locations and diverse backgrounds, I strongly believe in the power of recognition. For instance, utilizing features like LinkedIn Kudos has been effective. It makes your teammates feel appreciated and valued, which is exactly the atmosphere I strive for. It's crucial that they recognize their importance because collectively, we accomplish exceptional work together.

Coaching is best way to support learning and development of team members, it will help you to understand their aspirations and also how they are doing in their current role. With right coaching you can guide them to right path for learning and where to focus to achieve better results. At end learning is something which is always self driven and it will give maximum benefit when done whole heartedly.

In the corporate world, individuals garner respect through their attitude and the value they contribute to both business and other employees. For a team to maintain this respect, continuous honing of skills and growth is essential. Foster a culture where respect is earned, and empower the team to operate smoothly and efficiently, Show genuine interest in your team's growth. Your team members should view their time with you as both enjoyable and professionally enriching

It's very important to allow space for mistakes and the relevant learning and development that results. Not doing this stifles growth and encourages a culture of cover up.

Begin by establishing transparent communication and accountability channels, utilizing technology to facilitate at least weekly updates through virtual meetings. Allow the Team to clearly define roles, responsibilities, and expectations to ensure everyone is aligned with the team's objectives. Foster a sense of unity through team-building activities, even if conducted virtually, to strengthen interpersonal relationships. Implement project management tools (as simple as an Excel spreadsheet) to track progress and deadlines, promoting accountability and visibility. Emphasize a balanced work-life dynamic by encouraging autonomy and trust among team members, promoting a results-oriented approach.

A team will always perform at their best when we are actively giving them the avenue or means to learn and improve their skills. Facilitating training sessions or skill refreshers is always a good start in honing your team’s confidence and skill development.

Think of diversity as a puzzle or a mosaic where different pieces come together to create a beautiful picture. If one piece is not included, the picture will not be complete. Adopt a cultural humilty mindset, recognize that you may not know everything about everyone, do not assume, show curiosity and ask questions using appreciative inquiry. Encourage open discussions on cultural differences. Make sure that you and every team member is contributing to create a warm welcoming space for everyone on your team and beyond. Celebrate cultural holidays and seize them as opportunities to invite team members to share with team on their culture.

If you haven't had experience working with diverse teams, you might wonder how to effectively communicate with them or harness their strengths for your project. It can seem like a challenge. In such cases, I advocate for valuing and respecting each team member's cultural identity. By aligning these values with your brand, it can lead to achieving remarkable results.

The country navigator tool is essential to understand how we can gather feedback from diverse teams. We also need to be mindful that English is not the first language for many countries. So agenda and reference resources should be shared beforehand to help them prepare. Last but not least, basic respect- we let the person finish what they have to say and do not interrupt. Heated discussion is not valued in Asia countries compared to low context countries like Denmark and USA. Colleagues from Asia with high power distance cultures prefers to raise their “virtual” hands to share their opinion. Otherwise, I do a Roundtable to make sure all voices are being heard.

Build a culture of curiosity. Manager and team members should be curious to learn how and what each other is up to periodically, in order to learn/gain knowledge and support, not to control or intimidate. These checking-in with each other should be honest exchanges.

Showing appreciation in a virtual team is so important to build morale. 2 favourite ways I find works: 1. Translate virtual to physical - Send real gifts as token of appreciation to colleagues’ doorsteps for major events like childbirth, birthday, work anniversaries. I personally love global gift redemption shop snackmagic.com which makes logistics seamless. 2. Set aside min 1 meeting per year to not talk about work progress but only to show gratitude and recognise team’s achievements. This could be 45 minutes of virtual games to build a sense of camaraderie e.g. best dressed competition, sharing of a childhood photograph etc etc

I agree strongly to 3. Build Trust and Effort but it does not happen instantly. You have to encourage Freedom with responsibility and micromanagement. 1. Encourage face to face discussion via skype, teams etc. Having touch points only via emails can hinder team building (I have known teams fail doing that) 2. Budget for short term / long term travel between locations. Immersion is the best way to get the team working together.

Factors I would also consider when managing team across countries: * Respect time zone differences and take such into consideration when scheduling meetings * Avoid the tendency to refer to the previous jobs/organisations (i.e. my previous org/company had much better system/policies/flexibility…etc) - maybe such is true, but since you are already in the new org. - it is crucial to be part of it and show the ability to make changes from within * Respect is earned, not given - one needs to demonstrate the ability to be in that position as people in the team across countries expect to see how you could help them or bring resources to solve their problems - not simply ticking boxes and checking numbers

It is all about building bridges, not just through technology, but through authentic interactions and clear, consistent communication. My approach is simple: keep the human element at the forefront. Regular video calls, open feedback channels, and informal catch-ups help maintain a personal touch. It’s vital to ensure each team member feels seen and heard, regardless of their location. I encourage sharing successes and challenges alike, fostering a supportive atmosphere. This approach helps in creating a cohesive unit, driving collective success while respecting individuality. True leadership transcends physical boundaries, and it's about making every team member feel like they are an integral part of the team.