You're leading a remote entrepreneurial team. How do you ensure accountability and drive results?

Liderar un equipo emprendedor remoto es todo un reto, pero es manejable con una buena dosis de organización y comunicación constante. Para asegurar la rendición de cuentas, es crucial establecer metas claras y realistas desde el principio, así como mantener reuniones regulares para revisar el progreso. Además, fomentar un ambiente de confianza y transparencia ayuda a que todos se sientan responsables y comprometidos. Utilizar herramientas de gestión de proyectos también facilita el seguimiento de tareas y resultados, y ofrece una visión clara del desempe?o de cada miembro del equipo.

Particularly in tech, setting stretch goals sound trendy as one "aims for the moon". However, the clearer one can be with goals, the better. One should be able to monitor the goals, as well as be able to measure them - this allows for accountability, and also the chance to refine the goals. Communicating with your team is also essential, to ensure they are understanding what is expected of them individually and as a collective team.

In my Opinion , Leading a remote team requires a different approach. While clear goals and procedures are important, building trust is essential. Empower your team to work independently while providing regular feedback and support. Celebrate successes to boost morale. Effective communication tools and open dialogue are key to maintaining accountability and driving results. Remember, a strong remote team is built on trust, clear expectations, and mutual respect.

Setting clear, measurable goals is key for guiding your remote team. Clearly communicate these goals and regularly check in to track progress. This approach keeps everyone focused and in tune with how their work impacts the company's success.

Ensure accountability in a remote team by scheduling regular check-ins and setting clear expectations for tasks and deadlines. Use project management tools to track progress and facilitate collaboration. Foster open communication and provide support when needed, creating an environment where team members feel motivated and responsible for their contributions.

Annual our quarterly reviews at a high level are helpful, but it can be too late if there is an underlying issue not addressed. With regular check-ins (depending on the person, whether more formal or more informal) can help set the tone for the quarter. These sessions should be a two-way communication between employer and employee, to break down the tasks and ensure there is an agreed consensus. One can also use tools to ensure necessary deadlines are met, and then a debrief is scheduled after to refine the approach going forward.

Set up frequent one-on-ones to discuss progress, tackle any issues, and provide feedback. These meetings help reinforce what’s expected and let team members voice their thoughts, allowing you to adjust plans or workloads as needed.

Schedule regular check-ins with your team to monitor progress and address any issues. These check-ins provide an opportunity for open communication, feedback, and support. Regular updates help maintain momentum and ensure that team members stay on track with their tasks and responsibilities.

I have seen companies switch their tools based on what is the "flavour of the month" but there is not a great adoption company wide, and the licenses eventually expire. A key way to gain greater adoption of the tools is to find out what communicative style people understand and prefer. The tools should be there to improve your workflow, not add feel like a full-time job in learning and using them. Tools I recommend for communication: Slack, MS Teams, Whatsapp and Email.

Using the right tech tools can make a big difference. We use project management software like Trello and communication platforms like Slack to stay organized and connected. Once, during a tight deadline, Trello helped us keep track of tasks and ensure nothing fell through the cracks. It’s like having a digital command center where everyone can see what needs to be done. And other tools like Zoom for face-to-face meetings and Miro for collaborative brainstorming sessions are helpful. Integrating automation tools like Zapier can streamline repetitive tasks, saving time and reducing errors. These tools create a cohesive virtual workspace where collaboration and productivity thrive.

In an office, leaders manage by sight. It's easy to notice when someone isn’t busy, is on their phone too much, or takes long lunches, and they give them more work. If they’re busy, they leave them be. Many managers try to replicate this approach in a remote environment using technology – monitoring screens, keystrokes, or mouse movements. This is an extremely fast way to destroy trust. You don’t need to see your employees to know they’re doing their job – results matter most. Managing by objective means setting clear expectations and regularly checking progress. It’s challenging at first but becomes easier and more effective.

Trust your crew to handle their tasks and manage their time without micromanaging. Encourage everyone to be open and honest, especially about challenges or mistakes. This not only keeps things transparent but also helps you quickly solve any issues, keeping the team moving towards your goals.

I have successfully led teams remotely without being a helicopter leader or micro-managing. Managers/leaders face problems with their teams when they don't have :- - clarity on their own goals and timelines - defined processes - effective communication skills - performance oriented leadership skills - a credible environment As such, foremost, know the exact output you require from your team with TAT - communicate that and make them entrepreneurs of their own work. This will inadvertently make them accountable. Definitely monitor but set monitoring timelines as well. Do not hover. Your team will be more productive when you share a sense of belonginess and shall champion work when you acknowledge their efforts.

Personalized management is an effective leadership strategy. Leaders may cultivate a workforce that is more engaged, productive, and fulfilled by acknowledging and addressing each team member's distinct needs, capabilities, and shortcomings. This entails communicating with empathy, actively listening, and adjusting challenges and support to each person's level of development. The benefits in terms of worker happiness, loyalty, and team performance are significant, even though it takes more time and work. For best outcomes, it is imperative to strike a balance between individual attention and team aims and objectives.

Tailor your management to fit individual needs—some might need frequent check-ins, others more freedom. This personalized approach not only makes your team feel valued but also boosts their productivity.

Personalizing your approach to each team member can help to develop a more genuine relationship with each member of your team. Coach them to where they want to be. I have a team member who is dealing with some serious personal issues, I just had a conversation with them and made the expectations clear for what the team needs to accomplish and allowed them to commit to the level at which they were comfortable performing at for a specific period time, which we both agreed on and will revisit the topic at the conclusion of that period to see if they are ready for a higher level coaching or redefining how we move forward. This shows that they are valued as a person, and I am wanting to set them up for success while keeping communication open

Personalizing management for a remote entrepreneurial team involves tailoring your leadership approach to meet the individual needs, strengths, and working styles of your team members. Here’s how you can do it: Understand Individual Strengths and Weaknesses: Take time to get to know each team member’s skills, strengths, and areas for improvement. Assign tasks that align with their strengths and provide support where needed. Personalized Communication: Adapt your communication style to suit each team member. Some may prefer detailed written instructions, while others might benefit from face-to-face video calls.

Recognizing and celebrating success keeps the team motivated. I make it a point to acknowledge individual and team achievements, both big and small. During our remote product launch, I sent out personalized thank-you notes and organized a virtual celebration. It boosts morale and keeps everyone motivated. One cam set up a monthly “Employee of the Month” award and a “Wall of Fame” on their internal platform to highlight accomplishments. We use digital gift cards and shoutouts during team meetings to show appreciation. These gestures, both big and small, help build a positive team culture and reinforce the importance of everyone’s contributions.

Ownership creates accountability. One way to create ownership is to connect the work to the person. Understand who the person is, which includes: What they value at their core. The type of work/projects that excite them. Where they want to be in 1-3 years. How they need to grow/who they need to become to create what they want. If done correctly, you'll no longer have to follow up on everything and will be creating leaders who own their work and are self-accountable.

You're leading a remote entrepreneurial team. How do you ensure accountability and drive results? The best way to ensure accountability in my experience is to ensure that every one on the team is "all in" and that they have some skin in the game. I do not want to have to motivate my team to succeed everyday. They have to be hungry for success themselves. When they realize that the success of the team has a direct positive impact on their own success, everyone brings their A game and do not need external motivation to get the work done!