Remote Synergy: Empowering Teams with Creative Activities and Performance Tools

If you’ve been here a while, you probably know I serve as the dean of the School of Leadership and Interdisciplinary Studies at Trevecca Nazarene University. However, you might not know that most of our team works remotely, some living in the area and some living within a few hours of Trevecca. While remote work has a lot of perks, it’s not without challenges. Since I don’t see my team every day, I’ve learned how to incorporate unity into our routine so that we avoid the common hardships faced by remote teams.

Some hardships remote teams may face include communication barriers, isolation and reduced engagement, diminished autonomy and oversight, inadequate work-life balance, and barriers to performance monitoring. I’m always reflecting on what strategies are working and what needs improvement, to create an environment that is transparent and authentic. Successful teams don’t happen overnight—it’s taken time and intentional investments to get our team where we are today.

In addition to my administrative duties with our remote team, I teach several classes on teamwork and collaboration. I often find myself modifying the content and activities from these courses to use with my remote team since much of it overlaps. I’m constantly thinking about ways remote and hybrid teams can be less siloed, a question that drives much of my work and has inspired me to co-author a book with my colleagues on this topic.

It's taken me and my team a lot of trial and error and perseverance to get where we are today. Here are some things I’ve learned over the years that have led us to success:

1. ???????????? “Teaming” Essentials

I use the phrase “teaming” when referring to the intentional work of bringing our team together. When reflecting on the challenges and solutions for remote teams, I start by focusing on the foundations of any successful group. As Patrick Lencioni, author of The Five Dysfunctions of a Team, asserts, “Building a strong team is both possible and remarkably simple. But it is painfully difficult.” I’ve learned that effective “teaming” begins with developing these essential elements:

●????? Building Trust and Relationships: It’s incredibly important to cultivate trust among team members by modeling transparency and creating an atmosphere of openness. Simple things like organizing virtual or in-person team-building activities can foster personal connections. Sharing goals, challenges, and successes are easy ways to deepen relationships.

●????? Open Communication: Fostering a culture where team members feel comfortable expressing their ideas, concerns, and feedback is invaluable to a successful team. I strive to articulate expectations, actively listen, and understand the perspectives and concerns of team members. Scheduling regular one-on-one and team meetings ensures consistent communication. Don’t be afraid to use tools like Slack, Microsoft Teams, or Zoom for different types of communication needs (instant messaging for quick questions, video calls for detailed discussions).

●????? Accountability and Effective Performance Monitoring: Holding team members accountable for their commitments and deadlines, while not always easy, creates an environment where people are productive and feel valued. If you don’t already, work with your team to set clear, measurable goals and track their progress toward achieving them. Conduct regular performance reviews and check-ins to provide feedback and support.

●????? Combating Isolation and Enhancing Engagement: Perhaps the most difficult aspect of remote teams is the lack of personal interaction. The following procedures help to encourage engagement when you can’t be together in person: providing regular feedback and recognition, fostering an inclusive culture where everyone feels valued and heard, allowing flexible working hours to accommodate personal commitments, and promoting the importance of taking breaks and setting boundaries between work and personal life.

2. ???????????? Bringing the Team to Life

I strongly believe part of our team’s success stems from placing people in the right positions and surrounding ourselves with a staff full of potential. Sure, we can (and should!) focus on developing the essential elements of a successful team, but without the wisdom to hire the right people and use them according to their strengths, we won’t reach our full potential. As Jim Collins, author of Good to Great, says, “Great vision without great people is irrelevant.” By ensuring that each team member is in a role that maximizes their gifts, we set the stage for collective success.

This year, at our August workshop, I invited a colleague who is a certified Gallup StrengthsFinder coach to conduct a session where each team member completed the StrengthsFinder assessment. This workshop aimed to uncover how our individual superpowers can enhance our team dynamics. I've recently integrated this strengths-based approach into my classes, helping students understand and leverage their strengths in teamwork and projects.

Most importantly, our team’s success is driven by humility and passion for our mission, echoing the words of C.S. Lewis: “Humility is not thinking less of yourself, it’s thinking of yourself less.” This shared commitment to our mission unites us and propels us forward.

3. ???????????? Engaging Activities and Assessments

To empower and inspire my team, I utilize various tools such as surveys, activities, games, and assessments. These methods are not just about filling time; they are carefully chosen to meet the needs of our hybrid team. Here are a few strategies and activities, referenced from my co-authored book Empowering Teams in Higher Education: Strategies for Success (Burris-Melville, T. S., Burris, S. T., & Bledsoe, K., 2024), to consider:

●????? Repeating Exercises: Repeating the same activity can yield different insights over time as people change and grow. This allows us to capture new experiences and perspectives.

●????? Personal History Exercises: Inspired by Pat Lencioni, these exercises help team members share personal stories and build trust. Examples include:

• Time Machine Exercise: Ask participants to reflect on what they would change or do if they could go back in time, such as meeting historical figures or participating in pivotal events.
• Fictional Character Resonance: Team members identify a fictional character they resonate with and explain how this character reflects their teamwork style, sparking creativity and deepening understanding of each other's strengths and motivations.

●????? Training Guides: Utilize structured training guides to enhance team dynamics:

• Icebreaker Activities: Simple activities to warm up and introduce team members.
• Trust-building Activities: Exercises to build trust and rapport.
• Problem-solving Tasks: Challenges that require teamwork and critical thinking.
• Communication Games: Games to improve communication skills.
• Personality Assessments: Tools like MBTI or DISC to understand team member personalities.

●????? Assessment Tools: Evaluate various aspects of team performance with assessments:

• Team Dynamics: Measure how well the team works together.
• Communication Effectiveness: Assess the quality of communication within the team.
• Overall Satisfaction: Gauge team member satisfaction and morale.

●????? Engaging Games and Activities: Enhance team bonding, communication, and problem-solving skills with activities like:

• Teamwork Quest: Mission Collaboration: Collaborative tasks that require teamwork to accomplish.
• Virtual Quest: An immersive virtual adventure that hones teamwork, critical thinking, and creativity skills.
• Two Truths and a Lie: A fun game to build rapport and learn more about each other.

●????? Rubrics and Evaluation Criteria: Use rubrics and criteria to assess individual and team performance:

• Team Contract: A written agreement outlining team expectations, responsibilities, and norms.
• Team Charter: A guiding document that fosters a positive team culture and enhances productivity.

While this article contains a lot of information, I hope you can come back to it when you are feeling stuck or needing inspiration. I have faced many of the above challenges in my different roles, but the biggest thing I have done is reflect on what is working and what needs improvement. I’m often asking myself this question: “What is the intention behind what we are doing?” I don’t want to simply go through the motions with our team. I want to be a leader with a purposeful mindset, someone who is intentional even if I don’t see my team every day. Next month, I’ll be talking about the power of intentionality and highlighting some leaders who have paved the way for us—stay tuned!

Dr. Kristin Bledsoe is a leadership educator and the Academic Dean for the School of Leadership and Interdisciplinary Studies at Trevecca Nazarene University in Nashville, Tennessee. She holds a dual role as an Associate Professor, imparting knowledge across a spectrum of programs from associate to doctoral levels, specializing in online learning, teaching, and engagement. Dr. Bledsoe is deeply committed to enhancing student experiences and fostering academic success. She has significantly contributed to the field through her scholarly work, including co-authoring an insightful article on mentoring new online graduate teaching assistants in Taylor & Francis’ Online Journal. Her recent, co-authored publication, "Empowering Teams in Higher Education: Strategies for Success," released in April 2024, highlights her expertise in team dynamics and educational leadership. In recognition of her exceptional contributions to non-traditional teaching, Kristin was honored with the Non-Traditional Teaching Excellence Award. Her credentials are further enhanced by recent certifications as an Emotional Intelligence Practitioner, Cognitive Behavioral Life Coach, and Certified Emotional Intelligence Life Coach. Kristin is also a proud alumna of the Independent Colleges and Universities Association’s (TICUA) Executive Leadership Institute, marking yet another milestone in her career.