Designing and Leading Hybrid and Remote Teams that thrive!
It comes down to:
great team and role design,
trust, respect, & fun,
clear expectations including boundaries,
technology plan,
connection, collaboration, and
creativity, andthe desire to see them soar!
We’ve been designing and building great teams in businesses for decades, and we’ve learned along the way that one size DOES NOT fit all!
Watching each team member soar has to be the ultimate reward when leading teams! It’s a joy to watch, but the pathway to this moment requires great design, great members, a clear mission and desired goals, great skills, commaraderie, communication, and fun!
Each team leader, role, team, and individual member is unique. The team’s purpose or goal is also unique, so understand both and how to design and build to achieve both is essential and when designing hybrid or remote teams there becomes an additional dimension to consider and that’s CONNECTION and REMOTENESS.
To build Connection and reduce Remoteness we recommend focussing on frequency, duration, proximity, and location. Each of these core areas are the building blocks of connection and reducing isolation or remoteness. Developing strategies or actions to improve each of these in your teams will help you to determine and communicate how the team will connect, support, and lead each other.
As new members consider being part of teams, this information will provide them with the opportunity to understand if the design of the team is right for them BEFORE they say yes!
How to Build a Remote or Hybrid Team
To help you build a great remote or hybrid team(s) here are a few design considerations :
COMPANY
Build your Employer Brand that will enable you to attract and build a ongoing pipeline of talent interest.
TEAM LEADERSHIP
How will show and encourage inspiration, trust, respect, and fun to each member?
What communication and collaboration technology will you provide and promote?
How will these platforms be communicated in terms of expectations and boundaries?
How will the team socialise, celebrate, connect, & collaborate? Frequency, format, duration.
Will you and how will you encourage creativitity and innovation?
How will you expect difficult conversations be handled?
What support crews are available to the team and how do they contact them? For example - IT, HR, Accounting, Marketing, Coaching, Operations.
TEAM
What’s the goal of the team?
How will you onboard, induct, and offboard each team member to the team, and their role?
INDIVIDUAL
What’s the goal of the individual role?
Who will be this role’s backup if required?
What outcomes do you need this role to deliver, including when and how such as work delivered in document style, face to face, or a virtual presentation?
What type of person does this role suit i.e. what’s their Motivator (visit our What Motivates You)? Knowing a person’s Motivator will assist in sourcing the best person available in the market.
What skills, experience, or knowledge does this person need to know or hold.
Designing great teams is an Art and can take iterations but it all starts with thoughtful and careful design.
How We Can Help You!
If you are building a new team, or need to improve an existing team, reach out or book a chat! We’d love to take those team frustrations away and action those goals you hold through our Consulting and Coaching, or Training Workshops.
AGILITY BUSINESS | Where Ambition intersects with the Science of Business and People.
Disclaimer - This information is designed to be general business and employment information. You should seek professional advice that is based on your business circumstances prior to its use. Purchasing and/or utilising any of our templates, tools, agreements, documents does not constitute professional advice including legal advice.