{"id":5273,"date":"2020-12-03T13:01:15","date_gmt":"2020-12-03T13:01:15","guid":{"rendered":"https:\/\/glocalthinking.com\/a-framework-for-managing-virtual-teams\/"},"modified":"2021-08-31T10:38:33","modified_gmt":"2021-08-31T10:38:33","slug":"a-framework-for-managing-virtual-teams","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/a-framework-for-managing-virtual-teams\/","title":{"rendered":"A framework for managing virtual teams"},"content":{"rendered":"<p style=\"text-align: justify; font-size: 16px;\"><span style=\"color: #4f4f4f;\">Undoubtedly the new situation calls for new skills. Virtual teams management now being enforced by the pandemic is defining a whole new way of doing things, which is sure to be lasting.<!--more--> This is known today as the &#8220;low touch economy&#8221; which from the point of view of managing work teams entails performing digitally. <\/span><\/p>\n<p style=\"text-align: justify; font-size: 16px;\"><span style=\"color: #4f4f4f;\">This will certainly also endure when the current situation changes, creating new habits and demanding new skills.<\/span><\/p>\n<p style=\"text-align: justify; font-size: 16px;\"><span style=\"color: #4f4f4f;\">Leading a digital team requires from management, a new way of doing things so that the group of people we coordinate performs well. Being a digital leader implies putting new skills into practice. Here we will specifically concentrate on management, by sharing a framework we developed to then highlight the key aspects that make sure we, as digital leaders, do not lose sight of the individual and group needs of our team members.<\/span><\/p>\n<p style=\"text-align: justify; font-size: 16px;\"><strong><span style=\"color: #4f4f4f;\">The key factors for virtual team management <\/span><\/strong><\/p>\n<p style=\"text-align: justify; font-size: 16px;\"><strong><span style=\"color: #4f4f4f;\">Management cycles should be shortened<\/span><\/strong><span style=\"color: #4f4f4f;\"> to a week or a fortnight at most. It&#8217;s like putting milestones on the road, doing signoffs, and giving feedback in shorter stints, so the team and each individual can feel results are being achieved and that their contribution is &#8220;perceived and recorded&#8221;.<\/span><\/p>\n<ul style=\"font-size: 16px;\">\n<li style=\"text-align: justify; margin-top: 0cm; margin-right: 0cm; margin-bottom: 0.0001pt;\"><strong><span style=\"color: #4f4f4f;\">Trust in the digital team<\/span><\/strong><span style=\"color: #4f4f4f;\"> is generated from meticulous touchpoints at the individual and group levels. These touchpoints are thorough meetings or documentation deliveries. The fulfilment of promises (e.g. the start time of a meeting) are experienced as signs of engagement and commitment.<\/span><\/li>\n<li style=\"text-align: justify; margin-top: 0cm; margin-right: 0cm; margin-bottom: 0.0001pt;\"><span style=\"color: #4f4f4f;\">The digital team leader&#8217;s focus must be kept balanced between two essential variables for higher calibre results: <strong>the task and the people.<\/strong><\/span><\/li>\n<li style=\"text-align: justify; margin-top: 0cm; margin-right: 0cm; margin-bottom: 0.0001pt;\"><span style=\"color: #4f4f4f;\">In turn, the focus on people must consider two variables: <strong>the individual approach <\/strong>(focused on follow-up, development, and recognition), and the <strong>group approach<\/strong> (focused on the generation of esprit de corps and team consolidation).<\/span><\/li>\n<li style=\"text-align: justify; margin-top: 0cm; margin-right: 0cm; margin-bottom: 0.0001pt;\"><span style=\"color: #4f4f4f;\">The management cycle, both weekly and fortnightly, passes through three moments: <strong> Initiation, 2. Follow up, 3. Closure and Recognition.<\/strong><\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify; font-size: 16px;\"><span style=\"color: #4f4f4f;\">We have called these moments as follows:<\/span><\/p>\n<table style=\"border-collapse: collapse; table-layout: fixed; margin-left: auto; margin-right: auto; border: none; height: 153px; border-color: #000000;\" border=\"1\" cellpadding=\"4\">\n<tbody>\n<tr style=\"height: 51px;\">\n<td style=\"height: 51px; width: 35px; border-color: #000000;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">1<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 321px; border-color: #000000;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">Initiation<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 178px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">JUMP<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 51px;\">\n<td style=\"height: 51px; width: 35px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">2<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 321px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">Follow up<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 178px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">PUSH<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 51px;\">\n<td style=\"height: 51px; width: 35px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">3<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 321px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">Closure and recognition<\/span><\/p>\n<\/td>\n<td style=\"height: 51px; width: 178px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">PRIDE<\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"color: #4f4f4f;\">The essential variables and moments in the management cycle are brought to life with our key tool: conversations. Such conversations in the digital environment are characterised as precise, concise, and trigger immediate action.<\/span><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0<\/span><br \/>\n<strong><span style=\"color: #4f4f4f;\">A management framework <\/span><\/strong><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0<\/span><br \/>\n<span style=\"color: #4f4f4f;\">Modelling the management cycle and determining the different conversations we should have to ensure a higher level of performance in our teams, allows us to act rigorously and effectively.<\/span><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0<\/span><br \/>\n<span style=\"color: #4f4f4f;\">The diagram below shows the Management Framework and key moments, which proceed from conversations. On the vertical axis, the 3 key variables are: Task (Management) and People (Team and Collaborator). On the horizontal axis, the three moments of the management cycle: Jump, Push and Pride.<\/span><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0<\/span><br \/>\n<span style=\"color: #4f4f4f;\">Next, we will define the focus of each of these &#8220;matching points&#8221;.<\/span><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/span><br \/>\n<span style=\"color: #4f4f4f;\">\u00a0<\/span><\/p>\n<table style=\"border-collapse: collapse; table-layout: fixed; margin-left: auto; margin-right: auto; border: none #000000; width: 557px; height: 1034px;\" border=\"1\" width=\"557\" cellpadding=\"4\">\n<tbody>\n<tr style=\"height: 151px;\">\n<td style=\"width: 49px; height: 151px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-11-82-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 151px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">1<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 151px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">The cycle begins with reinforcing the purpose and working together to explain the specific objectives.<\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">Here it is also important to focus on possible obstacles or barriers, to work on their antidotes right away.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 101px;\">\n<td style=\"width: 49px; height: 101px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-11-82-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 101px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">2<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 101px;\"><span style=\"color: #4f4f4f;\">Go over the rules of the game with the team. Work on which group value we will focus on in this cycle. Break it down to observable behaviours, examples, cases.<\/span><\/td>\n<\/tr>\n<tr style=\"height: 126px;\">\n<td style=\"width: 49px; height: 126px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-11-82-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 126px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">3<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 126px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">With the person, focus on the challenges for the next cycle, their individual contribution, the impact of their work on others. Detect whether the person needs support to achieve their individual goals. Teach and provide tools.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 76px;\">\n<td style=\"width: 49px; height: 76px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-28-87-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 76px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">1<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 76px;\"><span style=\"color: #4f4f4f;\">For the group, identify the progress in achieving objectives to be able to take action against deviations.<\/span><\/td>\n<\/tr>\n<tr style=\"height: 101px;\">\n<td style=\"width: 49px; height: 101px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-28-87-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 101px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">2<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 101px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">Work with the team to strengthen ties and to promt cross-fertilisation and collaboration for undertaking the most complex tasks. A space for exchange is created.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 101px;\">\n<td style=\"width: 49px; height: 101px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-28-87-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 101px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">3<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 101px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">With each person monitor their progress and motivation to be able to offer help or resources. A conversation is created for exchanging ideas to provide support, while strengthening ties.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 176px;\">\n<td style=\"width: 49px; height: 176px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-40-12-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 176px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">1<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 176px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">The cycle is closed with a snapshot of achieved and pending milestones that the team has co-created. A feedback session is held (a meeting in which we analyse what we achieved and what we didn&#8217;t, and we critically analyse how we should have done it). Recognition is given for objectives achieved and unexpected results.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 101px;\">\n<td style=\"width: 49px; height: 101px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-40-12-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 101px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">2<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 101px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">We give recognition to the team and dedicate a timeslot for the celebration, using digital group methods. We strengthen the esprit de corps.<\/span><\/p>\n<\/td>\n<\/tr>\n<tr style=\"height: 101px;\">\n<td style=\"width: 49px; height: 101px;\"><img decoding=\"async\" src=\"https:\/\/glocalthinking.com\/wp-content\/uploads\/2021\/08\/image-Jul-02-2020-04-38-40-12-PM.png\" \/><\/td>\n<td style=\"width: 38px; height: 101px;\">\n<p style=\"text-align: center;\"><span style=\"color: #4f4f4f;\">3<\/span><\/p>\n<\/td>\n<td style=\"width: 470px; height: 101px;\">\n<p style=\"text-align: justify;\"><span style=\"color: #4f4f4f;\">An exchange is set up for discussing individual achievements, learnings, challenges for the next period. This closure meeting is used for giving recognition. <\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><span style=\"color: #4f4f4f;\">Each of these &#8220;matching points&#8221; during the management cycle gives leaders an excellent opportunity to make adjustments and strengthen ties. The biggest challenge is to maintain a balance between focusing on the task and focusing on the people.<\/span><\/p>\n<p><span style=\"color: #4f4f4f;\">Those who coordinate digital teams and succeed in improving their management skills will not only achieve higher calibre results in the short term but will also generate a large competitive edge that will contribute to their personal brand.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Virtual teams management now being enforced by the pandemic is defining a whole new way of doing things, which is sure to be lasting.<\/p>\n","protected":false},"author":6,"featured_media":339,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[343],"tags":[230,231,222],"class_list":["post-5273","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-digitization","tag-featured","tag-leadership"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.1 - 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Tiene una intensa vida acad\\u00e9mica: dirige el Programa Executive de Recursos Humanos y es profesora del MBA en la Universidad Torcuato di Tella y colabora con prestigiosas universidades de Argentina y del exterior. Desarroll\\u00f3 parte de su carrera profesional en el Grupo Techint y fue Directora de Recursos Humanos de Claro. En julio 2011, se lanz\\u00f3 su primer libro Turbulencia Generacional y en 2012 su segundo libro, El Salto del Due\\u00f1o sobre el proceso de profesionalizaci\\u00f3n de las empresas de due\\u00f1o. Ambos son bestsellers entre los libros de management en Argentina. En noviembre de 2016 se lanza una colecci\\u00f3n de minibooks, Herramientas para L\\u00edderes del siglo XXI, dirigida y editada por Paula, con los primeros seis t\\u00edtulos. En 2017, lleg\\u00f3 a las librer\\u00edas su \\u00faltimo libro, Desencajados, sobre los cambios en el mundo del trabajo. Para noviembre de 2017, una segunda temporada de las Herramientas para L\\u00edderes, con 6 nuevos t\\u00edtulos de minibooks. 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