Vous êtes un chef d’équipe à distance qui souhaite améliorer la dynamique d’équipe. Quelle est la meilleure façon de le faire ?

As a team leader, you need to earn the trust of your team members and this begins with showing real interest in them as persons and obviously in their work or better yet, the outcome they produce. Regular team meetings are useful, one on one, even remote are the next best but ultimately you need to have a good sense of the pulse of the team. Why not a survey, such as the Team Spirit Indicator? Both team leader and the remote team learn about themselves, the inner mechanics of the team and what really needs fixing while also recognizing the team's strengths. Last but not last, have a safe space, whatever its form, where team members share their life experience including beyond work. It is truly about experience rather than location.

Leading a remote team is a challenging task and needs fine skills to manage multiple perspectives and understanding of cross-cultural sensitivities. Team bonding in the absence of joint coffee breaks, closed room huddles and face to face catch up needs focus. Clearly communicate your team expectations, be transparent and approachable, ensure that your virtual team meetings enable healthy discussion and exchange of ideas. Build trust between team members by fostering an environment of caring and sharing. Make use of virtual team building trainings and activities to strengthen team spirit and collaboration. Manage conflicts early on and guide team members towards conflict resolutions. Celebrate the team and their contribution.

Setting specific goals, such as improving communication or breaking down silos, can address team challenges effectively Eg, implementing daily stand-up meetings improved communication in the marketing team. Fostering collaboration through cross-departmental training and team-building events helped break down silos in the customer service team. Celebrating achievements, like organizing virtual team parties, reinforces company values and boosts team morale. Measurable and time-bound goals, such as tracking feedback frequency or resolving conflicts, ensure progress and success in areas like feedback skills within the development team.

In my experience, we all have something to contribute. I do not show up on the job being the leader. I am more interested in seeing my “leaders to be” rise to that role. I let the team find their natural balance. Part of that is allowing them to build self confidence and a peer network. These things are important in life. And life goes on for… for along time. In a high pressure environment, that added dynamic is where you start seeing the team gel. They know each other, know each others strengths and weaknesses. Because in the end, it is the team that succeeds, not the individual. If I walked in, took the leadership role, I would not be doing my teammates any favors. This is my experience. It has worked for me.

- build trust and be transparent - check in with the team consistently - have one-on-ones for better support - share ideas and have open dialogue

Goals and how they are defined can make or break an effort to build productive workshops. Especially when working remotely, it is imperative to identify clear goals and communicate those effectively. The target should always be large in scale and expressed in a short sentence. For example, the goal is to achieve 105% of the quota by the end of Q3. When the goal is simple, it becomes easier for the tasks to achieve to be identified and outlined.

To enhance team dynamics as a remote team leader, a pivotal starting point is ensuring team members feel heard, supported and celebrated. Encouraging each team member to contribute their unique intellect and experience helps with collaboration. It's crucial to recognize and appreciate various skill sets and roles within the team, exemplify leadership qualities and encourage knowledge sharing. Regular check-ins, one-on-one meetings, and constructive feedback builds strong relationships and ensures that team members feel valued. Investing in diverse training and development opportunities, utilizing technology for seamless collaboration, and leveraging your team's skill sets will contribute to an environment where everyone can thrive. Adapt!

My team and I have facilitated over 1200 online events for companies around the world and, in my experience, the more thought a manager puts into the intended outcomes, the better prepared we are to deliver an impactful program.

Virtual Team Builders Constant Communication Have one on one's that are genuine check ins/get to know you sessions. The more you understand of your employees the better equipped you are to help them.

One of the best and most overlooked ways to improve team dynamics in a remote work environment are team huddles. Team huddles do not follow the script of regular meetings and are usually designed to be short check in’s to focus on what’s most important. It gives the team an opportunity to bring their greatest challenge with them, allows the team members to engage with one another to solve the issues, and gives all of the team access to the leader in real time. They can serve as both an energy boost and a trust builder for your team, all while giving the team members the autonomy they need and desire to do effective work. Structure your huddles in a way that gives team members an opportunity to be seen and heard, and always thank them!

Once you’ve identified your goals, you’ll be faced with many team building options. Choose carefully because most suppliers who provide group activities label them as “team building”. Is online trivia really team building? It’s fun and the group will share some laughs, but it is more of a team bonding activity. Are online escape rooms more appropriate? Potentially. The benefit of the activity really depends on how much effort you put in debriefing the activity to link the experience to your learning objectives.

You must be agile to adjust to the nuances of your team. Some teams naturally connect and engage, some need a little more encouragement. Know that one size does not fit all.

Another thing to do when trying to improve on team dynamics is to select the activities you want the team to try. You’ll want to make sure the activities are team oriented activities that can bring everyone together and on one accord as a team.

Preparing logistics is a key component to improving your team’s dynamics . When logistics are in place everything else just seems to flow. However when logistics is all over the place it feels as if things were rushed and ultimately missed.

I found out that using breakout rooms encourages intimacy and deeper connections. It especially helps the more shy, introverts to express themselves and to be heard as they would unlikely do it in big forums. In addition, small discussion groups: -Create more ideas in a less judgmental environment. -Allow more people to be involved at the same time - Provide opportunities to connect people who don't interact with each other regularly. Creating a few rounds will allow more ideas to be raised. These ideas will be the basis for further discussion and development in the main room.

By facilitating your workshop for the team you get a first hand view of everything . While facilitating you could notice something or someone in the wrong and in the same breath you can also notice some members doing completely fine.

Remote means separate in time and space, thus, this requires being close even though the team is distributed across vast distances. Therefore, it is of utmost importance that an active, efficient and effective communication channel is created that pulls everyone in frequently intervals and at odd sequences when required. Support and workshops are the results of the established effective communication that must be created to make a team fragmented by space and time dynamic.

Whether remote or in person, an often-overlooked feature of a team leader is someone that is available. Making the time of day to listen, to problem solve, or to give a pat on the back is a part of what we all crave as recognition; a corner stone of self-esteem. A lack of recognition or feedback can lead to doubt in ones self, the direction the team is on our even the position the employee fills pending their level of self-worth within the organization. Being available leads to ways that will help open the leaders eyes to what is right there in front of them but they haven’t necessarily heard or seen. It’s not an end all but a start in better management practices.

First, foster open and transparent communication is paramount. Utilize a variety of communication channels, such as video calls, instant messaging, and regular team meetings, to maintain a sense of connection and ensure everyone is on the same page. Set aside at least one session every week or two where everyone is on a call together to check in, touch base, and get face time. Set expectations for communication frequency and response times up front and revisit as needed. Regular check-ins on both work progress and well-being can help team members feel supported and connected. Embrace a company culture that allows safety for people who ask questions or make mistakes. Issues can escalate quickly when staff is uncomfortable in speaking up.

Focus on team members they know the job best, let them drive improvements and lead the way! Supervisors/Team Lead is there to encourage, clear roadblock and celebrate successes

How to effectively engage teams that are remote? Jamie you are spot on look outside the office into a community event, volunteering, picnics do promote a cohesive group.

I’m struck with the fact that a lot of these ideas have to do is scheduling team events, which are certainly really important in building face-to-face connection with remote team members. That being said, I think that team leaders of remote teams can also do things in their regular meetings via video conference to invite, vulnerability based connection, build trust, and enhance cohesion. To do this, leaders might consider dedicating time in meetings for connection with questions that invite it, activities that require camera and contribution, and agreements that counter multi-tasking.

To enhance team dynamics in a remote environment, create opportunities for face time by emulating casual in-person interactions. Solicit feedback from team members about how they would prefer to engage, and then establish platforms for informal engagement that align with team member feedback, such as private channels, dedicated chat time during standups, or one or two short, optional water cooler sessions per week. In my experience, team members will opt into these events because they want to perform well on their team and have solid relationships with their colleagues. That said, face time won't solve all issues. For significant challenges unique to your circumstance, consult peers, supervisors, or enlist a coach or mentor for guidance.

Find ways to incorporate appropriate humor in your remote meeting (and in most meetings)! Team members who see their leaders relax, breathe, smile and laugh, tend to see them as more human and relatable. It increases the sense of community, overall relatability, and engagement which are essential when bringing diverse populations together—especially in remote settings.

It’s a process! Team building doesn’t end with one workshop. Consider it an ice breaker. To create enduring and workable bonds between team members, drive bi-weekly speed networking sessions or mini speed projects to keep the mood and workload light but encourage understanding of different work styles and skills.

Teamwork is a vital testament of the health of a company, specifically it is a gauge for the company’s leadership role. All employees - in-person, remote, or hybrid - need opportunities to connect. Events (i.e., picnics, awards ceremonies, etc.), volunteerism, and luncheons are important for connecting, motivating, and encouraging people to care about each other and about the company’s success.

I have a special presentation in my profile for leading team remotely or individually. But in short term 1. Foster Open Communication 2. Establish Clear Expectations 3. Build Trust 4. Encourage Collaboration 5. Promote Team Bonding 6. Provide Feedback Regularly 7. Emphasize Individual Strengths 8. Invest in Professional Development 9. Support Flexible Work Arrangements 10. Use Technology Effectively 11. Lead by Example 12. Address Conflicts Promptly