Connection Is Key: Cultivating Belonging on Teams
Many organizations that have embraced remote and hybrid workplaces are feeling the pinch of employees who are disconnected and collaboration that is dwindling. Many CEOs in the news are touting how their return to work programs will be the “quick fix” but the problem isn’t so much the remote environment, it’s the lack of intentional leadership to build trust and belonging on the hybrid and remote teams. The absence of face-to-face interaction is often simply the scapegoat for feelings of isolation and disconnection.
For leaders who desire to build their skills and develop stronger teams, it's crucial to prioritize building and maintaining strong connections with remote and hybrid employees, often in new and intentional ways.
Ways to Build Belonging on Remote Teams
Foster a sense of togetherness: Create opportunities for virtual team building and social interaction. Whether it's virtual coffee chats, team lunches, or online games, find ways to cultivate a sense of camaraderie and community among your team members.
Promote open communication: Encourage regular one-on-one meetings and team check-ins to provide a platform for team members to voice their thoughts, concerns, and ideas. As a conscious leader, it’s important to spend much more time listening to your team members' feedback and demonstrate empathy and understanding than to say or defend.
Lead by example: Show vulnerability and authenticity in your interactions with your team. Share your own experiences, challenges, and triumphs, fostering a culture of openness and trust. Show firsthand what it looks like to operate from a frame of collaboration not competition with peers and colleagues.
Set intentions for meetings, gatherings, and collaboration: One of the byproducts of the pandemic is the unprecedented levels of meeting overload. Not every decision, action, or problem requires a meeting to discuss. Instead, set intentions for meetings - is it to identify solutions, present to overcome obstacles, to connect? By setting the intention for the meeting or gathering and sharing that intention, folks will arrive in the right mindset to accomplish the stated outcome, rather than feeling like it’s a waste of time.
Trust and Creativity: The Cornerstones of Remote Leadership
Trust is the foundation upon which successful remote teams are built. When team members trust one another and their leaders, they feel empowered to take risks, collaborate effectively, and innovate. When trust is not present, teams, collaboration, and productivity diminished dramatically. Who wants to work well for someone for whom it’s clear they do not trust?
These are ways to build enhanced trust on teams and it takes even more intentional action for remote teams to focus on these attributes of building trust and belonging:
Empower autonomy: Trust your team members to manage their own time and tasks effectively. Provide clear goals and expectations, but allow flexibility in how they achieve them. Empowering autonomy fosters a sense of ownership and accountability.
Encourage experimentation: Create a safe space for your team members to explore new ideas and approaches. Encourage risk-taking and celebrate both successes and failures as opportunities for learning and growth.
Cultivate a culture of creativity: Encourage cross-functional collaboration and interdisciplinary thinking. Embrace diverse perspectives and encourage your team members to think outside the box, driving innovation and adaptability.
The next phase of remote leadership requires us to embrace change, prioritize connection, and foster trust and creativity within our teams. By cultivating change management habits, nurturing a sense of belonging, and fostering a culture of trust and creativity, we can lead our remote teams to success in an ever-evolving digital and hybrid world.
