High-trust teams outperform those lower in trust. Virtual teams can struggle with trusting each other, but trust can be built.
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Leaders who recognize the good work of a team—as a team—contribute greatly to the motivation levels and cohesion of that team. And teams that are ignored or devalued expend far too much energy having to build each other up, attempting to move beyond negative emotions like frustration and resentment.
All teams benefit by making their rules of engagement explicit. Consider posting these rules or guidance in a shared location, or post them in chat before a video conference.
How can teams encourage accountability? We offer 6 tips for teams struggling with this common problem.
To address issues of commitment on a team, you must first identify reasons for a lack of commitment and take these steps.
Identify shared objectives. Use group facilitation skills. Discuss styles of debating. Watch for lazy or delusional consensus. And more.
Conflict and competition within a team can be a motivating force, or it can cause conflicts that tear groups apart. Seven tips for addressing conflict before it begins.
Conflict falls on a continuum from artificial harmony to mean-spirited personal attacks. Most teams spend their time on the end with artificial harmony, but they would do better to welcome more conflict and move toward the middle of the continuum.
Feedback implies a need for a personal change of focus, activity, or behaviors and this can stir up fears and insecurities. These tips may help with giving feedback that’s more easily accepted.
Those of us working remotely often miss the frequent feedback that recognized our work in simple ways. This article offers advice for creating a culture of feedback on remote teams.