Liderar un equipo remoto en tiempos difíciles es un desafío. ¿Cómo mantienes alta la motivación y la moral?

Simplify communication, listen patiently with no urge to react …. at times teams jusś need leaders to listen to them … empower to brainstorm !

Make sure everyone feels informed and heard Hold regular virtual meetings, but be mindful of time zones and keep them focused. Encourage open communication through chats, emails, or a communication platform A strong culture builds trust and connection. Reinforce your company values and mission in meetings and communications Celebrate wins, big or small, to show appreciation for everyone's contribution Acknowledge the challenges of remote work. Be flexible with work schedules and recognize the extra effort employees might be putting in. Publicly recognize achievements to keep people motivated. Nurture social connection through virtual team-building activities. These can be trivia nights, online escape rooms, or even virtual happy hours

Planing ahead as a team on how to navigate difficult time can help you navigate better. One thing I have found helpful is have the best plan and also looking at the worst case senerio in every plan. And what actions to take in both senerios

Tenho algumas equipes de liderança, professores e monitores e uso o grupo de whatsapp, sala virtuais meet e zoom para me reunir com os mentorados de cada projeto, bem como participo de reuniões aulas e sou motivação 100%. Para manter esses momentos a distância levo desafios, dinâmicas e Recompensas virtuais. É um momento de reflexão e dinâmica para superar as distâncias.

Open and Consistent Communication Schedule Regular Check-ins: Hold weekly or bi-weekly meetings to discuss progress, address concerns, and share updates. This keeps everyone in the loop and fosters a sense of belonging. Use Multiple Channels: Utilize various communication tools like video calls, instant messaging, and emails to cater to different communication preferences. This ensures everyone stays connected. Explanation: Regular check-ins help your team feel supported and connected. By using multiple communication channels, you accommodate diverse communication styles, making it easier for everyone to stay engaged and informed.

To build trust with your team, the number one thing you can do is listen according to a study of 25,000 business people by Deloitte. However, listening is especially challenging in remote environments, where leaders may feel like they are listening, but cues like eye contact, empathetic facial expressions, and attentive body language which indicate active listening are often missing. To make remote team members feel heard and seen, start by looking at the camera when they speak. It's critical that leaders understand and eliminate all of the virtual credibility crushers that sabotage their efforts to build trust with team members

Trust needs to be reenforce regularly to maintain its velocity. It helps both the organisation and the team member become more confident in their selves and abilities. You should build a culture of openness and overcoming challenges in your organisations. People should be free to ask for help and clarifications.

If you make all business decisions and don’t like delegating tasks, you might have trust issues with your team. Micro-management is very demotivating, especially in remote work setups. It significantly reduces team morale and productivity. Trusting your remote employees with their assigned tasks can boost their motivation. After assigning tasks to team members, let them work on them without interfering. If you feel the urge to check on their progress, encourage them to use platforms that give team leaders visibility over projects. Besides, you should be clear about the expected results every time you delegate tasks.

1-Building Trust A) Reliability: Ensure team members can count on each other by being consistent and dependable. B) Consistency: Maintain regular communication and follow through on commitments. C) Understanding: Show empathy and acknowledge individual challenges. 2-Encouraging Autonomy A) Clear Expectations: Define roles and responsibilities clearly. B) Freedom: Allow team members to approach tasks in their own way. C) Recognition: Acknowledge achievements and provide constructive feedback. 3 - Commitment to Success A) Feeling Trusted: Foster an environment where team members feel trusted. B) Motivation: Enhance motivation by trusting team members to perform. C) Collective Success: Emphasize the importance of the team's overall success.

Building trust with a remote team is the anchor during stormy seas. Reliability is key – be consistent in your communication and follow-through on commitments. Show you understand their unique situations and challenges. Empower your team by fostering autonomy. Set clear goals and expectations, but trust them to use their skills and creativity to achieve them. Recognize their achievements, both big and small, and offer constructive feedback that helps them grow. By demonstrating trust in their abilities, you'll motivate them to excel and cultivate a strong sense of commitment to the team's success, even when facing difficult times.

1 - Understanding Contributions A) Individual Goals: Align personal goals with team objectives. B) Bigger Picture: Ensure everyone understands their role in the larger mission. C) Ownership: Encourage taking ownership of their work. 2 - Revisiting Goals A) Realistic Goals: Regularly review and adjust goals. B) Support: Provide necessary resources and support. C) Engagement: Keep team members engaged by revisiting and realigning goals. 3 - Celebrating Victories A) Small Wins: Recognize and celebrate small achievements. B) Morale Boost: Use celebrations to lift team spirits. C) Progress: Reinforce the sense of progress and accomplishment.

Créer des moments de réflexion sur les convergence entre les aspirations perso et les objectifs professionnels de l’équipe. Les bénéfices ? - Ça crée du lien parce qu’on partage un niveau plus profond (rêve, passion, objectif etc) - ça développe l’esprit d’équipe : certains chercheront le point de convergence des autres avec envie. - ça booste la motivation des équipes. Ça développe un leadership qui a plus de point quant au motivation de l’équipe, de manière individuelle !

Your remote teams can’t get motivated to work if they don’t know their expectations. You should clearly indicate individual team members’ duties and responsibilities. For instance, you should mention the following: Team members are to be available at specific times and days Reply to requests and messages promptly Provide timely status updates You should be specific when setting expectations for your remote employees. The expectations should also be realistic, and team members should have direct influence over them. Setting unrealistic expectations can backfire and demotivate your remote employees.

Sou educador, professor e palestrante na Guidoni Health Management, Sebrae BA, SP e Nacional e no CRA-BA, por isso realizei networking sustentável nas palestras, workshops, oficinas, aulas, Podcast e uso essa criatividade nas reuniões e treinamentos a distância.

Créer des rituels interactifs, des sous groupes qui permettent de recréer du lien. Créer des brainstorming pour booster l’échange et l’innovation. En temps de crise, les meilleures solutions peuvent provenir des équipes !

1 - Acknowledging Stress A) Stress Awareness: Recognize the stress and anxiety within the team. B) Empathy: Show empathy towards individual struggles. C) Support System: Be a supportive leader who listens. 2 - Creating Safe Spaces A) One-on-One Check-ins: Hold regular personal check-ins. B) Team Wellness: Organize activities focused on team well-being. C) No Judgment: Ensure a judgment-free environment for sharing. 3 - Fostering a Supportive Culture A) Empathy: Continuously show understanding and empathy. B) Supportive Environment: Cultivate a culture of mutual support. C) Resilience: Build a resilient team that can handle challenges together.

Aliar momentos de descontração e disciplina fazem a diferença. Por ser criativo e Ministrar aulas, palestras, workshops, oficinas, treinamentos me deu uma caixa de ferramentas na área para ser bem assertivo. A flexibilidade nos formatos, horários e inserir pausas da o tom da produtividade

While the idea of working remotely is encouraging, it might present challenges for some employees. For instance, not all employees have a dedicated workspace back home. The work environment significantly affects motivation and productivity. Some employees have extended families and small children, or don’t have a spare room to convert into their home office. Dealing with constant interruptions is stressful and demotivating. Business leaders can address such problems by providing enough budgets for their remote teams to set up private offices at home. Allocate some funds for your remote team to buy the necessary equipment, such as noise-canceling headphones and ergonomic office chairs.

From my experience working with leaders globally there are some key points you need to know and demonstrate constantly: 1. Communicate openly and be transparent. 2. Build and maintain trust giving the team space and time to share their views/concerns openly and even with vulnerability. 3. Clear goals and expectations, adjusting priorities where needed given changing landscape. 4. Skills building interventions through knowledge sharing, stretch assignments, online learning. 5. Allow your people to take ownership of their tasks, being responsible and accountable for them to the wider team of stakeholders. 6. Mistakes can happen even more in tough times so provide support and go through learings together.