Two definitions of virtual from Wikipedia:
- 1. Almost or nearly as described, but not completely or according to strict definition: “the virtual absence of border controls”.
2. Not physically existing as such but made by software to appear to do so: “virtual images”.
When on a virtual team, the first definition begins to take shape. The team is still a team – with human people working together to accomplish a real goal or deliverable. It’s the “not completely” that makes virtual teams such interesting territory.
Virtual teams are ’not completely’ in the same physical space. Often they are also “not completely” in the same frame of mind – be it country, culture or primary language. Sometimes there are more ways in which teams are “not completely” homogenous than way in which they are.
This is both the opportunity and the challenge of virtual teams.
Opportunities abound. Virtual teams allow for broad participation – no longer are we bound by only the people who are geographically proximate. With that broad participation – we can have teams that are talent rich. The diversity of global teams can be a big plus, resulting in broader thinking, multiple perspectives and viewpoints. And of course the obvious, there is less cost, hassle and wear and tear – as team members can work from where they are – rather than traveling to where “we” are.
Challenges also abound. Diversity can also be a hindrance if team members don’t appreciate, take the time to understand or utilize the wider perspectives. Anyone who has been on a virtual team knows the pain of inadequate technology (although it is improving) and the narrow window of time that accommodates meetings due to differing time zones. Due to the virtual nature, it is easy to feel disconnected and to miss important visual cues that build rapport, understanding and also provide important visual signals as to state of mind.
Here are a few hints that can help bridge the “virtual” aspects of these teams:
- If possible, find a way to get people together face to face. Yes it is expensive and time consuming – but the rewards will come.
- Find ways to enable the team to know each other on a deeper level that just a voice on the conference call. Begin meetings with an informal question that allows members to share a bit of personal information. Of use common “virtual” space to allow folks to post pictures of friends, family and interests.
- Use tools that promote knowledge sharing and collaboration. There are many – including ones that allow for video conference calls, shared white boards, and real time chat.
- Encourage people to “name” their feelings in meeting discussions. If face to face, we could see that someone was surprised, delighted, confused, or frustrated. This goes away with calls – so naming the feeling helps the entire team know how to best respond.
- Take some time at the end of each meeting to do a quick recap of the meeting. What worked well? What could we improve to have a better meeting the next time? This exercise takes no more than 5 minutes and yields great dividends over time.
Share what you’ve found that works with virtual teams! It’s a business skill we all need to master.
