101: Leading a global team
Companies competing in global markets is nothing new, and it seems more and more is possible with each new technological advance. Without geography as a limiting factor, there are good points to having the world be your oyster, as it were, in hiring employees: You can access the best knowledge in a market, for example. Cultural barriers can be more easily broken down if someone from that area is a member of your team.
But long-distance management can be tricky, too. Here are three things to keep in mind when managing team members overseas.
Keep the common purpose front and center. You may be heading up collaborations from team members from different cultures, backgrounds and perspectives. It's easy for team members, especially one-person global offices, to feel all alone, working in a microcosm. They need to know how they fit in, and to be reminded often, says Tsedal Neeley at HBR.org. “The leader should periodically highlight how everyone's work fits into the company's overall strategy … during a weekly conference call, a global team leader might review the group's performance relative to company objectives,” she writes.
Use more than just email. Email is quick and convenient, and it saves on your corporate budget to not hop on a plane regularly. But use phones and video conferencing, too. “Nothing beats in-person communication, but we've got the tools to get pretty darn close, so we might as well use them,” writes Adam Fridman at Inc.com.
Build bonds and empathy. More empathy equals better collaborations, says Obie Fernandez at TheMuse.com. “You might need to invest in travel at the start of the relationship to really get to know your new team member face-to-face and build rapport,” he writes. “Then, keep those personal connections alive and meaningful over time by encouraging the team to discuss topics other than work.”
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