Unlocking project success through a value-centric approach: integrating business need, project justification, and strategy to make informed decisions.
What is a Value Focus in Projects?
A value focus is the ultimate measure of success in projects. It encompasses the outcomes and benefits experienced by customers or end users.
When evaluating project success, the focus is on the value derived from the deliverables. This value can take different forms, including financial contributions to the sponsoring or receiving organization.
Additionally, value can be measured by the public good achieved, such as social benefits, or by the perceived benefits of the project’s results from the customer’s perspective. If the project is part of a larger program, its contribution to program outcomes also represents value.
The Business Case
Many projects are initiated based on a business case, which serves as a justification for undertaking the project. The business case is rooted in identifying a need to deliver or modify a process, product, or service.
It can be expressed through various documents, such as contracts, statements of work, or other project-related materials. Regardless of the specific form, the project’s intention is to provide a desired outcome that effectively addresses the identified need and offers a valued solution.
Within a business case, several supporting and interrelated elements are essential. First, there is the business need, which serves as the rationale behind the project. It explains why the project is being undertaken and originates from preliminary business requirements reflected in the project charter or other authorizing documents.
The business need provides details about the goals and objectives of the organization or client. By clearly stating the business need, the project team gains a comprehensive understanding of the business drivers for the future state. It also allows them to identify opportunities or problems that could enhance the potential value derived from the project’s outcome.
Sorin Dumitrascu
In this book you will learn how to create a winning business case that can get you the resources you need to execute your new project idea.
Justifying the Value Focus
Project justification is closely connected to the business need. It elaborates on why the identified need is worth investing in and why it should be addressed at the present time. Project justification is typically accompanied by a cost-benefit analysis and underlying assumptions that support the decision-making process.
Aligning the Value Focus with the Business Strategy
The business strategy forms the foundation for the project and all the identified needs are aligned with this strategy. It outlines the overarching plan to achieve the desired value and guides the project’s direction and objectives.
Informed decisions arise when the components of business need, project justification, and business strategy intertwine with the consideration of benefits.
PMBOK 2021
These decisions aim to meet or exceed the intended business value.
Monitor Throughout the Project Lifecycle
Throughout the project’s lifecycle, it is crucial to clearly describe the desired outcomes, which should be assessed and updated iteratively. As projects progress, they may undergo changes, and the project team needs to adapt accordingly.
Continuous evaluation of project progress and direction against the desired outputs, baselines, and the business case ensures that the project remains aligned with the identified need and will deliver its intended outcomes.
Alternatively, if the project team and stakeholders identify an opportunity or problem that can enhance or minimize value, the business case is updated accordingly.
In cases where the project or stakeholders are no longer aligned with the business need or if the project’s potential to deliver the intended value is in doubt, the organization may choose to terminate the project.
Roland Wanner
This book covers the basic concepts of EARNED VALUE MANAGEMENT in an easy understandable way with more than 39 illustrations – and aligned with the PMBOK® Guide.
How to Determine Value
Value, as a concept, is inherently subjective. Its worth, importance, or usefulness can vary depending on different individuals or organizations. This subjectivity arises because the perceived benefits of a project depend on organizational strategies, which can range from short-term financial gains to long-term goals and even nonfinancial elements.
Since projects involve various stakeholders, it is essential to consider and balance the different values generated for each stakeholder group while prioritizing the customer’s perspective.
In certain project contexts, value engineering techniques can be employed to maximize value for the customer, the performing organization, or other stakeholders. For example, this can involve delivering the required functionality and quality while managing risk exposure, optimizing resource utilization, and minimizing waste. In adaptive projects without fixed, upfront scopes, project teams can optimize value by collaborating with the customer to determine which features are worth investing in and which may not contribute enough value to the final output.
Philippe Husser
This read provides concrete solutions learned in the field by its author during forty years of practice in the management of complex projects.
Value Realization
To ensure value realization, project teams need to shift their focus from solely delivering specific outputs to achieving the intended outcomes. By doing so, they align their efforts with the project’s vision or purpose.
While a deliverable may support the intended project outcome, it may not fully realize the project’s overall vision or purpose. For instance, customers may request a specific software solution because they believe it will address their business need for increased productivity. While the software itself is an output of the project, it alone may not enable the desired productivity outcome. In such cases, adding additional deliverables such as training and coaching on the software’s usage can enhance the productivity outcome.
If the project’s output fails to deliver the expected productivity improvements, stakeholders may perceive the project as a failure. Therefore, it is crucial for project teams and stakeholders to understand both the deliverable and the intended outcome it is meant to achieve.
Measuring Value
The value contribution of project work can be measured over the short or long term. However, since value realization can be intertwined with operational activities, it can be challenging to isolate the project’s specific contribution.
When a project is part of a larger program, evaluating the value at the program level becomes necessary to effectively guide the project. A reliable evaluation of value should consider the overall context and the entire life cycle of the project’s output. While value is typically realized over time, the implementation of efficient and effective processes can facilitate early benefit realization.
By working closely with organizational leaders responsible for utilizing the project deliverables, project leaders can ensure that the deliverables are positioned to realize the planned outcomes. This collaboration enhances the likelihood of successfully achieving the intended value from the project.
Glen McNeill is the Founder of the Project Management Nerd, an organization that provides training and certification for aspiring project managers. With a diverse background in both finance and sport, Glen has achieved success in a variety of fields. He is highly regarded in the industry for his expertise and innovative approach to project management.
In today’s fast-paced business world, more and more teams are going virtual, making it crucial for managers to know how to effectively lead from afar. In this blog post, you will learn tips and strategies for managing a successful virtual team, including communication tools, overcoming time zone differences, maintaining productivity and accountability, empowering team members, and building trust and rapport. With the right approach and mindset, you can successfully manage a virtual team and achieve your goals.
Are you a team leader struggling to manage your virtual team? Leading from afar can be challenging, but with the right strategies, you can build a successful virtual team. In this article, you’ll learn tips and best practices for managing virtual teams effectively. Whether you’re new to virtual team management or a seasoned pro, these tips will help you lead your team to success. So let’s dive in!
In this article we will cover the following topics:
Final thoughts on managing a successful virtual team
Tips and strategies for virtual team success
What is a Successful Virtual Team?
Successful virtual teams are those that can collaborate effectively despite physical distance and time zone differences. These teams can be found in various industries, from tech startups to healthcare to marketing agencies. Here are some examples of successful virtual teams:
Zapier: Zapier is a company that allows users to automate workflows by connecting different web applications. The company has a fully remote team of over 300 employees who work from around the world. Zapier has developed a strong virtual team culture and a set of processes that allow team members to communicate and collaborate seamlessly.
Buffer: Buffer is a social media management company with a fully remote team of over 80 employees. The company places a strong emphasis on transparency and communication, using tools like Slack and Zoom to stay connected. Buffer also hosts regular virtual team-building activities to maintain team cohesion.
Upwork: Upwork is a platform that connects freelancers with clients for remote work. The company itself has a distributed team of over 500 employees who work from different locations around the world. Upwork places a strong emphasis on building trust and fostering communication among team members to ensure effective collaboration.
These successful virtual teams have several common traits, including clear goals, effective communication, strong team culture, and the ability to overcome challenges. As a virtual team leader, you can learn from these examples to create a successful virtual team of your own.
Importance of effective virtual team management
When managing virtual teams, you need to have a set of management tools and strategies in place that will enable you to manage your team effectively and efficiently. These tools and strategies include:
Communication tools: Communication is critical in virtual teams. You need to have tools in place that allow team members to communicate effectively and efficiently. Examples of such tools include video conferencing software like Zoom, instant messaging platforms like Slack, and project management tools like Asana.
Goal setting and tracking tools: Clear goals are essential in virtual teams. You need to have tools in place that enable you to set clear goals, track progress, and measure success. Examples of such tools include OKR (Objectives and Key Results) software like Workboard and project management tools like Trello.
Time management tools: Time management is crucial in virtual teams, especially when team members are spread across different time zones. You need to have tools in place that enable you to manage time effectively and ensure team members are working efficiently. Examples of such tools include time tracking software like RescueTime and scheduling tools like Calendly.
One outstanding example of managing virtual teams is the GitLab company, which has been able to build a successful virtual team culture and manage its team members effectively despite being distributed across the globe. GitLab uses a set of management tools and strategies that allow team members to collaborate effectively, communicate efficiently, and stay accountable. The company uses an all-remote workforce model, which has enabled it to attract talent from all over the world and create a diverse and highly motivated team. GitLab also has a strong focus on transparency and encourages open communication among team members, which has helped to build trust and foster a positive team culture.
Building a Strong Foundation for Your Virtual Team
Establishing clear goals and expectations
Clear goals and expectations are critical for success when managing virtual teams, and they are particularly important in ensuring that team members remain aligned and focused on achieving the same objectives. Here are some examples of clear goals and expectations in action in successful virtual teams:
Sales Team: A virtual sales team working for a software company has a clear goal of increasing sales by 30% in the next quarter. To achieve this, the team’s manager establishes expectations that each team member will need to make a specific number of calls and emails to potential customers each week. The manager also sets up a weekly review meeting to assess progress, provide feedback, and address any challenges team members may be facing.
Design Team: A virtual design team working for an e-commerce company has a clear goal of improving the user experience of their website. To achieve this, the team’s manager establishes expectations that each team member will need to create two design concepts and provide feedback on their colleagues’ work every week. The manager also sets up a weekly review meeting to assess progress, provide feedback, and discuss any design challenges the team may be facing.
Marketing Team: A virtual marketing team working for a beverage company has a clear goal of increasing brand awareness on social media platforms. To achieve this, the team’s manager establishes expectations that each team member will need to create and post three social media posts per day on different platforms. The manager also sets up a weekly review meeting to assess progress, provide feedback, and discuss new ideas for increasing the company’s social media presence.
In summary, establishing clear goals and expectations is essential for success when managing virtual teams. By setting measurable objectives and establishing expectations for each team member, virtual team managers can ensure that their team remains focused, aligned, and motivated towards achieving the team’s objectives. Regularly assessing progress and providing feedback can help to keep the team on track and adapt to any challenges that may arise.
If you’re interested in learning more about managing virtual teams, here are three books that you may find useful:
These books offer valuable insights and practical advice for managing virtual teams successfully. By incorporating the knowledge and tips from these resources into your virtual team management practices, you can set your team up for success and achieve your desired outcomes.
“To make leadership happen today we must rely more on technology and far less on face-to face communication.”
Creating a team culture
Creating a team culture is crucial for success when managing virtual teams. A positive team culture fosters collaboration, motivation, and a sense of belonging among team members. It helps to establish a shared identity, values, and norms that guide how team members interact and work together. Additionally, a team culture can help to mitigate conflicts, build trust, and increase overall team performance. As a virtual team manager, it’s your responsibility to create a positive team culture that aligns with the values and goals of your organization.
Here are two books that can help you build a positive team culture in your virtual team:
These books provide valuable insights and practical advice on creating a positive team culture in virtual teams. By implementing the tips and strategies outlined in these resources, you can create a team culture that fosters collaboration, motivation, and overall team success.
Selecting the right team members
Selecting the right team members is essential for building a successful virtual team. You need to consider not only their skills and qualifications but also their communication style, work ethic, and cultural fit. A well-selected team can work together more efficiently and effectively, which can lead to better outcomes. It’s important to have a clear understanding of each team member’s role and responsibilities. One tool that can help is a skills matrix, such as the RACI matrix, which clarifies who is responsible, accountable, consulted, and informed for each task.
Here are three books that can help you select the right team members for your virtual team:
These books offer valuable insights and practical advice on selecting the right team members for virtual teams. By using skills matrices like the RACI matrix and following the tips and strategies outlined in these resources, you can build a team that is well-equipped to work together towards your team’s objectives.
Communication Strategies When Managing Virtual Teams
Importance of effective communication in virtual teams
When it comes to managing virtual teams, effective communication is crucial for building trust and ensuring that team members feel connected and aligned. Teams that communicate well often have a culture of openness, transparency, and active listening. Here are some examples of virtual teams with excellent communication:
A remote marketing team regularly schedules video conference calls to discuss ongoing projects, share updates, and brainstorm new ideas. The team also uses chat software to stay connected throughout the week and share feedback in real-time.
A virtual software development team relies heavily on project management software to track tasks, assign responsibilities, and communicate progress. They also hold daily stand-up meetings to ensure that everyone is aligned and aware of what their teammates are working on.
A distributed design team uses a shared whiteboard tool to collaborate on projects in real-time. This enables team members to brainstorm ideas, share feedback, and make changes together, even though they’re in different locations.
An international sales team uses a variety of communication tools to ensure that everyone is on the same page, despite working in different time zones. They use email, chat, and project management software to stay connected, and schedule regular video conference calls to discuss strategy and share updates.
By implementing effective communication strategies, these virtual teams have been able to build strong relationships, work efficiently, and achieve successful outcomes.
Some examples of organizations that excel at communication in virtual teams:
Zapier: This fully remote company has built a culture of effective communication by relying heavily on asynchronous communication tools such as Slack, Zoom, and Trello. They also use a shared knowledge base to document processes and best practices, making it easy for team members to find answers to common questions.
InVision: As a distributed design company, InVision uses a variety of tools to help their teams collaborate effectively. They rely on video conferencing for meetings and presentations, and use a combination of Slack and email to stay connected throughout the day. InVision also uses a company-wide wiki to document company values and practices, making it easy for team members to understand how to communicate and collaborate effectively.
Buffer: As a fully remote company, Buffer has built a strong culture of communication and collaboration through regular video calls and check-ins. They also use a variety of tools such as Slack, Zoom, and Trello to ensure that team members can stay connected and communicate effectively.
By implementing effective communication strategies, these organizations have been able to build strong relationships, foster collaboration, and achieve successful outcomes.
Tools and technologies for remote communication
As remote work becomes more common, the need for reliable communication tools has grown. Whether you’re working from home, on the road, or in a different time zone, you need to be able to communicate effectively with your team to ensure that everyone is on the same page. That’s where remote communication tools come in.
Slack is a popular tool for remote teams that allows you to send instant messages, share files, and organize conversations by topic or project. Microsoft Teams is another option that integrates with Microsoft’s suite of productivity tools, allowing you to collaborate on documents in real-time and make video calls with your team. Zoom and Google Meet are video conferencing tools that enable you to have virtual face-to-face meetings with your colleagues, share your screen, and record sessions for later reference.
In addition to these tools, many remote teams also use project management software like Trello, Asana, or Basecamp to manage tasks, set deadlines, and track progress. By leveraging the power of these technologies, remote teams can create a virtual workspace that feels just as collaborative and connected as a physical office. This can lead to improved communication, higher productivity, and ultimately better business outcomes.
Tips for clear and effective communication
Clear and effective communication is vital for remote teams to collaborate and achieve shared goals. When working remotely, you lack the benefit of face-to-face interaction, body language, and tone of voice, which can often lead to misunderstandings. To mitigate this, it’s important to use clear language, ask questions, and actively listen to your colleagues.
For example, when sending an email or instant message, take the time to craft a well-written message that conveys your thoughts clearly. Use bullet points or numbered lists to break down complex ideas and make them easier to understand. When in doubt, ask questions to clarify any confusion or ambiguity.
Video conferencing is another effective way to improve communication in remote teams. It allows you to have face-to-face conversations with your colleagues, read body language, and pick up on nonverbal cues. During video calls, make sure to have a well-lit space, speak clearly, and avoid multitasking.
In addition to these strategies, using collaboration tools like shared calendars, project management software, and instant messaging platforms can also improve communication. By establishing clear expectations around communication and using the right tools, remote teams can achieve effective communication and work together towards success.
Managing virtual teams come with unique challenges, including time zone differences and scheduling conflicts. When team members are spread across different parts of the world, it can be difficult to find times that work for everyone.
To overcome these challenges, it’s important to establish clear expectations around scheduling and communication. Use tools like shared calendars or scheduling software to coordinate meeting times and avoid conflicts.
Another effective strategy is to rotate meeting times to accommodate different time zones. For example, if you have team members in North America and Asia, alternate meeting times so that each region has a chance to participate during normal working hours.
You can also use asynchronous communication methods, such as email or instant messaging, to keep everyone informed and on the same page. By providing clear instructions and deadlines, team members can work independently and still feel connected to the team.
In addition, consider being flexible with work hours, allowing team members to work during times that are convenient for them. This can improve work-life balance and lead to greater productivity.
By being proactive and creative with scheduling and communication, virtual teams can overcome time zone differences and scheduling conflicts and work towards their goals together.
Managing remote team dynamics and conflicts
Managing virtual teams come with a set of specific challenges, including team dynamics and conflicts. Effective communication is key in resolving conflicts and building a cohesive team culture.
As a manager, it’s important to establish clear communication channels and encourage open dialogue among team members. This can be done through regular check-ins, team meetings, and virtual team-building activities.
When conflicts arise, it’s important to address them promptly and impartially. Encourage team members to express their concerns and work towards a mutually beneficial solution.
One helpful strategy is to establish team norms and guidelines for communication and collaboration. This can include setting expectations for response times, sharing responsibilities, and promoting teamwork.
Finally, it’s important to recognize the unique challenges that remote work can pose to team dynamics and take steps to address them. This can include promoting work-life balance, fostering a sense of community, and providing opportunities for professional development.
Maintaining productivity and accountability when managing virtual teams is crucial for the success of any project. You need to establish clear expectations, set goals and measure progress regularly. There are several tools that can help you monitor productivity and ensure accountability. For example, project management tools like Asana and Trello allow you to track progress and deadlines. Time tracking apps like RescueTime can help team members stay focused and avoid distractions.
It’s also important to encourage communication and collaboration to keep everyone engaged and on track. Regular check-ins, virtual team meetings, and feedback sessions can help team members stay connected and motivated.
To further improve productivity and accountability, consider using the Pomodoro technique, which breaks work into focused 25-minute intervals with 5-minute breaks in between. This can help team members avoid burnout and stay productive throughout the day.
Some recommended books on maintaining productivity and accountability in remote teams include “The 4 Disciplines of Execution” by Chris McChesney, Sean Covey, and Jim Huling, and “Atomic Habits” by James Clear.
“A revolutionary guide to using tiny changes in behaviour to transform your life“
Strategies for Success When Managing Virtual Teams
Empowering team members
Empowering team members in remote teams involves giving them autonomy and authority to make decisions and take action towards achieving team goals. This not only increases their engagement and motivation, but also leads to better results for the team as a whole. One effective way to empower team members is to provide regular feedback on their performance and encourage them to share their ideas and suggestions for improving team processes and outcomes. This can be done through virtual meetings, one-on-one check-ins, or performance evaluations.
Another important aspect of empowering team members is providing opportunities for professional development and growth. This can involve offering training and development programs, mentoring or coaching, and encouraging team members to take on new challenges and responsibilities. By investing in the development of team members, you can build a stronger, more capable team that is better equipped to handle the challenges of remote work.
One example of a company that empowers remote team members is Zapier, a fully remote team that has developed a strong culture of trust and autonomy. They offer a variety of training and development opportunities, such as a leadership program and a company-wide book club, to help team members grow both personally and professionally. They also prioritize clear communication and collaboration, using tools like Slack and Zoom to facilitate real-time conversations and ensure everyone stays connected.
Providing feedback and recognition is crucial when managing virtual team members to feel valued and motivated. As a manager, you should establish a regular feedback process and provide specific and actionable feedback. Take the time to recognize and celebrate team members’ accomplishments, such as completing a project or exceeding expectations. Utilize tools like video calls, instant messaging, and email to provide timely feedback.
For example, you could schedule weekly or monthly one-on-one meetings with team members to discuss performance and goals. During these meetings, provide feedback on their work and progress, and discuss ways to improve. Additionally, you could establish a recognition program that rewards team members for their hard work and achievements.
When managing virtual teams, it’s essential to support the professional development of your team members. Providing opportunities for growth can lead to increased job satisfaction and retention. Encourage your team members to set goals and offer resources to help them achieve these goals. You can also organize virtual training sessions and encourage participation in industry conferences.
Some specific examples of supporting team member development in remote teams include providing online courses or certifications, offering mentorship or coaching, and organizing virtual networking events. These actions can help your team members develop new skills and expand their professional networks.
“A ground-breaking exploration of how successful groups operate – whether in sport, business or society as a whole – and what we can learn from them“
Building Trust in a Virtual Environment
Strategies for building trust and rapport in remote teams
Building trust and rapport is crucial for remote team success. Communicate openly, show vulnerability, and share experiences.
Other strategies include creating opportunities for team members to connect and share personal stories and interests. Encourage team members to participate in team-building activities like virtual games and collaborative projects.
Provide regular feedback and recognition and celebrate milestones and achievements. Set clear expectations and boundaries and follow through on commitments.
Recommended books: “The 5 Dysfunctions of a Team” by Patrick Lencioni, “The Trust Factor” by Paul Zak, and “Remote: Office Not Required” by Jason Fried and David Heinemeier Hansson.
Encouraging collaboration and teamwork
Encouraging collaboration and teamwork in remote teams is crucial for building trust. Use technology to facilitate collaboration. For example, Microsoft Teams, Zoom, and Google Drive. Assign tasks to teams instead of individuals. This fosters collaboration.
Another strategy is to promote open communication. Encourage team members to share ideas and work together. Foster a culture of collaboration by acknowledging and celebrating teamwork. Encourage team members to use shared language, such as “we” instead of “I”.
Three books that can be helpful in building collaboration in remote teams are “Collaborating in Virtual Teams” by Andrea Edmundson, “Remote: Office Not Required” by Jason Fried and David Heinemeier Hansson, and “The Culture Code: The Secrets of Highly Successful Groups” by Daniel Coyle.
Balancing autonomy and accountability
When managing virtual teams, it is important to strike a balance between autonomy and accountability. Team members need the freedom to work independently and make decisions without micromanagement, but there also needs to be a level of accountability to ensure that everyone is working towards the same goals. One way to achieve this balance is to clearly define expectations and goals, while also giving team members the resources and support they need to accomplish them.
Another approach is to establish regular check-ins and progress updates to track performance and identify areas where additional support or guidance may be needed. Providing constructive feedback and recognizing team members for their accomplishments can also help promote accountability and encourage autonomy. It’s important to keep in mind that autonomy and accountability are not mutually exclusive; in fact, they can work together to foster a more productive and engaged team.
As a manager, it’s also important to lead by example and model the behavior you want to see in your team. This can include setting clear expectations, communicating effectively, and being transparent and honest. By fostering a culture of trust and accountability, you can empower your team members to take ownership of their work and contribute to the success of the team.
Overall, finding the right balance between autonomy and accountability can be a challenge, but it’s essential for building a high-performing remote team. By providing the right resources, support, and feedback, you can encourage autonomy while also promoting accountability and collaboration.
Three books that may be helpful in exploring this topic further are:
One organization that has successfully implemented remote teams is Automattic, the parent company of WordPress. Automattic has a completely distributed workforce, with employees working from 76 countries. The company has built a culture of trust and autonomy, allowing employees to work when and where they want, as long as they meet their commitments. They rely heavily on collaboration tools like Slack and Zoom for communication, and have established systems for onboarding, training, and professional development.
Another organization that has successfully implemented remote teams is GitLab, a company that provides a web-based Git repository manager. GitLab has a completely remote workforce of over 1,300 people in more than 65 countries. The company places a high value on transparency, encouraging team members to share information and feedback openly. They have established clear communication guidelines, including a company-wide call every month and team-specific calls each week. They also use asynchronous communication tools like email and Slack to ensure that everyone has access to the information they need.
Both Automattic and GitLab have overcome the challenges of managing remote teams by establishing clear goals and expectations, building trust and rapport, and using the right tools and technologies. By creating a culture of trust and autonomy, both organizations have empowered their team members to work in ways that are most effective for them. They have also put systems in place to ensure that team members have access to the information and support they need to be successful. By valuing transparency and communication, these organizations have been able to maintain a sense of connection and collaboration even when team members are working in different time zones and locations.
Remote work has become more common in recent years due to advances in technology.
Remote teams can face challenges such as communication issues, time zone differences, and difficulty building trust.
Effective communication is critical for remote teams and can be achieved through tools such as video conferencing, messaging apps, and project management software.
It is important to establish clear goals and expectations for remote team members and provide regular feedback and recognition.
Encouraging collaboration and teamwork can help build trust and rapport among remote team members.
Providing opportunities for professional development and growth can help motivate and retain remote team members.
Successful remote teams require strong leadership and management skills, including the ability to balance autonomy and accountability.
Examples of organizations that have successfully implemented remote teams include Buffer and Zapier. Both organizations have prioritized communication, trust-building, and collaboration among their remote team members.
Final thoughts on managing a successful virtual team
Managing a successful virtual team requires effective communication, trust-building, and accountability. Encourage collaboration, prioritize open communication, and use technology to facilitate teamwork. Remember to balance autonomy and accountability. Three useful books on this topic include “Remote: Office Not Required” by Jason Fried and David Heinemeier Hansson, “The Distance Manager: A Hands-On Guide to Managing Off-Site Employees and Virtual Teams” by Kimball Fisher and Mareen Duncan Fisher, and “Virtual Leadership: Practical Strategies for Getting the Best Out of Virtual Work and Virtual Teams” by Penny Pullan.
In addition to books, you can also find valuable resources on Skillshare. Check out courses on remote team management and communication, such as “Leading Remote Teams: Embrace the Future of Remote Work Culture” by Phil Gold, “The Art of Communication: Develop Effective Workplace Communication Skills” by Laura Bergells, and “Productivity Habits That Stick: Using Time Theming” by Mike Vardy. By continuing to educate yourself and your team on best practices for remote work, you can ensure that your virtual team is productive and successful.
Finally, remember to stay flexible and adaptable as your team evolves. Continuously assess what is and isn’t working, and make adjustments as necessary. Celebrate your team’s successes and recognize their hard work. By prioritizing effective communication, building trust, and encouraging collaboration, you can lead your virtual team to success.
Tips and strategies for virtual team success
To ensure virtual team success, communication is key. Establish clear communication channels and expectations from the beginning. Encourage team members to use video conferencing and instant messaging for real-time communication. Don’t forget to use positive reinforcement and recognize your team’s efforts to encourage them to keep up the good work.
Setting clear goals and expectations is essential. Make sure everyone understands their roles, responsibilities, and deadlines. Encourage collaboration by dividing work tasks and assigning them to team members based on their strengths and interests. Provide regular feedback and check-ins to ensure everyone is on the same page and meeting goals.
To maintain productivity and avoid burnout, it’s important to prioritize work-life balance. Encourage team members to take breaks and set boundaries for working hours. Foster a positive team culture that values work-life balance and supports employee well-being. Provide resources for mental health and stress management, such as counseling or meditation apps.
If you want to learn more about virtual team management, I recommend the book “The Long-Distance Leader” by Kevin Eikenberry and Wayne Turmel. Additionally, you can take a Skillshare course on “Leading Remote Teams: Strategies for Success” taught by Darren Murph. These resources provide valuable insights and strategies for managing successful virtual teams.
As we have discussed throughout this blog, virtual team management has its advantages and challenges. On the one hand, virtual teams allow for flexibility, cost savings, and access to a diverse talent pool. On the other hand, virtual teams can also lead to communication and collaboration challenges, feelings of isolation, and difficulty building trust and rapport.
At a high level, what do you think about virtual team management? Do you believe it is a viable option for your organization? Have you had experience managing or working in a virtual team? What challenges have you faced and how did you overcome them? Do you have any additional tips or strategies to share?
We would love to hear your thoughts and insights on this topic. Please feel free to leave your comments and ideas below. And if you are interested in further developing your skills in virtual team management, we recommend checking out Skillshare for a variety of online courses and tutorials. Thank you for reading and sharing your thoughts!
Glen McNeill is the Founder of the Project Management Nerd, an organization that provides training and certification for aspiring project managers. With a diverse background in both finance and sport, Glen has achieved success in a variety of fields. He is highly regarded in the industry for his expertise and innovative approach to project management.
Bruce Tuckman was an American Psychological researcher who specialised in group dynamics. One area he focused on was the formation of teams and during the mid-1960s developed a model that described the four stages of group development. The phases were Forming, Storming, Norming and Performing.
Sprint planning is the precursor to the sprint. It is an important step as it determines the goals and what work can be achieved in the sprint. It also outlines what can be achieved.
Sprint planning is a whole of team exercise where the whole scrum team work in collaboration to determine what can realistically be completed.
In scrum the sprint is a set of periods of time where all the work is done. Time frames may vary depending on the team however 2-4 weeks are the most likely timeframes. In scrum a sprint is used as it brings large pieces of work into smaller work packages whilst still providing the team with continuous learning and improving.
First identified by Takeuchi & Nonaka in 1986 a scrum is a rugby term that can be used in the context of Agile. It emphasises teamwork with progress in incremental steps and was originally considered for software development projects.
It is primarily focused on complex projects that require goals to be broken up into shorter iterative time frames called sprints. The focus on teamwork means fellow team members will jump in and remove any bottlenecks that may be slowing down a fellow teammate. The flexibility that comes with scrum allows projects that are dynamic and not fully scoped to be completed. Change is ever present in scrum projects and that is part of the allure of the methodology. Scrum teams embrace change and look to quickly respond to changing requirements.
Commonly used today the Gantt chart was once the pinnacle of management thought.
The use of Gantt charts has developed from being the height of innovation when first used to the default tool for schedule management today. In fact, the use of Gantt charts is now seen as a fundamental part of any project.
We look at the benefits of Agile in the Engineering sector
The challenges for engineering are considerable. There is ever increasing complexity, competition and shrinking life cycles. Engineers also have to contend with an increasingly complex regulatory environement, rapid improvements in technology and ever tighter program deadlines.
We look at why there has been a change in the way we plan and run our projects.
Projects have been a feature of human development for thousands of years. Think of the pyramids, the Great Wall of China and more recently the Panama Canal. It is only over the last fifty years that the knowledge and learnings from projects have been brought together into a discernable methodology. The project frameworks that have first surfaced were designed for high certainty projects. These definable projects include car production, electrical appliances and the building of a house as examples. These projects usually involve processes that are well understood and usually have low levels of uncertainty and risk.
This article explores the importance of project management and why it might mean the difference between success and failure.
Project management is the application of the skills, resources, techniques and knowledge into a project that is designed to exceed the needs and expectations of the stakeholders. In order to achieve this success, the project practitioner needs to balance the competing demands of stakeholder needs and expectations which include:
