NORTHERN SYDNEY LOCAL HEALTH DISTRICT LEADERSHIP CHARTER
Fundamentals of People Leadership of Virtual Teams
Communication
StaffWellbeing
Accountability
• Regular and ongoing communications is paramount to ensure staff are connected and engaged. • Establish Skype for Business or similar for the team and use virtual meeting etiquette. • Commit to a communication plan. Things to consider: when to email, when to use video conferencing and when to use instant messaging; how regularly communication will occur; a set time to for a virtual ‘team meeting’; who needs more communication daily versus a regular weekly catch up. • Clarify goals and roles, which may be different in a virtual team to the normal team setting. See Accountability Principle for tips. • Set clear expectations with those you’re leading. • Be transparent with the team’s whereabouts and keep your Outlook calendars up to date. • Don’t forget one-on-one interaction with the team. Your teammembers will need one on one time with you.
• Develop and implement strategies to help keep morale high and include everyone. • Organise optional virtual morning teas or other staff gatherings. • Consider starting your virtual team meetings with a general check-in (Are you OK?) or a mindfulness exercise • Check in with staff individually and see how they are going both personally and professionally. • Always make time for your team members—keep space in your diary so that you are available when they need to speak with you. • Provide your staff with information for support services such as Employee Assistance Program. • Celebrate successes, reward and recognise your virtual teammembers. A simple thank you goes along way but don’t forget the Compliment Portal to send them something special, opportunities to praise them and their achievements in team meetings or nominating them for staff award programs where appropriate. • Share a virtual experience together such as Steptember or a 30 Day Challenge.
• Trust that your staff are able to perform their roles and set them up for success. The usual expectations around reporting and deadlines should still apply, as does performance development and management. • Set clear timeframes for tasks and ensure deadlines are met. • Look at developing a tracking system for your team, such as an excel spread sheet, project plan or to do list. Make sure you use the system and check actions are completed. • Encourage staff to utilise Weekly Planner to manage their time. • Use Outlook calendar to manage tasks and deadlines and set up reminders. • Remind teammembers about their obligations to use work resources lawfully and appropriately.
9
Made with FlippingBook - professional solution for displaying marketing and sales documents online