Your team is scattered across different locations. How do you ensure accountability in a remote work setup?

Expectations up front, avoid bumps in the road later. In order to provide autonomy and trust, build in mechanisms for visibility without micromanagement. Meaning, have KPIs, deliverables, or work submissions that show the team member's performance, without it feeling childish. A few areas you can set expectations for accountability with remote roles: - Communication standards (response time by messaging (Teams/Slack, etc.), text/Whatsapp, and email - Work standards - Team and individual check-ins or stand-ups (weekly or daily depending on work and level of team member) - Scheduled time and in the moment, ad hoc times in an appropriate manner - it's great to keep people on their toes as a leader, but must be done in a respectful way

When I first began leading a remote team that spanned across several time zones, I quickly learned how critically important it was to not just set clear expectations for the work, but also for how we would communicate, how we would honor work boundaries, how we would collaborate, how we would align on performance metrics and how we would leverage efficient systems and protocols for (a)synchronous team projects and workflows.

The global mobility of talent has rapidly changed the landscape of remote management. Now more than ever it is critical for leaders to establish their own success routine of managing a team remotely. This success routine needs to incorporate relevant business updates as well as professional development and personal updates. Consistency is key to creating a rhythm that allows everyone to align and know what is expected of them.

Figure Out What A Remote Workforce Means To Your Team Make Sure Remote Workers Are Just As Invested As Office Workers Utilize The Right Technology Trust Your Employees Maintain Consistent Benefits Across Teams Find Ways To Make Your Remote Team Feel Like Part Of The Team Treat Your Remote Team Members With Fun Experiences And Takeout Find A Similar Schedule Bring Employees Together Regularly Utilize Anonymous Surveys To Gather Essential Feedback

10 years ago, I led a multi-county project. It required careful planning and coordination. To maintain accountability and momentum, I established clear expectations and scheduled regular virtual meetings. However, the significant time difference posed a challenge. As a leader, I recognized the importance of flexibility and adaptability. I made sure to find a meeting time that accommodated everyone's schedule, even if it meant putting in extra hours myself. By doing so, we were able to overcome the distance, stay connected and work together seamlessly, ultimately achieving project success.

Pretty much all the points are good but when it comes to run a team efficiently remote or offline we need systems. When you create system with effective protocols managing the team won't be a mountain task. In my experience as a coach & consultant I have observed that whichever organization or a team is struggling with managing, there is always lack of effective systems. Some tips: ➡️ Form systems & work for systems not for results, results will get better automatically ➡️ Set a system to check on systems regularly ➡️ Have rewards & penalties for following & not following protocols ➡️ Appoint monitors/inspectors to check on people following protocols ➡️ Keep improvising periodically (monthly/quarterly) ➡️ Hire a consultant or coach

In my experience, you approach leadership the same remotely as you do as in person leadership. That’s the mindset. Yes, it’s different, but when you start looking at all the ways it’s different, instead of how you can lead in a similar way, you’re making excuses. Approach remote leadership and gain ultimate accountability with typically measures and check-ins, and find opportunities for on-camera collaborative time, including 1:1s, team meetings, and town halls. Have video meetings intentionally when you need it, versus for every conversation. It’s more meaningful and more similar to an in person or local environment when you meet on video like you would in person. Make remote leadership count with intentional activity and time.