The #1 cause of failure in all teams is a lack of trust. Employee satisfaction and performance are directly correlated to organizational trust. Increasingly, U.S. organizations are taking advantage of the many benefits of placing employees in virtual teams. The benefits of remote workers include a reduction in travel and real estate costs, an increase in productivity and efficiency, improved employee satisfaction, and improved decision-making. Despite the many benefits of virtual teams, a number of challenges also exist, including poor team identification, poor communication, low engagement, isolation, ineffective management/leadership, and low levels of trust.
What You Will Learn at this Session:
- The 7 Proven Hacks that leaders and managers use to develop and improve trust in their virtual teams.
- Understand which barriers that affect internationally-dispersed teams are different from those that affect teams that are domestically dispersed within the United States.
- Learn the 2 types of organizational trust and why, when, how to use each of them.
- Discover the Big 3 Failures leaders have in developing organizational trust.
- Learn the #1 Tool that female managers use to establish trust that male managers do not.
As more U.S. organizations begin to offer remote employment or assign employees to collaborate in virtual settings, it will be of increasing importance for leaders to understand how to foster organizational trust among domestically geographically-dispersed workers. It is not a matter of, if, you will lead a domestically disbursed virtual team, but rather when. And, your success as a leader and manager, is 100% dependent upon your ability to establish trust.