Focus Question: Where can 1 + 1 = more than 2?
 
Description
Virtual collaboration is an art form, and a requirement of exceptional work in the remote space. “No person is an island”. It is critical that we spend time focusing on what is important for those we work with.

Collaboration can be more complex in the remote space as we don’t always see the context our colleagues are operating within. With this in mind, it can be even more important to be intentional in designing our relationships This is a topic I explore in Chapter 12 of Effective Virtual Conversations.

In Effective Virtual Conversations, I also explore some of the core skills at the heart of great collaboration. Take a minute and think about how these skills are underpinning great collaboration for you.

At the heart of great collaboration is clarity around:
Why are we collaborating? Collaboration is not always the best strategy.

What’s our common stake? What are all parties committed to?
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What do we each bring to the table? 

Activity
#1 – Where are you collaborating?
Map out the different collaboration partners you currently have? What makes them work?

#2 – Skills for Collaboration:
What skills do you lean into? What could use attention?  Some of the more common skills needed for collaboration, which I outline in Chapter 12 of Effective Virtual Conversations, is listed below.
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Complete the chart below:

For more on this topic check out: Chapter 12 – Effective Virtual Conversations and multiple sections in PlanDoTrack and Coaching Business Builder.

Best,
​Jennifer

Focus Question:  Where are you needing to collaborate so that you can enhance the impact of your work?
 
Description
Collaboration in today’ business context can take a number of forms – from Joint Ventures, to Co-Facilitation, Collaboration and Co-Leading. What are the different partnerships you engage with?
 
Great partnerships don’t just happen. They are usually created with some intention. They are often planned.
 
It can be valuable to spend some time to plan your collaboration by asking:

• What do you want to get out of the collaboration?
• What skills do you bring?
• How are you complimentary?
• What’s really important as an outcome in this work?
• What’s really important as a process in this work?
• Where is it not a good idea to collaborate?
• What will you do to provide feedback to each other?

Activity
Identify the collaborations you are a part of right now? What conversations need to be had?

With your major tasks and projects for the next few months, what new partnerships and collaboration opportunities are needed? What requires attention?

Also refer to the Collaboration Download as part of Episode 7 as part of the Remote Pathways Podcast. Listen in on your favorite podcast player or at RemotePathways.com

For more on this topic check out:
Teams365 #1152 - 5 Ingredients for Successful Team Leader Collaboration

Best,
​Jennifer

Jennifer Britton
Co-host of the Remote Pathways Podcast
Potentials Realized – Coaching, Training and Consulting Services for remote teams, leaders and professionals 
 
Check out the most recent Remote Pathways Podcast Episode, where we explore the people, places and processes of exceptional remote work. You can listen to the latest episode here, or on your favorite podcast player.
​

Description

In the remote space, creating trust, safety and connection across the team is critical to surfacing the issues which need to be addressed and allowing the team to bring their best work every day. When teams are remote, it’s very easy for issues to be left, and fester, becoming even greater issues quickly.

Here’s what I shared recently at the Teams365 blog about fostering an environment where people feel safe to speak up. Check out what I wrote in Teams365 2221:

“As we wind up with our last team essential of the month, I wanted to take us into an area which is critical for team success – the ability to speak up.

When a team feels connected and safe, they are more likely to speak up. The foundation of teamwork is that the fusion of many perspectives, insights and talents is better than one person thinking alone. With this philosophy in mind, it’s very likely that there will be divergent perspectives and insights that emerge from across the team. How do you create a context in which people feel that they can share what might be perceived as oppositional insights, without being shut down?

The ability to speak up was identified as a core component for helping teams excel by Amy Edmonson from Harvard. I regularly recommend her 2011 book on Teaming to Organizations, and she has recently followed up with a new book called The Fearless Organization. Take a look at this article.

From large to small invitations there can be many different ways we foster conversation across a team. This might include:

• Dedicating time to brainstorming solutions/perspectives and alternatives to your most pressing opportunities and /or challenges. In the truest sense of brainstorming, we are welcoming ALL different ideas without shutting them down.
• Ensuring that all voices are being heard. This can be done through participatory facilitation techniques. Rather than just going around a table to verbally share ideas, consider giving everyone a set of index cards or post it notes to share their top ideas. Gather these and post them or go through them one at a time.
• Talk about why it’s important to bring alternative perspectives to the table.
• Watch your language – how is language shaping an “invitation” to connect and collaborate. Is more ME/YOU language being used or WE?

What other barriers are being created around inviting everyone’s voice to the table?”

Activity
Have a discussion this week around what Speaking Up can look like in your team or organization, and what the value of it is.
 
For more on this topic check out:
Speak Up, Show Up and Stand Out – Loretta Malandro
Teaming – Amy Edmondson

Best wishes, 
​Jennifer

Jennifer Britton
Co-host of the Remote Pathways Podcast
Potentials Realized – Coaching, Training and Consulting Services for remote teams, leaders and professionals 
 
Check out the most recent Remote Pathways Podcast Episode, where we explore the people, places and processes of exceptional remote work. You can listen to the latest episode here, or on your favorite podcast player.
​

Focus Question:  What can you do to avoid the pitfalls of matrix teams?
 
Description
Conflict may also be more prevalent. Think about these different conflicts which are present in matrix relationships. (Mentioned first in Teams365 #601: https://www.potentialsrealized.com/teams-365-blog/teams365-601-potential-sources-of-conflict-in-matrix-teams)

Here's a list of potential sources of conflict in matrix teams include:

• Conflict between local level priorities and global or project priorities
• Conflict between direction and style of local leader and matrix leader
• Style conflict
• Potential conflict on multiple levels around communication styles - direct versus indirect communication - (refer to Geert Hofstede's Culture scales)
• Conflict created by working across multiple time zones which can impact meeting times, and perceived favoritism
• Conflict around resourcing (perceived and real)
• Conflict around team membership - my "local" team and my "project" team
• Conflict around team culture - how things are done on different teams and what's acceptable and not

Activity
Consider the matrix relationships you are part of. What are the pitfalls you might encounter? The conflicts which might exist? What can you do to create an antidote around them?

​For more on this topic check out:
Teams365 blog posts on this topic over at Potentials Realized.com.
Including:

• Teams365 #595 – Matrix Teams – Where’s the Loyalty?
• Teams365 #596 – Matrix and Goal Setting Teams365 #602 – Matrix Management – Top Tips

All the best,
​Jennifer

Jennifer Britton
Co-host of the Remote Pathways Podcast
Potentials Realized – Coaching, Training and Consulting Services for remote teams, leaders and professionals 
 
Check out the most recent Remote Pathways Podcast Episode, where we explore the people, places and processes of exceptional remote work. You can listen to the latest episode here, or on your favorite podcast player.
​

Focus Question:  What matrix teams are you part of? What makes it work?

Description
Four Keys for Making the Matrix Work:

1. Create Shared Expectations. Given that your staff member will be managed by two or more sets of people, creating shared expectations among the three (or more) of you is key. Who do you report to on what? What does success look like to all the parties involved? What are everyone's various expectations and priorities? How do these align? Conflict?

2. Clarity. Clarity around roles and responsibilities, reporting relationships, goals and who does what is key in successful matrix management. Taking time to be extremely clear is key to success. Having a plan and process in place to address lack of clarity issues can also be important.

3. Checking assumptions. Given that matrix management relationships often occur at a distance, it is important to check the various assumptions. Assumptions about priorities, flow, pace, quality may be a starting point for discussion on a regular basis.

4. Frequent touch points and adjustments. Regular and frequent touch points amongst the three parties can be very useful, along with an understanding that regular adjustments will need to be made. In my former world of work, I usually tried to aim for quarterly or semi-annual three-way meetings (both supervisors and employee). While this took some planning time, it was often identified as a critical success factor.
Originally published as https://www.potentialsrealized.com/teams-365-blog/teams365-594-matrix-management-4-keys-to-making-it-work)

​Who do you have in your relationship web?

Activity
Note the conversations you want to have with those you are in matrix relationships with. When are you meeting as a group of three? What are the things you want to have discussion around?
 
For more on this topic check out:
Teams365 blog posts on this topic over at Potentials Realized.com 

Including:

• Teams365 #595 – Matrix Teams – Where’s the Loyalty?
• Teams365 #596 – Matrix and Goal Setting
• Teams365 #602 – Matrix Management – Top Tips

All the best,
Jennifer

Jennifer Britton
Co-host of the Remote Pathways Podcast
Potentials Realized – Coaching, Training and Consulting Services for remote teams, leaders and professionals 
 
Check out the most recent Remote Pathways Podcast Episode, where we explore the people, places and processes of exceptional remote work. You can listen to the latest episode here, or on your favorite podcast player.
​

Focus Question: What are the key relationships you need to develop?
 
Description
Earlier this year I did a series of calls entitled “No Person Is An Island”. If you pick up my 2017 book, Effective Virtual Conversations, you’ll see me use that term a number of times.

Business success is often linked to our relationships. And the saying “no person is an island” reflects that we operate in connection with others, even if we feel isolated as a remote worker.
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If we are part of a team, it’s likely that we have a boss, peers, and even those we manage. We also may need to interface with both internal and external stakeholders on a regular basis.

Activity
For each key relationship, work through the questions listed here.
 

For more on this topic check out:
Check out the Top 20 Activities in PlanDoTrack, as well as the Relationship Mapping Exercise.

Enjoy!
​Jennifer

Jennifer Britton
Co-host of the Remote Pathways Podcast
Potentials Realized – Coaching, Training and Consulting Services for remote teams, leaders and professionals 
 
Check out the most recent Remote Pathways Podcast Episode, where we explore the people, places and processes of exceptional remote work. You can listen to the latest episode here, or on your favorite podcast player.
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