August | 2010 | Bhavin Gandhi's Blog

Communicate Effectively in Virtual Teams

In today’s world, 1 out of 10 employees might have worked in a virtual team in one form or another. With the current trend of globalization and outsourcing, the pressures associated with getting new products and services to worldwide markets is increasing tremendously. For any business to remain competitive, they have to choose the best people for their projects, regardless of their location. This rapid development in the business world has completely changed the dynamics of the business within past two decades. Have you ever wondered – how big companies like Microsoft, Apple and Google are leading their remote branches in India, China, Russia and Brazil?

Couple of years ago, I worked in a company that had its branch in India. I was one of the fortunate person, who got an opportunity to lead a newly formed team in India. During those times, economy was good but company’s project budget was slightly tight, the only way I could interact with that team was – video or voice conferences, e-mails, phone calls, etc. During that experience, I created my own best practices to effectively communicate with the virtual teams. In this blog, I am going to share those ideas with you.

For a virtual team to function efficiently and efficiently, it requires rich and synchronous communication. But majority of times, the distance and time differences between team members makes it very difficult. To overcome this barrier we can make an arrangement of meeting once a week, for 60-90 minutes on a video conference to identify and review the team’s purpose and key result areas, modify objectives, understand breaking issues, examine possibilities, make decisions, and assign actions. Due to the nature of this team and different time zones, this meeting might not happen during working hours. But you can still make it a painless experience. In the process of leading my team, I used to create raw proposals before our meeting and distribute them in advance to team members. We also used to have rotating roles for listeners, who would synthesize team member’s feedbacks and incorporate those into written team documents that can be accessible to all team members. This will not only provide a single point of reference for roles and responsibilities of each team members but also build-up team spirit that most of the virtual teams might be missing otherwise.

I hope this blog helps you build efficient teams of the future (Virtual Teams). – Bhavin Gandhi

1 Comment

Posted by Bhavin Gandhi on August 5, 2010 in 21st Century, Leadership

Tags: 21st century, Challenges, Leadership, Virtual Team

Reminder: Business Challenges in the 21st Century

04 Aug

Doing business in 20th Century was comparatively easy. Rules were simple and complexities were very few. In today’s world, its not easy to do business. With new technologies and changing dynamics of the businesses, it is becoming more and more challenging to do business. In this blog post I will discuss about some of the new business challenges that many organizations are facing right now.

Globalization has really changed the entire world, with new markets – offering new challenges and opportunities, especially in China, India, Brazil, and Russia. Therefore, global issues — including trade barriers, exchange rates, tariffs, and distribution — will become important elements of managerial choice.

Rapidly growing technology is another challenge that businesses in 21st century needs to face. Technology has increased accessibility, visibility, and connection. The connected world is smaller and rapidly changing, and has open information. For example: during the time of Web 1.0, companies used to broadcast their information and consumer had only one channel to know about various products and services that company offers. Thanks to Web 2.0, consumers can now connect to other consumers and get feedback of your product through their social connections. Managing your brand’s image in social media is one of the biggest challenge that businesses of 21st century has to face.

One of the other challenge that businesses of 21st century needs to face is – talent acquisition and retention. In today’s world, employees represent diverse demographic backgrounds not only race and gender but also personal preferences and cultural backgrounds. Also, employee expectations are constantly rising as they gain education and skills.

Other major challenges are increasingly segmented markets, increasingly attuned investors, and innovative and global competitors. With my blog posts, I will try to address these issues and provide some recommendations to resolve those challenges.

I hope my article was helpful and I am eager to hear your feedback. Thanks. – Bhavin Gandhi.

How to get Gen X employees to use Gen Y’s technology? (Part 2)

02 Aug

As I mentioned in my last blog post, if given an opportunity, Gen X employees can learn new technologies and improve productivity of your business. In this blog I will talk about the practical approach of how to better train Gen X employees. But before I talk about that, let me ask you one question. As a Manager or as a Leader, what do you think when it comes to training Gen X employees of your company? Let me help you. Most of you might be thinking of the following:

* Gen X employees are technophobic.

* They’re resistant to almost any changes in how they work.

* They require too much hand-holding and training compared to Gen Y team members.

* They insist on doing things “old school.”

Before you say that Gen X employees are old school or technophobic, remember that they are the people who put a man on the moon and gave us a computer at every desk. Most of the Gen X people are not afraid of technology, they just don’t have the same relationship with it that Gen Y people do. Gen Y people are “technological people” – if you will. Some of them hardly even write anything anymore as most of them use computers to describe their thoughts.

Let me tell you one real story. In my last job, I used to work under a Gen X Manager. She was very talented and intelligent individual. People used to take tips from her all over the organization for her Management style. But she had one problem. She was used to using Excel for Project Management instead of other technological advanced tools, made for Project Management. During that time, I was given an opportunity to lead a team of 5 and finish one project. I had to provide my Project Plan for the same purpose. Guess what happened? Being from Gen Y, I created my Project Plan in Microsoft Project. She was very surprised at first, as no one else had used this tool before in her group. She insisted on using Excel for the reporting of the weekly status. But instead of doing that I talked her in to providing a basic training program for Microsoft Project. The deal was simple, I got a chance to present the new technology in front of the entire team, if they don’t like it they don’t use it. I knew that if I get her team’s approval then I might stand a good chance. Guess what happened next? After that training, she was really excited about this tool. It was not me who changed her working style other than convincing her to let me give the training. I think those advantages that came with this new tool convinced her to change her working style. Now, she uses Microsoft Project as her primary tool for Project Management.

Thus, if you are serious about training your Gen X employees to adopt to new technologies, you should show them actual, practical examples of people who use these tools and the results they get. If you want to teach them how to use skype for talking to your remote employees, then don’t just give them skype installer, show them how to use it, and let them have some feel for it. Trust me, they will get used to it. This doesn’t mean that we have to spoon feed them. With availability of new tools like “Google”, they can learn lot of stuff by themselves. In fact, Gen X people tend to learn on their own and prefer to learn from live people as opposed to recorded tutorials, like Gen Y.

Don’t just put “learning new tools” as a performance measurement criteria. Give them a good reason to change their methods, show them how to use the new tool, give them time to practice, give plenty of encouraging feedback and reward the change. When you do all these, you’ll be amazed how well Gen X and Gen Y employees will use these tools and make your business even more efficient.

I hope my article was helpful and I am eager to hear your feedback. Thanks. – Bhavin Gandhi.