Remote Teams Need Alignment, Regular Reinforcement
Remote-working organizations need clear definitions of "culture" and "alignment"
I recently warned that your team may be fragmenting in the work-from-home (WFM) environment. Since then, I’ve spoken with multiple CEOs who are concerned about this. Many of them have employees who’d rather work from home with sporadic office visits, and most of these CEOs will try to accommodate them. Given this, there are three concepts that I believe CEOs need to grapple with: team, culture and alignment. They’re often used but rarely defined, so let’s start there.
The way Patrick Lencioni, author of The Five Dysfunctions of a Team, defines "team" is spot on. It’s “a small group of people (let’s say 3–8) that has common objectives, common rewards and meets frequently.”
My definition of "culture" is: “the sum result of the behaviors that you allow and reward.” (There’s so much psychobabble around this word that it’s too often rendered useless!) Has your team gone from tightly knit to unwoven?
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