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Leading in a Virtual Landscape

Leading in a Virtual Landscape

remote teams, leadership overcoming

60 minutes

All Events Include

Your Designated Event Planner

Use of award-winning virtual space for entire day of booked event

Customized information posters for internal communication of upcoming event

Integrated Calendar Invitations

Real-time virtual support to optimize audio and video


More About This Virtual Event

Background and Premise:

  • Leadership development training for the new normal.

  • How to lead virtually more effectively while allowing company culture and cohesion to bloom.

  • Enhancing connections via a virtual environment to encourage productivity, mental health of employees, and performance management.

Who is this Experience for?

This experience is designed for emerging leaders as well as established leaders who need insight and support on how to lead teams virtually while ensuring productivity and support for the already strained staff members. 

Leaders are no longer just a source of authority and direction, but inspiration! Participants can expect to enhance their leadership skills for leading in a virtual environment without micro-managing or any loss of control.

Experience Details:

1. Focus on inspiration and motivation.

Motivating and inspiring leadership strategies are especially important when leading virtually because we lack many social cues and tools we usually use to influence others. Be more mindful and practice this.

Examples of these types of strategies include:

  • Displaying ethical and inspiring behavior, taking a stand, and acting with conviction.

  • Supporting others and attending to their individual needs.

  • Motivating others by projecting a positive vision.

  • Supporting innovation and creativity.

2. Be optimistic, but honest.

In times like these, people look to their leaders for hope, while also expecting honesty and transparency. This can be a difficult balance, when you might be experiencing personal stress and worry and often must communicate bad news.

We recommend:

  • Delivering information in a timely manner, and in a compassionate, caring, and straightforward way.

  • Giving others an opportunity to process the information, and a space to share their thoughts and experiences.

  • Finding opportunities for realistic optimism, pointing toward the future and highlighting ways that everyone can work towards it.

3. Support trust and cohesion within virtual teams.

It can be challenging for virtual teams to develop trust and cohesion.

As a leader, you can:

  • Set norms and processes around communication.

  • Encourage and schedule time for personal and social conversations as well as work discussions.

  • Include regular opportunities for video conferencing, which allows for much richer interaction.

  • Be a role model for these strategies.

4. Provide frequent and explicit opportunities for coordination.

Because virtual teams have fewer opportunities to spontaneously interact and coordinate work, it is particularly important to provide clear channels and expectations for communication and coordination.

Leaders play a key role in establishing these norms and expectations, such as:

  • Plan regular calls so that everyone in the group can share their progress.

  • Use instant message or chat functions to take the place of impromptu in-person meetings.

5. Take care of your own mental health.

Leaders are not immune to experiencing worries, stress, anxiety, or sadness at times of uncertainty. In fact, you may experience a unique set of stressors, making it all the more important for you to take the time to take care of yourself.

Thanks for submitting!

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Dr. Lynley Larkin Wentzel

Dr. Lynley is an Inventive C-level professional with expertise in HR Operations, organizational design, mergers & acquisitions, talent management and development, and HR systems.

Larkin's experience focuses on how to lead more effectively online, while allowing company culture to bloom. Enhancing connections to encourage productivity, mental health of employees, and performance management.

Specialties: Employee and Organizational Development, Change Management, Organizational Behaviour, Talent Acquisition, Employee Relations, Performance Management, Succession Planning, Health & Safety, and Diversity & Inclusion as well as creation of Policies and Standard Operating Procedures.

Leading in a Virtual Landscape
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