3 Essential Traits of a Virtual Leader

By
Wendy Johnson, PhD

Years ago, being a remote employee (in most cases) was unheard of, unless you had an extenuating circumstance. Times have changed! Covid-19 forced many organizations to abruptly conduct business remotely. Most were not prepared for this logistical pivot. This left many scrambling as working remote has never been considered a “normal” way of conducting business. The nation instantly had to figure out how to manage remote staff. Some say that leadership is leadership and it’s all relative, however that’s not necessarily the case.

Remote management is a different dynamic even if you have managed people face to face.This transition can adversely impact the team and the organization if leaders and staff are not given the appropriate information, guidance and direction needed to lead the charge.If you’re leading a team remotely, consider these three traits. Doing this will help improve how you and your team work together.

Below are a few remote leadership tips:

• Communication: Working remotely can make staff feel isolated from their co-workers and team. Good remote leaders alleviate this by having consistent regularly scheduled meaningful (individual and team) meetings. These sessions should be uplifting, motivating and informative. Acknowledge good performance and be clear and concise.Remember, reprimand in private and praise in public. Emphasize your open door “communication” policy as being approachable is vital. Giving your team a voice and keeping them informed will lead to better quality work and productivity.
• Empathy: Being empathetic is an important trait for any leader.This is a soft skill that tends to be overlooked. Understanding the needs of others and making yourself aware of people’s thoughts and feelings is vital. A remote leader (more so than not) must be people focused and have the personality to work with others. Remote leadership cannot be done in a vacuum. Studies show that empathetic leaders tend to have better preforming staff. Leaders that acknowledge and practice empathy havea better chance of cultivating an atmosphere of openness and trust.
• Accountability:Holding a remote team accountable can be challenging, however not impossible.This can happen if the proper tools are in place. Leaders must set clear and concise goals and expectations. The appropriate policies and procedures must be in place and updated on a regular basis. And each person on the team must be held to the same standards. No favoritism. The more documentation the better. Part of the goal is to eliminate as much ambiguity as possible. Teams that are held accountable tend to perform better. Why you ask? Because they know what they are expected to do and how to do it.

Effective remote leaders know and trust their teams, set realistic/achievable goals, and understands the importance of impactful communication. This can be you if you are willing to reassess your leadership style and take a different approach. Remember, remote work is here to stay!