How do you address communication breakdowns when managing remote team members in a business coaching setting?

Most people get sidetracked, distracted with what's going on in their environment. Without going into detailed explanation, I get them to remind themselves of the reason they are in a coaching setting and put their goals front of mind. Go back to their purpose to keep the goal motivating them to get to their desired destination.

Ein Kommunikationsabbruch ist für mich stets ein kritisches Thema, das sensibel gehandhabt werden darf. Zuerst dürfen banale Gründen überprüft werden, wie Feiertage, eine firmeninterne Veranstaltung o. Ä.. Dann darf vorsichtig die Klärung gesucht werden. Denn es können viele zugrundeliegende Ursachen bestehen: Von einer vorherigen übermäßigen Kommunikation über Verletzungen aus dem Prozess bis hin zu „politischen“ Geschehnissen. Hier würde ich stets über die jeweiligen Ansprechpartner bzw. Vertrauenspersonen agieren. Aber auch eine offene Frage beim nächsten persönlichen Kontakt kann sehr sinnvoll sein. Im schlimmsten Fall wird durch die falsche Intervention das Problem vergrößert oder überhaupt eins geschaffen. Dies gilt es zu vermeiden.

When communication breaks down in a remote team, start by encouraging open dialogue to understand underlying issues. Focus on the human element, considering factors like isolation or misunderstandings. Regularly seek feedback to proactively address problems and empower the team to suggest solutions, ensuring effective communication and collaboration.

After identifying communication issues, collaborate with your clients to develop clear communication norms for their remote teams. This could involve setting expectations for response times, selecting appropriate communication tools, and scheduling meetings that respect time zone differences. Establishing these guidelines creates a consistent and reliable communication framework, crucial for the smooth operation of remote teams.

When I run a remote coaching session, I plan as many things as possible in advance to avoid issues on the day of the session: - I reiterate the purpose of the coaching session and its benefits. - I kindly remind the coachee of what must be prepared to facilitate discussion during the session (it usually follows a training). This minimizes issues with people feeling "unprepared" and therefore "not ready to talk" or not showing up. - I remind them that it is best to find a quiet place (not in a car whilst driving) and to check that the technology works. - I send a Zoom link and my phone number as a plan B. - I also make myself available prior to the coaching session through email and Zoom in order to be able to address any questions.

I would set up a study group of the remote workers. I would ask the team to discover best practice by remote teams and how world class teams communicate effectively. I would facilitate a discussion to ensure every member of the team has a role in the best practice research. Agree timescales and set up a feedback process. I would then invite each member of the group to present 6. minutes of feedback on on their top 3 findings. Then I would allocate each member 5 votes to vote for the best practice ideas they liked best. This would produce a top 3 which we would agree to implement over the next month. I would invite a champion to lead on each of the 3 tope ideas.

Encourage your clients to view technology as a facilitator, not just a solution, for communication in remote teams. Instead of simply adopting a range of tools, focus on creating a cohesive digital ecosystem where each tool has a clear purpose. Advise them to prioritize user experience and ensure that the team is not overwhelmed by technology. Provide training that emphasizes not just how to use the tools, but why and when to use them, fostering a more thoughtful and efficient approach to communication. This approach helps in reducing friction and builds a more connected and cohesive remote team.

Technology is your greatest ally in bridging communication gaps. With the right tools, remote teams can stay connected and aligned, no matter the distance. Tools like Slack, Zoom, or Microsoft Teams offer real-time communication and collaboration, ensuring everyone is on the same page. For business coaches, these platforms can be game-changers, allowing for seamless client communication and team collaboration. But don’t just rely on one platform. Understand the unique needs of your team and integrate a suite of tools that cater to different communication styles. When leveraged correctly, technology can transform your team’s communication dynamics, making remote collaboration as effective as in-person interactions

The targeted use of technology is essential for efficient communication in remote teams. Tools such as video conferencing software, project management platforms and instant messaging services create direct connections that bridge physical distance. It is important to choose the right tools to suit the needs of the team. Automated task distribution, real-time collaboration and cloud solutions promote transparency and efficiency. Regular training ensures that all team members make optimum use of the technologies. In this way, technology can not only facilitate communication, but also strengthen collaboration as a whole.

Innovative technology has made the most mundane tasks easy to complete. However, in many cases, the overuse of technology can create authentic “ robots” in the work place with people over dependent on tools to replace their “ weak spots” and obsessed with saving time where a more “ personal and strategic approach” is necessary. I definitely agree that in many work settings, you need to depend on technology but, you cannot use it to replace “yourself” work settings. Some aspects of your work will always require a “natural and realistic” touch/approach to successfully differentiate you from the rest of the pack. There is no general rule because a lot of it depends on the country’s approach to the regulated use of technology.

First, it's crucial to identify the core issue. Take the time to communicate with and understand each team member's requirements individually. If you're planning to work remotely, I strongly recommend leveraging technology and providing thorough training to ensure its effective use. Find the right tools that facilitate better remote communication and maintain accountability for each team member. When managing teams, it's essential to consider every individual, not just the most vocal participants. Strive for inclusivity and ensure that quieter team members are also heard and valued. Remember, effective remote team management is about balancing technology, communication, and individual consideration.

Dazu bieten sich zum Beispiel monatliche Show-and-Tell-Sessions an: Einmal im Monat könnte jedes Teammitglied etwas Persönliches oder ein Hobby in einer kurzen, informellen Präsentation vorstellen. Dies könnte alles von einem Lieblingsbuch bis zu einem Do-it-yourself-Projekt sein. Solche Sessions ermöglichen es den Teammitgliedern, mehr über die Vielfalt und die Interessen ihrer Kollegen und Kolleginnen zu erfahren und bauen gleichzeitig Verständnis und Respekt im Team auf.

Building trust is essential for effective communication in remote teams, where in-person interactions are scarce. Advise your clients to focus on fostering genuine connections among team members by integrating personal touchpoints, like virtual coffee breaks or casual chat channels, into the workflow. These informal interactions help humanize the team and create a sense of camaraderie. When trust is established, communication becomes more transparent and fluid, reducing the likelihood of conflicts and enhancing overall team collaboration.

Trust is the cornerstone of any successful team, and it becomes even more crucial in a remote setting. Without the daily in-person interactions, it’s easy for team members to feel isolated or disconnected. As a business coach, it’s your role to cultivate an environment of trust where team members feel valued and heard. Regular check-ins, where you not only discuss work but also take the time to understand your team members' challenges and successes, can go a long way in building trust. When trust is established, communication naturally improves, and your remote team will function more cohesively, driving better outcomes for your clients

Para verificar el nivel de razonamiento y comprensión de las ideas cuando trabajamos con equipos a distancia o vía remota, puede ser muy útil pedir que nos generen ejemplos sobre los que estamos conversando para la solución a problemas que visualizamos en la organización y al menos 3 ideas de aplicación inmediata para generar soluciones.

If they are fallen silent, that is they don't show up to sceduled Zoommeetings and don't answer your emails. What sense does another sympathetic email make? They just don't answer it. It is to much work for them, they are a little ashamed and duck away and so on. Better you find a hook that challenges them without making them look stupid and rude. What I found works good with silent-gone clients is something like: "It looks like you have given up on the coaching." You will get an answer most every time. Either a saving Yes or a clarifying No. Yes, it is possible that they don't want to work with you anymore. And now you know it. And if you get a No, they will tell you what is holding them back and you can act accordingly.

While I share my feedback and feed forward, I check for the usefulness and whether they could value at the end of almost every coaching meeting/ call and then request them to share their feedback to serve them better. I insist them to write down the session summary, the actionable and their learning highlights post each session to help me understand and align with my clients

It's easy to ask how you can make your working relationship with them go more smoothly, or what you can do to support them better. You might not get an answer the first time you ask-but keep asking. Act on what you learn from them. This will build trust.

Encouraging feedback is crucial to trust building and to a cooperative mindset in companies and teams. But it is one of the hardest things to do: asking for feedback requires a great deal of courage, since one is vulnerably exposing themselves to potential criticism when doing so. Is it worth the potential beating? Absolutely!! Encouraging feedback can open the pandora's box of feelings, emotions (all useful to building trust which is necessary for communication), but also creativity, brainstorming of new ideas, and ... even SOLUTIONS TO PROBLEMS!!!

Ask the team and plan to experiment are my guidelines. Using retrospectives and setting the blame free and non judgemental frame is key.

Remote teams need constant alignment. Constant facilitation. What was true yesterday might not be true today. Make sure ceremonies exist for verbal sharing and easily updatable tech tools to reference between meet-ups. Do it regularly and it happens fast. Stand ups have been highly successful for this exact reason.

Isn’t continuous adaptation what life is all about? People change. Technology changes. Processes change. What shouldn’t change is empathy. Opening up space for teams to share what is and isn’t working is a good way to promote a culture of adaptability. This shouldn’t be a once in a while thing but rather something welcomed at every team meeting and every one-on-one.

Emphasize the need for continuous adaptation in communication strategies. The remote work environment is dynamic, and approaches that are effective now may need to evolve as the team expands or circumstances change. Encourage your clients to remain flexible and open to adjusting their methods, ensuring they proactively address potential communication challenges. This adaptability will help them maintain a resilient and connected remote team, capable of navigating future shifts with ease.

Communication breakdowns in remote teams are inevitable, but a growth mindset can turn these challenges into opportunities. 1- Encourage open conversations where team members feel safe to voice concerns—this shifts focus from problems to solutions. Creating psychological safety is key here! 2- Practice active listening to fully engage and prevent misunderstandings. This seems obvious, but resist the urge to multi-task while in remote meetings. You’ll risk missing the “statements between the lines.” 3- Continuously adapt by regularly assessing the effectiveness of your communication tools and staying flexible with strategies as your team evolves. By embracing a growth mindset, leaders can foster stronger, more connected remote teams.