Virtual leadership is a type of leadership that allows those to manage their remote employees. As the COVID-19 pandemic hit the corporate world, corporate leaders had to adopt the new norm of working remotely. There is much uncertainty, and remote working is likely not to end soon. Employees have also embraced remote working, making leaders want to extend remote working possibilities, even during the post-COVID-19 era given the increased flexibility that has come with it. Therefore, it calls for corporate managers to develop vital leadership skills to manage their remote employees effectively, seeing as traditional management approaches may be somewhat outdated in this new norm.
Here are a few essential leadership skills that virtual corporate managers must possess:
1. Excellent Writing Skills.
Communication with employees working from home is most commonly done through writing, like emails and text messages, for example. Therefore, virtual leaders should learn to translate empathy and understanding in their writings. Employees need to feel that their bosses understand them as they delegate tasks.
Although employees are working remotely, they should still receive opportunities to participate in matters affecting the organization. They should participate in project planning if they are rich in technical knowledge and operations. Remote employees can therefore offer valuable insight into the organization’s action plans.
3. Openness and Transparency.
Organizational valuable data should be accessible to employees working remotely. With this vital information, employees will be able to revisit the company’s goals, hence giving the desired outcomes. Organizations that are allowing their workers to access critical corporate information (to a fair degree) experience improved productivity throughout their teams. Virtual leaders can enhance openness by sharing status updates and data, all while improving their leadership credibility and integrity.
4. Adoption of Open Dialogue.
Involvement of virtual employees should be through regular video calls and one-on-one chats for them not to feel isolated. Leaders can meet their remote employees through online meeting tools, such as Zoom or Skype, to create a cross-team collaborative environment.
5. Adoption of Team Autonomy Accompanied by Individual Responsibility.
Individuals in remote teams should get opportunities to work without extreme supervision. They should be allowed to make decisions on their workflow, but still be held accountable for the amount of work completed. This approach creates trust between the remote team and the management.
As employees continue to work from home, virtual leaders need to keep them motivated and inspire them to accomplish their tasks and be productive. Building an organizational culture with the above skills can bring effective problem solving tools to the organization. As every company looks for ways to succeed during this time of uncertainty, corporate leaders should get in-service leadership training to manage their remote teams effectively.