Practical solutions to reduce time barriers between your Virtual Teams

I have seen various virtual teams that fails to accomplish their mission due to lack of communication. Virtual teams have many challenges like culture differences, language barriers, lack of personal touch, etc. But the ‘time difference’ is one of the most important challenge that a virtual team faces. As a part of my existing job, I manage various individuals from 3 completely different locations. And I have faced similar situations while managing these individuals. Through my experience, I have developed few practical solutions to resolve these challenges, and I would like to share those tips through this blog.

 

Define rigid working hours: I am neither a micromanager nor I believe in monitoring my people. But sometimes it is very crucial for a team to follow a strict schedule. Asynchronous communication channels like SMS and e-mails will only resolve few issues. But if you are working in a fast paced environment like me (Agile or Scrum approach), then it becomes very difficult to communicate through these asynchronous channels of communications. This approach makes it possible for me to meet with each and every individual at least 2 times a week (through video conference). From past few months, my team in China comes early every 2 days during the week and my team in USA stays late for those 2 days. This arrangement makes it easier to work with these people and it also helped me to increase my team morale.

 

Establish rules for e-mail communications: In the past, I have been in various situations when I will get an e-mail from my China team at around midnight in my time zone, and I won’t have any opportunity to reply to them until the day after. Thus, if you are working in a virtual team then you should be establishing few rules for your e-mail communications. For example: Tell your remote team in China to notify you regarding any urgent issues/concerns before midnight your time. Obviously, they will not be able to identify all the issues every time before you go to sleep, they might encounter few problems after you go to sleep. In that case, make sure that you always task them with some kind of other work, which is independent from that particular task. This will give them something to work on, before you can actually resolve their problem. This approach had helped me tremendously to increase the productivity of my team.

 

Make information go public: In most of the cases, people depend on each other for the information. Most of the professionals will take an educated decision in a given situation, if they were provided with the appropriate information. I made most of my information public in such a way that my team can have access to that information all the time. For example: during every meeting, I take meeting notes and prepare a list of action items. I started putting that information to our SharePoint site. This helped my team to have a baseline information and having the right information in their possession. This approach has reduced long chain of e-mails to get the same information that they would have got otherwise.

 

I hope, these tips will help you to reduce various time and communication related challenges with your virtual teams. Please feel free to comment on my blog, if you have any other suggestions for improving efficiency of your virtual teams. Thanks. – Bhavin Gandhi

3 simple tips to successfully change your organizational culture

Recently, I was helping one of my client to develop a new line of product in their product portfolio. With the help of their existing equipments and resources, they could have come out with this new product very easily. In order to create this new product, they required a major shift in their existing culture. Maybe that was the major reason why this initiative hadn't worked for them.

Organizational culture is formed over years through historical events, employee's shared values, employee's shared beliefs, organization's leadership, etc. Normally, organizational culture grows over time, and most of the times people are comfortable with the existing culture. Thus, we can't expect an immediate change in the organizational culture. But we can progressively change organizational culture through following steps:

Understand your existing culture: Before any organization can change its culture, it must first understand the existing culture. There are various ways to perform cultural analysis of your organization. Few methods that I use for cultural analysis are: Schein's rubric and Hofstede’s cultural dimensions. Schein's rubric can be used for understanding the organizational culture of a smaller company, while Hofstede’s cultural dimensions can be used for understanding the culture of International organizations.

Develop cultural vision: After you are done with understanding your existing organizational culture, you need to develop a cultural vision for your organization. This is a crucial step, as you will be defining the strategic direction for your culture, and making sure that these cultural changes support your overall organizational goals. Envisioning culture artifacts, values and beliefs will help tremendously during this phase. For example: our new culture will have open door policy, tightened ethical standards, etc.

Change organization's behavior: In this stage, we need to change organization's behavior to create the desired organizational culture. We might not be able to change behavior of each and every individual, but we can make changes in the organizational structure and leadership to propagate these changes to an individual level. During this phase, we need to get full support from executives, and provide appropriate training to the employees to make this work. Communication is the key element for changing people's behavior. Thus, we need to provide various channels of feedback and performance metrics, through which we can measure success of these changes. For example: employees feedback sessions, employee satisfaction survey, rate of increase/decrease of productivity, etc.

I hope, these tips will help you to successfully change your organizational culture over time. Please feel free to comment on my blog, if you have any other suggestions regarding organizational cultural change. Thanks. – Bhavin Gandhi

3 Simple Tips to Effectively Manage Customer Expectations in a Project

Unfortunately, I have been a part of numerous projects, where customers change their expectations in the middle of the project. I am sure that you must have been a part of similar situation during your career. I might not have a perfect solution for this problem. But in this blog, I will provide you with 3 simple tips that will help you minimize any change in your project due to changes in customer expectations.



Identify what your customers don't need:

In my experience, I have always found a "NOT TO DO" list very helpful. The list of things you will not deliver sets boundaries for your project, and it provides a comprehensive basis for scoping discussions with your users and customers. To define a "NOT TO DO" list, you can ask various questions to your customers, such as: What is of the least value to you? What if we don't deliver this component? What will be an acceptable project? Trust me, this approach will go a long way in defining the actual scope of your project.



Communicate ONLY realistic expectations:

During my career, I have been a part of numerous projects where expectations were unrealistic. Manager/Client will over promise to their customers/stakeholders to gain their business/trust, and they fail to realize that they will lose their credibility when they can't stand up to their expectations. Thus, I would suggest you to carefully define the scope of your project. If you suspect any infeasible components in your project, then investigate those issues before promising anything to your customers. If your investigation shows that something expected by your customers is probably impossible, then communicate your findings with them. In this way, you will earn their trust and gain some credibility by involving them into decision making. After all, it is always better for projects to under promise and over deliver than to do the reverse.



Revisit requirements often:

Those days are gone, when we used to have rigid requirements for our projects, which hardly ever changed. Today's Project Management is a whole new game. Though our project might not change, the external environment will change, which will in turn change the requirements of the project. Thus, I would recommend you to implement a continuous feedback loop in your project management lifecycle, and revisit your requirements often. You can use various mechanisms to do this, such as: ongoing project discussions with your customers; demonstration of prototypes, pilots, mock-ups, and intermediate deliverables; feedback from testing; and other periodic customer interaction.

I hope, these tips will help you to manage changes in your project due to change in customer expectations. Let me know, if you have any other suggestions regarding the same. Thanks. – Bhavin Gandhi

Incorporate best practices into your organization's culture

Recently, I was called upon for help by one of the local small business owner. She wanted to improve efficiency of her business processes to improve production capacity. After reviewing her existing process documents, I couldn't find any major improvements. So, I visited her company and met with few employees to get more information. To my surprise, employees gave me the different picture of the organization. Most of the employees seemed to consider processes as an unnecessary overhead. Their working style reflected "Just do it" approach to finish the work. This is not an independent event. I have seen many organizations, where this problem is prominent. You can have as many processes as you can, but if you fail to incorporate those process in to your culture then nothing is going to help you in improving efficiency. Following are few tips that you can follow in order to enforce your processes.

Demonstrate Benefits:

Most of the workers push back on the use of processes based on their primary perception of "more processes = more work". While that might be true, the assumption that not employing processes will tend to create less overhead is generally untrue. Thus, an organization needs to do a better job of communicating benefits of their processes to their employees. For example: Don't just tell your employees to put in their actual hours in to the ERP system. Explain them how this will help you to get an appropriate estimates for your future projects, and how this will reduce their overtime. Also, discuss about other benefits such as reduction in employee's stress level due to more control over projects, etc.

Customize processes:

It is always better to have people adopt practices that they have thought of instead of demanding that they should follow a particular process “because I said so”. Thus, every organization should do a better job of involving their employees in fine tuning their processes. Before coming up with any kind of process or hiring an external consultant, one should ask their employees about their idea of an ideal process. Of course, you might not agree with each and every idea that is presented to you. But it will give you a baseline to think about, and that too, for free. Asking feedback from employees will make them feel valuable and get their buy-ins before you implement the process. Thus, there are more chances that those customized processes will convert into actual processes instead of being just on paper.

I hope, these tips will help you to incorporate best practices in to your organizational culture. Let me know, if you have any other suggestions regarding the same. Thanks. – Bhavin Gandhi

What would you do when your e-mail backfires?

In today’s world, almost everyone communicates through e-mails, SMS, or twitter. While these communication channels have made it faster and easier to convey our messages, it took out the human element from the communication. Thus, sometimes our messages are interpreted differently. Hence, we need to make sure that our messages are conveyed to the right people, and their interpretation of that message is same as our interpretation of the same message.

If we fail to recognize this then we can end up in a big trouble. For example: In one of my MBA class, I work with a group of four people. One day, I wrote an e-mail to my group regarding some work assignment. And I used one of my team mate’s name (say Mr. X) as an example to ‘not do something’. Since, I knew him from my other classes and we had close friendship; I thought he will understand my humor behind this analogy. But that e-mail backfired on me. On the other day, Mr. X wrote me a long e-mail explaining, how I offended him. And how he is unhappy about that e-mail.

Obviously, I took corrective action to explain my situation and apologized to him for any unintended behavior from my side. That’s where I got an idea about this blog. I hope, my suggestions in this blog helps you in better communicating with your peers through e-mails, SMS and Twitter. Following are few tips that I would recommend you to follow:

Use of smilies: If you are trying to be humorous in your e-mail then use smilies after your statement. Smilies will go a long way in explaining your stand behind that statement. In my situation, if I would have used a smilie after providing a bad example of Mr. X, nothing would have happened. Mr. X would have understood my message and he would have considered that message, as humorous instead of offensive.

Proof read your e-mail: Make sure that you proof read your message, before you send it to someone. If it is a message about ‘corrective action’, then please proof read it thrice (if possible). E-mails about ‘corrective actions’ are already very sensitive, and you don’t want to overcomplicate it by sending unclear messages. Also, try to put yourself in to the shoes of the reader, and read the e-mail again. Don’t send any e-mails that will offend you, if you were on the other side of the spectrum.

Ask for feedback: Always ask for the feedback. You can use wordings like – “Let me know, if you need anything else from my side”. Feedback mechanism will not only make sure that your message is conveyed properly but also provide an opportunity for the receiver to provide their feedback. Since, I always use this mechanism in my e-mails, Mr. X felt comfortable enough to confront me regarding my e-mail. This gave me an opportunity to explain my position. Thus, don’t ever forget to ask for feedback.

Apologize for miscommunication: In the worst case scenario (like me), never hesitate to apologize. Few words of apologies go a long way. Don’t just apologize by writing something like “Sorry” in your response. Write a brief e-mail regarding your statement, and explain how he/she might have misinterpreted that. This will give you an opportunity to explain yourself and strengthen your relationship with the receiver of that e-mail.

I hope, these tips will help you to better communicate with your team. And if you have any better suggestions, then please feel free to share it with me. Thanks. – Bhavin Gandhi

How to resolve 3 key challenges of a virtual team?

In today’s global business world, there are higher chances that you will end up leading a virtual team at some point in time. Though basics of leadership remain the same in a virtual team, however, the members of a virtual team work at different times and different places. This will make your leadership tasks much more complex and difficult. In this blog, I will talk about 3 key challenges of virtual teams and my practical approaches to resolve those challenges.

Building Trust:

PROBLEM: As with all teams, trust is a key factor in determining virtual team’s success. Building trust in a virtual team, where people speak different languages, come from different cultures, and live in different time zones is very challenging.

SOLUTION: These challenges can be resolved by different approaches. The approach that works for me is to use of facial pictures in e-mail exchanges. This will help you a long way by putting a human element in to virtual communication and reminding people about the person who sent this message.

Taking ownership:

PROBLEM: The virtual nature of the team and its assignment can make the virtual team’s project seem less real and pressing, with the serious consequences that team members fail to take ownership of the project.

SOLUTION: I might not have the perfect answer to resolve this issue, but here is what I do: Lay down team’s mission and explain the reasons behind that mission. In this way, they can connect their goals to this mission and I get more buy-ins from them. Then I try to share control over defining team’s objectives and process. This helps me build the climate of self-determination and ownership.

Maintaining visibility:

PROBLEM: “Out of sight, out of mind” may explain why it is easy for a virtual team to become isolated and forgotten by the organization. Thus, maintaining visibility becomes a real challenge in a virtual team environment.

SOLUTION: Again, I might not have the perfect solution for this challenge, but here are few steps that I follow:

• Invite key decision makes, stake holders and project managers in the weekly conference call.


• Include these key decision makers in some of your important e-mail chains.


• Publicize your achievements through group e-mails and team’s website.


• Follow up with key stake holders regularly to check up on the project progress and get their feedback.

I hope these tips help you in resolving your day-to-day challenges of virtual team management. And let me know, if you have any other suggestions. I am always looking for your feedback. Thanks. – Bhavin Gandhi

Is cutting higher education the answer for reducing budget deficit in Nevada?

I don’t consider myself as either republican or democrat, but I believe that government should not raise taxes about a certain threshold. I know that times are tough, and government deficit is flying over the roof. Thus, every State in the USA has to cut their spending in one form or another (no doubt about that). But my question to my readers is – Can we create a sustainable society in any country/state/region by cutting spending in Education? For example: Brian Sandoval’s new budget proposal proposes to cut more than 25% of spending in the higher education sector of Nevada.

You don’t need to be an expert to realize that cutting education will impact heavily on Nevada’s economy. Nevada is one of the unfortunate State in the USA, where high school graduation rate is below 60%. Over this, if Mr. Sandoval cut higher education spending, then Nevada will be left with unskilled labor force resulting even higher unemployment. I can understand the intention behind Mr. Sandoval’s budget cut plan. In theory, you can attract more businesses to a particular State/region by reducing taxes. But sometimes those theoretical approaches don’t work in real life. Let’s say, this budget cut will help us solving the short-term budget deficit of Nevada. And Nevada will be successful in attracting new businesses by providing tax cuts. But what will happen when they come to Nevada? Where will they get their workforce from?

History shows that the education had played an important role in the growth of economies, regions and even countries. India wouldn’t have capitalized on ‘Y2K’ and ‘dot com’ boom, if it didn’t have highly skilled labor force. There might not be any direct relationship between education and growth of the economies, but I am sure that they are highly correlated. Without appropriate education, we can’t expect our future generation to deal with difficult times like these.

In summary, I agree that Nevada needs to cut its spending to reduce budget deficit. And unfortunately, part of it has to come from higher education. But if these cuts are not implemented properly then Nevada will be left with even higher unemployment and no future perspectives.

So, what do you think? Do you agree with Mr. Sandoval's plan for budget cuts? Please feel free to share your opinion. I am always looking for your feedback. Thanks. – Bhavin Gandhi