Thanks….I am happy to hear and good luck!!

I suggest you focus on the critical tasks first. Focus on the 20% that produce the 80% results.
Also use others on the team to help out if they can.

Absolutely, if you can! At least the first meeting or two and then on a regular basis…such as an annual meeting. This will build trust between the team members and you.

You have to decide if you are in a position to create a high performing culture in your sphere of influence. Can you act to make changes that will move your team in another direction? If not, you have to make a decision about the values alignment and if this is a good fit for you personally. Tough call.

If you are new to the organization…my advice is to become an expert observer of the culture and cultural norms. Pay attention to the leaders and what they communicate, what gets rewarded and what they pay attention to. You can then decide how to best align yourself to the existing norms.

Thanks. Do you think we should try and bring people together more for face to face meetings to help build that trust?

Thank you. That’s what I thought. Great webinar! Great ideas. I appreciate all that you shared.

Hi Deirdre;
If there is high trust in the relationship, you can ask if the leader is open to feedback and suggestions that might be helpful to them and you. This type of feedback can be very difficult to hear and risky if the leader is not open to to exploring this.

Hi Kim
My experience is that leading in a virtual environment requires more communication and transparency than face to face.
You have to work much harderto build trust.