Dealing with conflicting communication styles in your virtual team. How can you bridge the gap effectively?

If you have have the opportunity to hire virtual team members, asking about their communication style upfront - and knowing if it's a fit for your team and style - will go a long way in helping you be an effective communicator. There is also value to derive from a team with diverse communication styles. Like a good teacher, a conscientious leader understands how to connect with everyone on the team and provides a variety of communication options, from: short slacks or team messages and longer form emails to 1:1 virtual meetings or weekly office hours. My go to communications bridge is to choose the road less travelled -- opt for an "old-fashioned" voice call to solve problems, collaborate and plan.

Patience, grace and humility. We cross paths with someone but know nothing about what brought them to this point in time and conversation with us. Our communication style is influenced by so much: education and exposure, upbringing, learned behaviours, cultural influence and of course our personalities. I always say actions speak louder than words, and patterns speak loudest of all. To get the bigger picture, always look beyond the words to try and understand the intention. And most importantly - NEVER be a grammar snob about your native language. That's just not a good look on anyone ;-)

Set ground rules from the start. I agree with Marcus that everyone has their own set of communication styles. Always ask team members what's the best way to receive communication and how they prefer to send communication. No sense in sending Slack message is someone never reads them! Respect boundaries and understand there are hundreds of messaging apps and programs - it's often overwhelming so always be patient when understanding how to work together in a virtual world!

Kind management is an approach that I actually believe should be normalised. Much of our everyday existence, from the very economic models that drive business reality to the social fabric around which our connections are woven, have been tainted by self interest. In this tainted state of affairs, kindness is a fresh breath of air. Kindness is predicated on respect. Respect is predicated on acknowledgement and an understanding of the value and style of others. As a leader in any team, seeking to understand and acknowledge the value and style others bring to the table must be a first priority. When others perceive this, they become more fluid in their interactions with us. That fluidity reduces friction and improves overall team cohesion.

I noficed this during the Covid lockdown when everyone was forced to adapt to virtual meetings. It was tough as not everyone was tech savvy nor had the discipline to be dedicated attending meetings and keeping up with assigned tasks. One way was to set virtual reminders, monitoring app on assigned tasks and most importantly check on the well-being of everyone through a simple text, call or even delivering a gift to show your sincerity and care.

If you're just interested short-term output in the micro-gig economy, you will not like my advice: Invest time with people offline. One day together one-on-one or as a team of 3 can carry online collaboration to its real potential.

Apesar das preferencias de cada um, é importante existir um canal em comum para todos (com a devida acessibilidade) e uma rotina de interação mínima acordada com o time. Esse canal será o ponto focal e de lá partem as informações oficiais. Os demais canais sim serão adaptações relacionadas as particularidades dos colaboradores, mas é crucial existir senso de responsabilidade individual e coletiva.

It’s easy to get misunderstood when you’re working with a virtual team. The key is over-communication. It can be in any format where they’re active - slack, weekly email updates, or regular 1:1s. Keeping your team informed about the goals, processes, recent updates and expectations so everyone is fully aware of the progress is key in a fully virtual world.

“What is different is curious”. Geert Hofstede. Conflicting comms styles is a microcosm of different styles in the wider community. The challenge is not to standardise but to work with all to gain mutual understanding of the message or task. Fundamentally, what is the point of this piece of information? If the group needs to work together to deliver a task, the key interlocutor has responsibility to ensure they all understand what is expected. This means delivering information,or altering the message while retaining the meaning-in a variety of ways. This incorporates working through others with different skills& connections who are better placed to drive understanding. There is no “one size fits all” communication style or methodology.

During pandemia our company have to unity two teams with different communication culture in one project. In one team the most managers were about 25-30 years old, another part were 50+. The conflict between generations developed quite quickly. The oldest group took a paternalistic position like «fathers". Others refused their experience because it was not actual in VUCA time. Long discussions reduced efficiency. It was necessary to write regulations and procedures to find the common platform for both group

Establecer en principio algunas sencillas pautas, ayuda mucho en la eficiencia final. Sugiero comenzar por las más básicas como: Cumplir con las duraciones estipuladas de las reuniones virtuales. Respetar y permitir que todos puedan expresarse. Dar un marco general durante el cual se reciben/ responden mails o llamados. Y finalmente no creer que el trabajo remoto es 24/7. Siempre habrá excepciones, que se acordarán previamente.

When setting guidelines, consider incorporating flexibility to accommodate the dynamic nature of virtual work. Create space for individual teams to adapt certain aspects of communication protocols to fit their specific needs and challenges. Encourage periodic reviews of these guidelines to ensure they remain relevant and effective as team dynamics evolve. Additionally, include guidelines for cultural sensitivity and awareness to foster an inclusive environment. This approach not only reinforces the importance of adapting to change but also ensures that communication remains effective and inclusive over time.

I found that taking time to establish clear communication guidelines was useful outside of our team. We shared that information on our internal customer-facing SharePoint site so colleagues outside of our team had clearer expectations of our communication services.

My advise for a guideline is, take your time to communicate with each other. Communication is more than sending a message. It is what the word says it is. Create a union sharing something that becomes common to the sender and the receiver. Take communication seriously. Correcting miscommunication always takes more time and effort than taking time to communicate the proper way. Miscommunication, in some cases, will happen at a very high cost. Take time to find out if the person you talk to has understood your message. This is a key guideline implement. Not always easy, but necessary.

This is an important component. Team norms must be learned over time. There will always be pushback and hesitation. Set expectations so team members know the cadence, channels and content to expect. Be open to feedback and changing these based on what works best for everyone, but also don’t be afraid to set a standard. I’ve seen team members adapt to new technology after they’ve realized email was no longer the preferred way to communicate messages to the entire team.

Los procesos y pautas son dos ingredientes esenciales para el orden en los procesos. El equipo debe ser un engranaje en el que las funciones de cada uno faciliten las del grupo

Los procesos y pautas son dos ingredientes esenciales para el orden en los procesos. El equipo debe ser un engranaje en el que las funciones de cada uno faciliten las del grupo

Importante se adaptar ao estilo preferido da equipe. Se perceber que um membro da equipe prefere mais detalhes, forneça-os. Se outro prefere concisão, tente ser mais objetivo. Equilibrar essas preferências pode aumentar a eficiência e evitar frustrações. No início de um projeto ou colaboração, defina claramente como a comunicação ocorrerá. Alinhe expectativas em relação a prazos, formato de respostas e nível de detalhamento esperado. Isso ajuda a evitar mal-entendidos.

Los equipos virtuales de comunicación están conformados por personas que tienen diversas formas de comunicación, unos tutean, otros hablan de usted, y otros son más confianzudos en sus comunicaciones. Además, profesan diversos tipos de religión, creencias, valores y principios, entre otros aspectos. De allí la importancia de establecer una pauta común de comunicación mediante la elaboración de un manual de estilo de comunicación y redacción en las publicaciones virtuales. Y dicho material, debe ser revisado y actualizado de manera periódica para que nuevos y antiguos colaboradores estén sintonizados en la misma frecuencia de trabajo. Para más, escríbeme.

During a virtual connect program, where 500+ female students from TN connected virtually during the pandemic, I saw how diverse communication styles can either enhance collaboration or create challenges. Here are three ways technology can help: 1. Real-Time Collaboration: Tools like Slack and Zoom provide structured, real-time communication, allowing participants to engage at their own pace. 2. Understanding Differences: Virtual icebreakers and personality assessments through platforms like Kahoot or Google Forms help identify communication styles early, enabling interactions that foster inclusivity. 3. Adaptive Platforms: Using tools like Miro and Trello allows for a mix of visual, written, and verbal communicationz

En un mundo cada vez más digital y con puestos de teletrabajo un buen software de gestión de procesos y proyectos es esencial. La tecnología la aliada perfecta!!

Existem inúmeras ferramentas como Google Docs ou Microsoft Teams permitem que as equipes colaborem em tempo real, garantindo que todos estejam atualizados e possam contribuir, independentemente do estilo de comunicação preferido.

Nowadays there is tools available for everything, only challenge is to pick or find the right one + have courage to test it together with your team to get the job done.

La tecnología es muy importante, es parte de nosotros a diario, por lo que hay que saber manejarla y sacar el mejor provecho posible a estas herramientas. Es por esto que las capacitaciones y el animar a utilizar estos, es de gran importancia para establecer otros lineamentos de trabajo en equipo. Que todos tengan las mismas oportunidades de aprender a usar estas herramientas.

La tecnología es una gran aliada para el desarrollo del trabajo remoto. Desde una perspectiva geográfica y económica-social, considero que es necesario como Institución acompañar a cada integrante con los elementos necesarios para optimizar los tiempos y efectivizar los objetivos de la organización. Lo cual significa que tenemos a nuestro alrededor personas calificadas, pero no contar con la rapidez e inmediatez de la tecnología da como resultado que crezca la brecha digital, como así también, la pérdida del Capital Humano.

A formação continuada não é só um benefício para os colaboradores, mas também um investimento estratégico para a empresa. Colaboradores capacitados e engajados são a base para o sucesso e sustentabilidade dos novos negócios.

Constantes treinamentos podem englobar todos os outros necessários aspectos que vão de diversidade a constante feedback. Importante é o alinhamento das expectativas e manutenção positiva das relações interpessoais, enquanto se otimiza o produto desenvolvido. Uma comunicação mais assertiva vai sempre depender da fluência na língua do outro, habilidade passível e necessária, de ser treinada.

El feedback es de gran ayuda, el escuchar al equipo y que te escuchen es parte de crear habilidades y confianza con los miembros del equipo. Además de siempre mantener informado al equipo de cambios, nuevas herramientas y cambios, mejora el trabajo ya que esto apoya en la sensación de la capacidad de ellos, he importancia de cada uno.

Always the training don't have to be a "big thing", it can be subtle small things for example just openly inform about the social media page analytics to show that "what we do together, matters" then show how different way of doing things affects to the visibility. So do first, develop, inform, inspire, and set an example.

Positive feedback is also most often seen as negative give feedback ….that’s a natural trait of feedback ….how the feedback is given can to a large extent help in enabling feedback to achieve its goal…most managers don’t know how to give feedback - the tone the language used is all messed up leading to listeners to switch off and log out . So lot of care and attention to be given to resolve this from the feedback provider side …another point that I have noticed is that managers by way of role have the privilege to give feedback and they tend to keep giving the same feedback repeatedly without giving time to the folks to work on it and also they just give feedback and no help all this for not worknow from the receiver side be a good listener

Ao fornecer feedback, é crucial que o gestor seja claro e objetivo, evitando ambiguidades que possam gerar dúvidas ou frustrações. Além disso, é importante oferecer recursos e ferramentas que auxiliem o colaborador a desenvolver suas habilidades e superar os desafios identificados. Isso pode incluir treinamentos, mentorias, ou mesmo a oportunidade de assumir novas responsabilidades.

De fato, deve-se criar uma cultura onde o feedback sobre a comunicação seja encorajado e aceito. Isso ajuda a ajustar a abordagem e garante que todos se sintam ouvidos. Promovendo maior engajamento da equipe.

Au sein de la société, la diversité fait la richesse. Il en va de même dans les entreprises. Pour créer, pour innover, pour reenchanter , j’ai toujours misé dans l’exercice de mon leadership sur le respect et la prise en compte de l’altérité. Diversité des parcours académiques, diversité des expériences professionnelles, diversité des vécus aussi, diversité des racines et des horizons enfin. La diversité va bien au delà de la parité de genre. Elle représenter une quête qui nous permet de travailler mieux, d’aller plus loin et de décrocher quelques étoiles.

Give grace! No one's going to remember everything about everyone immediately, or even all the time. As your job allows, consider reinforcing those preferences. If you take time away from email, put an out of office telling folks that you're concentrating on another task and that they should try another avenue if it's urgent.

Para lidar com estilos de comunicação conflitantes em uma equipe virtual, é essencial promover empatia, estabelecer normas claras, criar um ambiente de confiança e adaptar-se aos diferentes estilos de comunicação. Na minha experiência, trabalhar com um time diverso e ressaltar essas diferenças de forma positiva é essencial para que todos os membros da equipe se sintam confortáveis em expor suas opiniões de forma construtiva e respeitosa. Incentivar a participação em fóruns de diversidade e trazer as discussões para as reuniões do time é um exemplo de como lidar com diferentes perfis de forma estratégica e produtiva.

A diversidade nas equipes virtuais exige uma comunicação empresarial que valorize e se adapte às diferentes perspectivas e formas de interação. Reconhecer as distintas preferências de comunicação – seja entre gerações, culturas ou estilos individuais – é essencial para garantir que todos se sintam ouvidos e compreendidos. Ajustar o tom, o nível de detalhamento e os canais utilizados promove uma troca de informações mais inclusiva e eficaz. Ao acolher a diversidade e adaptar-se a essas variações, a empresa fortalece o engajamento e cria um ambiente de trabalho mais colaborativo e produtivo, onde a riqueza de diferentes vozes é aproveitada para gerar melhores resultados.

I have learned and seen through my years of public and private work, that the key to empathy and respect in group work, which are esencial both to virtual and presence teams, is to reduce ego and open the heart to others. Walk your talk.

A diversidade é a chave para um ambiente de trabalho mais justo e inclusivo. Ao promover a diversidade, estamos construindo produtos e serviços que refletem a diversidade da nossa sociedade e que são mais respeitosos com todas as pessoas.

Há uma resposta clara que vem de uma máxima atribuída a um filosofo do século XVIII. Aquela mesma que se atribui ao consenso. O consenso não é uma luta de pontos de vista, visões, ou formas, em que um há de ser vitorioso sobre o outro, mas é a construção, pelo diálogo, de um caminho que não é o meu, ou o seu, mas o nosso, que construiremos juntos. Pratiquemos.