Unlike traditional teams, global virtual teams don’t meet at the same location daily, which is becoming more feasible in this century. Globalization has created this concept, a common phenomenon in large organizations and small businesses. According to the Clutch Remote Work Survey, most U.S. workers temporarily work from home at least one day per week, and this trend is not about to fade. While some of us always worked in Global Virtual Teams (GVT), we still meet leaders who prefer to have their team sit in the same physical location with them. Learning to lead global virtual Teams better was a big motivator for me to finalize and publish “The Global Rockstar Album – 21 Verses to Find Your Tact as an Inclusive Leader”. While I am still learning to be a better global rockstar, I would like to share a few basic ideas for managing a global virtual team for high performance. 

Virtual teams are  “workgroups which (1)  have some core members who interact primarily through electronic means, and (2) are engaged in interdependent tasks — i.e., are truly teams and not just groups of independent workers).” Like any other team, these virtual teams also require proper leadership and management for optimum results. So let’s start with why we should opt for Global Virtual Teams (GVT) or “hybrid” teams. 

• Companies can bring global talent together when projects start, while employees can enjoy the flexibility of working from home according to their schedules. 
• Organizations can cut the cost of relocation, traveling, real estate, and other business expenditures. These include businesses that use virtual teams to build a global presence, outsource their operations, or need less common expertise or skills from people who are reluctant to relocate from their home location.
• Virtual teams add diversity to a project. It is always better to brainstorm ideas to add creativity to the work process; these virtual teams are ideal. They also enable organizations to network globally with a fresh perspective of every country. 
• Compared to traditional teams’ operation style, it might be hard to get it right and manage. It might not always be easy to bring people from different cultures to one platform and get them to collaborate on a project. 
• They can fall short of goals and motivation because of how they communicate. They rely on modern technology, emails, video conferences, virtual meetings, etc., taking away the full spectrum and dynamics of in-person exchange. Thus, to excel, each member needs to be self-motivated. 
• Collaboration within a project might cause delays in working on the project.

Advantages of Virtual Teams

• Companies can bring global talent together when projects start, while employees can enjoy the flexibility of working from home according to their schedule.
• Organizations can cut the cost of relocation, traveling, real estate, and other business expenditures. Businesses that use virtual teams to build a global presence outsource their operations and need less common expertise or skills from people reluctant to relocate from their home location.
• Virtual teams add diversity to a project. Brainstorming ideas to add creativity to the work process is always better, and these virtual teams are ideal. They also enable organizations to network globally with a fresh perspective from different countries.

Challenges of Global Virtual Teams

• Virtual teams might be harder to manage correctly than traditional teams. It might not always be easy to bring people from different cultures to one platform and get them to collaborate on a project.
• Because of how they communicate, they can fall short of goals and motivation. They rely on modern technology, emails, video conferences, virtual meetings, etc., which takes away the full spectrum and dynamics of an in-person exchange. Thus, to excel, each member needs to be self-motivated.
• Collaboration within a project might cause delays in working on the project.

Tips To Manage Virtual Teams

1 – Build Trust

The first and foremost requirement is to build and maintain trust between team members. This helps unblock their communication and sustains the motivation of each person involved. If they can’t trust each other, they will have issues working together, which is the essence of virtual teams.

2 – Clear Goals, Standards & Rules

Managers need to set clear goals for each member separately and for the team as a whole. Performance standards and communication rules must also be clearly defined to avoid misunderstandings and harmful assumptions. In addition, they should be clear on tasks and processes.

3 – Constant Communication

Team members should be able to communicate clearly, constructively, and positively, even without nonverbal cues of face-to-face communication. Optimum use of technology for this purpose is a requirement.

4 – Build a Team Rhythm

It is crucial for the global team to have regular meetings, ideally on the same day and time each week, to stay on track. Create meeting agendas in advance with explicit agreement on communication protocols and timings. You will probably have time zone conflicts, so don’t put the time zone burden on the same members every time. Instead, follow a strict rotation to practice fairness and avoid biases.

5 . Global Leader for Global Teams

Develop into a leader who appreciates the experience of managing global teams. Set up regular one-to-one performance management meetings with your team members. Let your team know how they contribute to the success of your project so that they get a feeling of ownership.

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Annex F: Kanban and other Productivity Tools – also for people with ADHD and PTSD

Kanban 

Kanban is a highly effective project management and workflow visualization system. It provides a simple and intuitive framework for organizing and tracking work, allowing teams to achieve higher efficiency, transparency, and collaboration. Kanban boards typically consist of columns representing different stages of the workflow. Each work item, represented by a card or sticky note, moves from one column to the next as it progresses through the process. This visual representation provides a clear overview of the work in progress. 

Project Management Tools

Project management tools help you streamline your work, improve team collaboration, and increase productivity. They offer a wide range of features, including task tracking, team communication, file sharing, and progress monitoring. 

• Asana, with boards.
• Azure DevOps Server, an integrated ALM-platform for managing work in and across multiple teams. 
• CA Technologies Rally, provides teams with the option of managing pull-based, lean software development projects.
• Unicom Focal Point, a portfolio management and product management tool.
• Jira provides kanban boards.
• Monday.com is a popular project management and team collaboration platform. It provides a flexible and customizable interface for managing tasks, projects, and workflows.
• Pivotal Tracker provides kanban boards.
• Projektron BCS, a project management tool, provides Kanban boards for tickets and tasks.
• Slack is primarily known as a team communication and collaboration tool, it also offers various integrations and features for project management. You can connect Slack with other project management tools to streamline communication and task tracking within your team.
• Trello, cards-based project management.
• Tuleap, an agile open source tool for development teams: customize board columns, set WIP (Work In Progress), connect the board with Issue Trackers, Git, and Documents.
• Twproject (formerly Teamwork), project and groupware management tool.
• Wrike, an Agile Collaborative Work Management Platform.

Our App for Nomads with Global Careers and Lives

• RockMeApp

Apps for People with ADHD

• Focus Genie is a time management app for people with ADHD created by Jenna Kutcher. 

Apps to Practice Meditation and Relaxation

• Isha by Sadhguru is great for meditation beginners
• iOSHO is app that aims to make meditation, mindfulness, awareness, and consciousness accessible and integrated into the daily lives
• Calm is an app that offers meditation practices.  
• Headspace offers a large number of guided meditations.
• Rootd, an app which helps with anxiety.
• Breathe2Relax is a portable stress management tool that guides users through diaphragmatic breathing exercises. It helps reduce the body’s stress response, stabilize mood, control anger, and manage anxiety. 

Apps for People with PTSD (Post-Traumatic Stress Disorder)

• PTSD Coach provides tools and resources for managing PTSD symptoms, including educational information, self-assessment tools, and coping strategies. PTSD Coach was primarily designed for Veterans and military Servicemembers.
• ACT Coach was developed for veterans, service members, and individuals in Acceptance and Commitment Therapy, ACT Coach provides exercises, tools, information, and tracking logs to practice ACT principles and commit to actions aligned with personal values.
• Anger and Irritability Management Skills (AIMS) is designed for individuals dealing with anger problems. The app offers education about anger, support resources, anger management planning, tracking tools, and techniques to manage angry reactions. 
• CBT-I Coach was designed for individuals engaged in Cognitive Behavioral Therapy for Insomnia, CBT-I Coach guides users through improving sleep habits, developing positive routines, and enhancing sleep environments. It offers a structured program with proven strategies to alleviate insomnia symptoms. 

Human Touch in Global Mobility

We are robots. At least you could get this impression when you deal with us. Virginia Robot is an observer in our “Global Mobility Academy.” They* regularly comment on our work. For example, when we analyze the process landscape or help expats with their immigration process, Virginia butts in with a comment about how AI could do all that faster, better, and cheaper. For the last three years, we’ve been experimenting with digital global mobility coaching and transition support with you.

We are in a good position to criticize the digitalization buzz and AI hype. Don’t get me wrong: I’m a fan of new and shiny tech tools, and I get excited about apps, but somewhere down the line, they usually disappoint me. For example, on Saturday, I tried to book a flight via my Swissair App while on a train. It seems I just entered another country when…the process failed. Now, I’m trying to find out if my booking was saved in an “interrupted” cart or something, and I haven’t responded for 48 hours. When you are an entrepreneur, time and health are your most critical assets, and it frustrates me when I “waste” time.

In 1999, when I called our global tax provider, I either received an answer right away or they would call back within 24 hours because that was considered good client service. Now, when I call, I often don’t get a chance to leave a voicemail, and when I email, I can be happy if I receive a response within seven days. In my book, that’s not good enough. Let alone that contracts have typos all over and tax declarations need to be corrected. I’m not even a tax advisor, but I smell errors.

My contracts aren’t perfect either. I blame that because I haven’t learned basic administrative tasks, as I would usually have an assistant supporting me. I can draft, comment and edit, but I don’t have the energy to make it look perfect. A few years back, the “Executive Assistant”  had been replaced by HR Software and “manager self-service.” But what if you are building a new team or function? Wouldn’t it help to have admin support or an outsourced virtual assistant sitting at a desk in a home office in Burkina Faso or Bangkok?

So yes, I am interested in exploring working with a colleague such as Virginia Robot as long as they don’t outsmart me in front of my clients. They will probably be better at cost projections, while mine may have formula errors and miss social security data. Virginia will also work 24/7. Maybe they have design skills and a knack for perfect templates.

And they won’t catch a coronavirus or strain a leg in a skiing accident. At some point, they could probably replace our assistant and maybe us as well.

Still, when I look at reality, I’m not worried.

The AI Hype versus Global Mobility Reality

You may have noticed this yourself too, but in the past few years, Global Mobility has revolved around process segmentation, outsourcing, and offshoring. While this has resulted in tremendous optimization and cost saving, it has also had the unintended but unfortunate effect of giving this perception and reputation of being “robotic” and “fragmented”. Before we can teach AI, we must get our digitalization teething issues sorted out globally. On our wishlist is the “holy grail,” the site that rules them all.

The Digital Disruptors in Global Mobility are racing to develop collaborative platforms that speak to each other through API codes. It is, therefore, up to us as Global Mobility Managers to bring back the “Human Touch” in Global Mobility. Through digitalization, we will cut down on the middle person and establish more direct relationships between you and the vendors. We recommend that Global Mobility Professionals meet with you and your spouse before the move and one debriefing session after the return. Ideally, an intimate catch-up during the home leave also helps. Even if we cannot imagine a robot filing tax returns, sending social security applications, and reviewing immigration documents, because of the complexity of the overall topics, we have to see that, and essentially, we are dealing with data.

Looking at my current reality, I often feel thrown back to 1999 when I started in the field, and we moved from net calculations on paper to Excel. Due to IT security, GDPR, and connectivity issues, I can use my hours on data distribution and entry. I prefer to sit down with clients in person and talk face-to-face because then I feel productive. My team of researchers and I thought we should be open to innovation while looking at risks, primarily through the intercultural, diversity, and inclusion glasses.

Focus on Making Constructive Advances in AI

On improving Global Mobility, we would also like to discuss possible ways in which Artificial Intelligence (AI) could be integrated into Global Mobility positively and constructively. Before we begin, we must realize that the technologies we usually discuss under AI are not examples of Artificial Intelligence but a specific subfield called “machine learning.” Because the latter does not sound as exciting, the general term of AI continues to be used interchangeably, though it shouldn’t be.

We also found more real-life examples related to global recruiting where in the past, “Application Tracking Systems” left a lot of broken shards, and many applicants felt as if their applications went into a black hole. Integrating recruitment with an algorithm is one possible way to bring AI to Global Mobility, which is already being researched. This algorithm would not be constrained by human biases – such as sexism or racism – and could focus solely on relevant skills, qualifications, and experience.

Unfortunately, as with all new technologies, we must tread carefully. AI is created by and trained on human values, experiences, and examples and can take up our strengths and weaknesses. Some issues reared their heads recently with Google’s AI misbehaving and an AI art project turning racist due to bad training being input to the algorithms. So much of modern technology is influenced, primarily through various funding channels, by the world’s elite and they exert their beliefs and biases on controlling the direction the development and usage takes. Their economic, skin color and gender privileges are often visible in these creations.

The Implicit Bias in Tech

When the original Kinect was released, it had difficulty recognizing people with darker skin. It was discovered that the early code measured the contrast between the eyes and the upper cheek and nose. So, without optimal lighting conditions, that algorithm failed to detect people without white or light skin. Later iterations of the product fixed this issue and worked in sub-optimal light.

Another example of AI going wrong was revealed with Amazon scrapped its internal AI-based hiring tool after it was revealed that it was somehow biased against women. Again, because the current AI is machine learning, the recruitment tool learned from historical data. Like most other aspects of life, the professional workplace was male-dominated, and the AI learned to be biased against women’s resumes. Not a good look for AI and Amazon.

Careful nurturing of this new technology will benefit Global Mobility and all aspects of work as we know it. AI-powered digital spaces already enable whole groups of professionals to interact more efficiently and effectively; every social platform utilizes algorithmic data feeds and machine learning of your usage habits to connect you to relevant professionals. That is how thriving communities of artists form on Instagram, writing groups on Twitter, and digital marketers on LinkedIn.

To some degree, this technology has also made its way into strategic workforce planning and even transforming workspaces. The flip side, again, is that businesses need to be wary of adopting these changes too fast or without any feedback from the employees who will be impacted. A frequent pushback to such decisions is the employees’ desire to have a suitable workplace that promotes comfort and familiarity, such as break spaces, meeting rooms, and workstations.

Human Touch in Global Mobility cannot be replaced (yet)

This brings me to my initial point: the “human touch.” That will be the determining factor to the success or failure of AI adoption. Maintaining the human touch while transitioning processes and systems to AI is critical. So as we rethink our business core and competencies to align with AI and technology, we should do our best to remember that at the heart of our work in Global Mobility are people with emotions, feelings, skills, and abilities who are diverse and unique and deserve to thrive in the best work conditions. At least for a few years, parts of our brain aren’t yet reproducible, according to this neuropsychologist.

Currently, there are no easy solutions as most companies are treading new grounds in adoption and optimization. However, one thing organizations, businesses, and Global Mobility Teams can do is to remember to make this shift in a way that aligns with business needs and the needs of the people. “Think Global People” ran a detailed discussion on this subject which you can read here to increase your knowledge, as AI adoption will soon become the hot topic in Global Mobility.

Maintaining the human touch while transitioning processes and systems to AI is critical. So as we rethink our business core and competencies to align with AI and technology, we should do our best to remember that at the heart of our work in Global Mobility are people with emotions, feelings, skills, and abilities who are diverse and unique and deserve to thrive in the best work conditions. 

We will shortly publish “The Global Rockstar Album“, Angie Weinberger’s new book for managers and nomads who want to bring purpose, performance, and productivity to their work while becoming more inclusive servant leaders. Sign up here to learn more about our publications.

We have become accustomed to Global Virtual Team drama and are used to arguing in meetings to position ourselves. Sometimes, you want to win over the other person’s view. It’s about who is better than the other. On the surface. Have you ever considered jumping into an argument easily not because you want to move the team forward and “think further and outside the box” but because you like power? Have you considered that you are worried about losing power when you treat your team members with respect and listen to them instead of thinking that you know best of all?

My team tends to discuss many topics at length, as everyone has a different background and worldview. Sometimes, we also do not know better or have beliefs we have carried over generations of what is “true” and “real”.  If you want to become effective as a team, you need to invest in the relationship level of the team members. It would be best if you created the framework for a supportive atmosphere in which every team member feels valued and can share her view in a way that is appropriate to them.

You probably now wonder, “Ok, I know that, but it is easier said than done.” As often, you are hoping for the quick fix, the recipe, or the shortcut out of Global Virtual Team drama. There are no shortcuts in life. Someone will always suffer if you try the quick fixes, the formula, or the recipes that might work for others. You will, first of all, need to work on yourself.

“A drama is a type of narrative writing meant to be performed in front of an audience. Dramas are most notably performed as plays in a theatre, though many have been recreated and adapted for film, TV, or radio.” Global Virtual Team Drama is to be expected as cultural values, understanding, and beliefs will potentially clash even in educated circles such as our Global People Club. The main reason for drama is usually ego.

However, there could also be a “drama triangle” (Karpman, 1969). When you identify the kind of drama going on, you might be able to solve it and get out of it.

Are you ready to become an inclusive leader who can set aside your ego and nurture a team?

Read these six steps to reducing Global Virtual Team Drama.

1) Confront Your Fears

That is the hardest part of self-development. Often, our ego is strong and demands that we nurture it daily. It is like the flesh-eating plant in “Little Shop of Horrors.” The ego needs fodder. We have built ways of showing ourselves that we are worthy. It could be the new certificate you must attain, the endorsements on LinkedIn, or the positive feedback you expect in your performance reviews and 360 evaluation. Your behavior is driven by optimizing your evaluation, turnover, and other Key Performance Indicators. Learn to be self-sufficient without depending on numbers that prove you are a superhero!

2) Identify Formal Roles and Responsibilities

While every team needs formal roles and responsibilities, most conflicts occur at the handover points. In a fully functioning and high-performing team, everyone also supports the other team members when they sense that the other team member is overloaded or when they feel that they have the capacity. The more dispersed and virtual the team works, the harder it is to see how much capacity everyone has. It is your job as the leader to identify the gaps and build a feedback loop where team members can openly communicate when they feel overloaded or do not have enough challenging work. You probably understand that every team member needs a healthy mix of challenges and routine tasks in order to be satisfied at work.

3) Unmask the Informal Roles

You will find informal roles in your team, too. In a flatter hierarchy, you might have an opinion leader who does not necessarily agree with you. You might find this team member challenging, but this team member could be your greatest ally and supporter if you understand how this person needs to be inspired. Maybe they need more encouragement, more brainstorming, or more structure. You need to learn to read your team members and their informal roles and adapt your style accordingly.

4) Find out the Areas of Support

My management and coaching experience taught me that every human has needs. It sometimes took me up to two years to drive a team to high performance and great collaboration. When you understand the learning steps the team member has to go through to get to the next level, you will also understand how you can lead this person to success. Instead of asking them to work on projects that are way out of their capabilities, you can give them small success experiences so they can grow in small steps and keep their self-confidence intact. I have seen many good team members in other teams who were crushed and did not believe in their competencies anymore because their manager was overconfident or micro-managing them. Also, please review our article “Twelve Exercises for Psychological Safety.”

5) Ensure Every Team Member has a Voice

You will have more introverted team members in any intercultural but monocultural team. They will not always speak up in meetings and voice their opinions. Others might just feel it is not worth discussing further and shut up. You can use various tools and methods to give your quieter team members a voice. It also helps to ask a neutral facilitator to support your annual kick-off meetings or other team-building exercises. You might not see how you hinder certain team members from voicing their opinions.

6) Understand Limiting Assumptions

When a team member is very engaged but not necessarily of the same view as you are, it could be a good point to consider. You might assume that the team member is less qualified or experienced than you are, so you might not take them seriously. You could also be biased against team members who behave like yourself or have similar preferences in working style. This is what we reveal in coaching sessions. In my experience, this process is easier when you work with me through this transition phase, as you might have cultural and other blindspots that hinder you from fast progress.

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Breaking Down Privilege: Recognizing and Overcoming Inequality

In a world that is becoming increasingly aware of social issues and inequalities, it is crucial to delve into privilege. Privilege, often defined as unearned advantages enjoyed by certain individuals or groups, plays a significant role in perpetuating societal inequality. This thought-provoking topic calls for a deep dive into the various forms of privilege and their impact on marginalized communities. By understanding and acknowledging privilege, we can take essential steps toward creating a more inclusive and equitable world for all. In this article, we will explore the different dimensions of privilege, examine how it manifests in our day-to-day lives, and discuss effective strategies to overcome inequality. Together, let’s break down the barriers that privilege erects and work towards a more just and fair society for everyone.

Understanding privilege and inequality

Privilege is a complex and multifaceted concept that requires a nuanced understanding. It refers to the advantages and benefits that certain individuals or groups receive solely based on their social identity, such as race, gender, sexual orientation, or socioeconomic status. These advantages are often unearned and can manifest in various ways, including access to educational opportunities, healthcare, employment, and legal protection. Understanding privilege begins with recognizing that it is not something individuals choose or control but rather a result of societal structures and systems perpetuating inequality.

Privilege and inequality are deeply intertwined. Inequality refers to the unequal distribution of resources, opportunities, and power within a society. Privilege exacerbates existing inequalities by granting certain groups advantages while marginalizing others. It is important to note that privilege does not mean that individuals with privilege do not face hardships or challenges. Instead, it means that they do not face the additional barriers and discrimination that marginalized communities often experience.

Recognizing and understanding the various forms of privilege is crucial in addressing and dismantling inequalities. By acknowledging our own privilege and the ways in which it intersects with other forms of oppression, we can begin to challenge the systems that perpetuate inequality and work towards a more just society.

The Global Rockstar Album

Types of privilege

Privilege exists in many different forms and can intersect with various aspects of our identities. Some common types of privilege include:

1. **White privilege**: White privilege refers to the inherent advantages and benefits that white individuals experience in a society that is structured around white norms and values. It includes advantages in education, employment, housing, and interactions with law enforcement.
2. **Male privilege**: Male privilege refers to the advantages enjoyed by men in a patriarchal society. Men often have more opportunities for career advancement, higher wages, and greater visibility and representation in positions of power.
3. **Heterosexual privilege**: Heterosexual privilege relates to the advantages that heterosexual individuals have in a society that values and privileges heterosexuality. It includes legal protections, societal acceptance, and access to healthcare and family benefits.
4. **Cisgender privilege**: Cisgender privilege refers to the advantages that cisgender individuals have in a society that upholds cisnormativity. Cisgender individuals, whose gender identity aligns with the sex they were assigned at birth, often experience less discrimination and have greater access to healthcare, legal recognition, and societal acceptance.
5. **Socioeconomic privilege**: Socioeconomic privilege refers to the advantages that individuals from higher socioeconomic backgrounds have, such as access to quality education, healthcare, housing, and financial security.

It is important to recognize that privilege is not limited to these examples and can intersect with other forms of oppression, such as ableism, ageism, and religious privilege. Understanding the different dimensions of privilege is essential in promoting equality and dismantling systemic barriers.

The impact of privilege on marginalized communities

Privilege has a profound impact on marginalized communities, perpetuating existing inequalities and creating barriers to social and economic mobility. Marginalized communities, such as people of color, LGBTQ+ individuals, and individuals with disabilities, often face systemic discrimination and limited access to resources and opportunities.

For example, in the United States, the racial wealth gap is a stark illustration of the impact of privilege. White households, on average, hold significantly more wealth than Black and Hispanic households. This wealth disparity is a result of historical and ongoing systemic racism, which has limited opportunities for wealth accumulation and economic mobility for marginalized communities.

Privilege also affects access to education and healthcare. Students from privileged backgrounds often have better access to quality schools and resources, leading to better educational outcomes and opportunities for higher education. Similarly, privileged individuals often have better access to healthcare, resulting in better health outcomes and longer life expectancy.

The impact of privilege extends beyond material advantages. It also affects representation and visibility in various fields, such as politics, media, and the arts. Marginalized communities are often underrepresented, which perpetuates stereotypes and further marginalizes these groups.

Twelve Exercises for Psychological Safety in Global, Virtual Teams

Overcoming privilege and promoting equality

Overcoming privilege requires more than just recognition; it necessitates action and a commitment to promoting equality. Here are some strategies to help overcome privilege and work towards a more equitable society:

1. **Amplify marginalized voices**: Use your privilege to uplift and amplify the voices of marginalized communities. Share their stories, experiences, and perspectives. Create space for marginalized individuals to be heard and seen.
2. **Support and engage in allyship**: Support and ally with marginalized communities. This includes listening to their needs and concerns, advocating for their rights, and challenging discriminatory behaviors and practices.
3. **Educate others**: Share your knowledge and understanding of privilege. Engage in conversations with friends, family, and colleagues to raise awareness about privilege and its impact. Please encourage others to educate themselves and take action.
4. **Support organizations and initiatives**: Contribute to organizations and initiatives working towards equality and social justice. This can be through donations, volunteering, or advocating for policy changes that address systemic inequality.

By taking these steps, we can all contribute to dismantling privilege and creating a more inclusive and equitable society.

Privilege and intersectionality

Intersectionality is a concept that recognizes that individuals may experience multiple forms of oppression and privilege simultaneously. Intersectionality highlights the interconnected nature of different social identities and the ways in which they intersect to shape experiences of privilege and discrimination.

For example, a Black woman may face both racism and sexism, which can compound the discrimination she experiences. Intersectionality calls for a recognition of the unique experiences and challenges faced by individuals who occupy multiple marginalized identities.

Understanding intersectionality is crucial in addressing privilege and promoting equality. It requires us to consider the ways in which privilege and discrimination intersect and to challenge systems that perpetuate multiple forms of oppression.

Challenging societal structures that perpetuate privilege

Addressing privilege requires challenging the societal structures and systems that perpetuate inequality. Here are some ways to challenge these structures:

1. **Advocate for policy changes**: Support policies that promote equality and dismantle systemic barriers. This can include advocating for fair hiring practices, affordable housing initiatives, and educational reforms that address disparities.
2. **Challenge discriminatory practices**: Speak out against discriminatory practices and policies within your community, workplace, or educational institutions. Call attention to biased hiring practices, unequal pay, and exclusionary policies.
3. **Engage in activism**: Get involved in activism and advocacy efforts that aim to dismantle privilege and promote equality. This can include participating in protests, signing petitions, and joining community organizations that work towards social justice.
4. **Vote and hold elected officials accountable**: Use your voting power to support candidates and policies that prioritize equality and social justice. Hold elected officials accountable for their actions and advocate for policies that address privilege and inequality.

Resources for further education and self-reflection

Continuing education and self-reflection are essential in challenging privilege and promoting equality. Here are some resources to deepen your understanding:

1. **Books**: “White Fragility” by Robin DiAngelo, “The New Jim Crow” by Michelle Alexander, “Sister Outsider” by Audre Lorde.
2. **Podcasts**: “Code Switch” by NPR, “Intersectionality Matters!” by Kimberlé Crenshaw, “Seeing White” by Scene on Radio.
3. **Websites and organizations**: The National Association for the Advancement of Colored People (NAACP), The Trevor Project, Disability Rights Education & Defense Fund.

Taking action to address privilege

Recognizing privilege is not enough; action is necessary to address and dismantle it. Ways to take action include:

1. **Support marginalized-owned businesses**: Make a conscious effort to support businesses owned by marginalized individuals. This can help address economic disparities and promote financial empowerment.
2. **Engage in dialogue**: Have open and honest conversations about privilege, inequality, and social justice with friends, family, and colleagues. Encourage respectful dialogue and listen to diverse perspectives.
3. **Volunteer**: Get involved in volunteer opportunities that support marginalized communities. This can include mentoring programs, community outreach initiatives, and advocacy work.
4. **Donate**: Contribute to organizations that are working towards social justice and equality. Even small donations can make a significant impact.

Conclusion: The importance of ongoing conversations and efforts to dismantle privilege

Breaking down privilege and overcoming inequality is an ongoing process that requires continuous effort. By understanding and recognizing privilege, challenging societal structures, and taking action, we can work towards a more equitable and inclusive society. It is crucial to engage in ongoing conversations, educate ourselves and others, and actively support marginalized communities. Together, let’s dismantle privilege and create a world where everyone has equal opportunities and rights.

Dealing with Privilege in the Workplace

• Educate yourself: Take the initiative to learn about different forms of privilege and the experiences of marginalized groups. Read books, and articles, and engage in conversations that challenge your perspectives.
• Listen actively: Create a space for marginalized voices to be heard and respected. Actively listen without dismissing or diminishing their experiences. Encourage open dialogue and seek to understand perspectives that differ from your own.
• Check your biases: Reflect on your unconscious biases and work towards dismantling them. Be mindful of assumptions or stereotypes you may hold and consciously challenge them.
• Amplify marginalized voices: Use your privilege to uplift and amplify the voices of marginalized colleagues. Offer support, recognition, and opportunities to those who are often unheard or overlooked.
• Advocate for change: Engage in discussions and initiatives that aim to address systemic inequities in the workplace. Use your privilege to advocate for policies and practices that promote diversity, equity, and inclusion.
• Use your privilege to help others and be an Ally: Actively support individuals from marginalized groups by being an ally. This involves listening, learning, and speaking up against discrimination or biases when you witness them.

Self-reflect and identify areas in which you do not have privilege and areas in which you do have privilege. Avoid the urge to deny your privilege. If you notice any resistance or wish to deny your privilege, please write down where you resist and why.

Resources

Ahn, S. (2023) “The Intersectionality Venn Diagram | Tidal Equality,” Tidal Equality [Preprint]. Available at: https://www.tidalequality.com/blog/a-venn-diagram-of-belonging-where-identities-equity-and-inclusion-intersect.

Akassam (2022) Diversity Toolkit: A guide to discussing Identity, power and privilege | MsW@USC. Available at: https://msw.usc.edu/mswusc-blog/diversity-workshop-guide-to-discussing-identity-power-and-privilege/.

Akassam (2022b) Diversity Toolkit: A guide to discussing Identity, power and privilege | MsW@USC. Available at: https://msw.usc.edu/mswusc-blog/diversity-workshop-guide-to-discussing-identity-power-and-privilege/.

Chugh, D. (2020) Use your everyday privilege to help others. Available at: https://hbr.org/2018/09/use-your-everyday-privilege-to-help-others.

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Managing an International Workforce

by Brooke Faulkner via @faulknercreek

The worldwide web has also led to a more worldwide economy, and despite recent political manoeuvrings and issues with trade, that situation is not likely to change anytime soon. Many companies have moved toward not only a remote workforce, but one that is international as well.

Think of the social media sharing app Buffer. The company has a 100 percent remote workforce with no physical home office. Employees and often their spouses are treated to a once-a-year retreat paid for with the money the company saves on infrastructure. Employees work around the world, in many different places and environments.

How do they manage this workforce? How do other countries do it? What does it take to manage employees across the globe and from various cultures who speak different languages? It is challenging, but for many companies, it is not only worth it, but it is a necessary evil.

Understanding Culture

One of the first challenges you will face is maintaining company culture when a different societal culture defines the country where your employees are located. When any company is looking to expand globally, it is important to maintain vision, mission, and values. This involves some important steps in cross-cultural management.

Send Experienced Teams to Establish New Teams

No matter how great a leader you might be, you cannot instil company culture by yourself. Typically, as a company grows, the company culture becomes a blend of employees and management working together. Assemble a small, experienced team to help set up and manage remote teams even if they do so virtually. This will assure that mission and vision are communicated properly.

Understand and Honor Local Customs and Traditions

You cannot establish a workforce presence in another country without understanding and respecting local customs and traditions including holidays, religious restrictions, and other cultural differences. To work with these things, you will have to think outside the box and have alternative holidays and other considerations.

This translates to many different areas, including the location and layout of offices, necessary break times, and even dress codes if you have one. Your team must work to align your company culture with that of your host country.

Work at Cultural Alignment

This cultural alignment will take work. There are several important aspects of aligning your company culture globally, and it will not happen organically. Here are some points to consider.

• Direction and purpose: What is your “why” and how does it translate to a new culture?
• Supervisor support: What does management support mean, and how can it be achieved remotely or globally?
• Learning and growth: Are there opportunities for growth even globally? Are training materials available in the native language and are they relevant?
• Relationships and team performance: Relationships must be developed outside of employees’ and management’s comfort zones, but the end result is rewarding. Pick team members who are willing to do this.
• Make feedback into influence: Your global team members are more than just employees and will have ideas of how to make your company work in their culture. Welcome their influence and implement their feedback.
• Recognition and rewards: These may look different in another culture, but they are still necessary and relevant.

By making the alignment of your company culture a priority and following these steps, you will increase the value of your global presence.

Managing Remote Teams

Like Buffer, many global teams are remote, and managing remote workers has additional challenges. While there are many advantages to a remote team such as global talent, saving the cost of relocation, and the addition of diversity, there are also some drawbacks. One of those is that they can be more difficult to manage.

LIke cultural alignment, there are some general guidelines for managing virtual teams that apply nearly universally.

• Build trust: Your team must trust that you have their best interests at heart, just as you do those of your customers. You have to follow through with what you say you will do, and give them the support they need to accomplish the tasks you set for them.
• Have clear goals, standards, and rules: A part of this building of trust is to have clear and consistent expectations and goals. Work must be done to a standard regardless of where in the world your employee is.
• Communicate clearly and constantly: Communication is the key, and while this can be challenging in different time zones and across the world, it still can be done. As a leader, it is your responsibility to align your schedule with theirs, not for them to inconvenience themselves to accommodate you.
• Build a team rhythm: Consistency is also key. Develop a rhythm and a schedule your team can adhere to, and that works for all of you. Develop and stick to consistent workflows to keep everyone at their most productive.

To manage a remote team, you will need a more flexible company culture, especially worldwide. Be conscious of this, and don’t micromanage no matter where in the world your employees are. Your management style must be consistent and predictable, too. Managing people is much different than managing spreadsheets and numbers, no matter how far removed from your office they are.

Remember, you are the leader, and the satisfaction of the employees and, in the end, the customer is your responsibility.

Providing Your Team with Tools

One of the key elements to working globally is to have tools that translate to everyone and are available in a variety of languages and formats for different countries. There are several tools that do this in different categories.

• Chat programs: Facebook Workplace and Slack are two common tools that work worldwide.
• Microsoft Office Suite: Microsoft offers worldwide support, and through OneDrive, more than one person can work on a document at the same time.
• The Google Business Suite: There are many apps and shared applications that can be had from Google through their business suite, and it is almost universal with the exception of China (which creates a challenge for some teams).
• Adobe PDF and Acrobat: Adobe also offers Adobe PDF files and Adobe Acrobat, which work almost anywhere and translate worldwide. This is a powerful tool, and one many global teams depend on. There are many training programs to teach your team about them as well.

There are other ways to support your team as well. Tablets or laptops are the most common platforms, but you may want to provide remote teams with phones or pay their cell phone service costs for them. Both physical tools and software are important and should be a consideration. Managing their devices makes it easier to manage the team overall.

Traveling Both Ways

Face it, if you expand globally, you will be doing more travel, and you may want to bring in your remote employees from time to time, or like Buffer, have some kind of annual gathering.

While video meetings and chat are good, there is something to be said for meeting face to face. There are many ways to manage your international business travel, from rewards cards to mileage programs, and rewards programs can save you substantial money, especially when traveling abroad. Don’t be afraid to bring employees to you too, for annual reviews or other special events. Make this a positive experience for them, and use the time to connect and build a deeper relationship.

Global management and handling an international workforce comes with a number of challenges, but in the end, the diversity, the relationships you develop, and the broader presence of your company will be worth all of the work.