Difference between revisions of "Pumas AwesomeVirtualTeams"

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'''*How Google Builds Bosses to Order'''
 
'''*How Google Builds Bosses to Order'''
 
https://www.linkedin.com/pulse/how-google-builds-bosses-order-dr-travis-bradberry#ixzz3hrVTlsp8<br>
 
https://www.linkedin.com/pulse/how-google-builds-bosses-order-dr-travis-bradberry#ixzz3hrVTlsp8<br>
'''Takeaways:''' Google created a program to create great bosses in all of its pipeline. What makes a Boss great? passion, insight, and honesty.
+
'''Takeaways:''' Google created a program to create great bosses in all of its pipeline. What makes a Boss great? passion, insight, and being TRANSPARENT.
 
''"...They are who they are, all the time. They don’t lie to cover up their mistakes, and they don’t make false promises. Their people don’t have to exert energy trying to figure out their motives or predicting what they’re going to do next. Equally as important, they don’t hide things they have the freedom to disclose. Instead of hoarding information and being secretive to boost their own power, they share information and knowledge generously..."''
 
''"...They are who they are, all the time. They don’t lie to cover up their mistakes, and they don’t make false promises. Their people don’t have to exert energy trying to figure out their motives or predicting what they’re going to do next. Equally as important, they don’t hide things they have the freedom to disclose. Instead of hoarding information and being secretive to boost their own power, they share information and knowledge generously..."''
  
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'''*Trust and The Virtual Organization”,.Harvard Business Review July-August'''
 
'''*Trust and The Virtual Organization”,.Harvard Business Review July-August'''
https://hbr.org/1995/05/trust-and-the-virtual-organization
+
https://hbr.org/1995/05/trust-and-the-virtual-organization<br>
 +
'''Takeaways:''' To collaborate in remote teams we need to be able to trust each other, trust their competence to finish an established goal. ``Virtuality requires trust to make it work: Technology on its own is not enough (...) By trust, organizations really mean confidence, a confidence in someone’s competence and in his or her commitment to a goal''
  
 
'''*The Art  of Managing Virtual Teams:Eight Key Lessons”.Harvard Business Review. November 1998.'''
 
'''*The Art  of Managing Virtual Teams:Eight Key Lessons”.Harvard Business Review. November 1998.'''
 
http://mcionline.com.au/pluginfile.php?file=%2F9807%2Fmod_resource%2Fcontent%2F1%2FHBR%20Virtual%20team%208%20key%20lessons.pdf
 
http://mcionline.com.au/pluginfile.php?file=%2F9807%2Fmod_resource%2Fcontent%2F1%2FHBR%20Virtual%20team%208%20key%20lessons.pdf

Revision as of 09:26, 13 August 2015

Some relevant research papers on creating Awesome Virtual Teams


How to Build Trust on Your Virtual Team(Video) https://hbr.org/video/2363593491001/how-to-build-trust-on-your-virtual-team

Getting Virtual Teams Right(Webinar) https://hbr.org/2015/02/getting-virtual-teams-right

Communication Tips for Global Virtual Teams https://hbr.org/2014/10/communication-tips-for-global-virtual-teams https://www.dropbox.com/s/254jwcfqxjwnuz4/Communication%20Tips%20for%20Global%20Virtual%20Teams.pdf?dl=0

*How Google Builds Bosses to Order https://www.linkedin.com/pulse/how-google-builds-bosses-order-dr-travis-bradberry#ixzz3hrVTlsp8
Takeaways: Google created a program to create great bosses in all of its pipeline. What makes a Boss great? passion, insight, and being TRANSPARENT. "...They are who they are, all the time. They don’t lie to cover up their mistakes, and they don’t make false promises. Their people don’t have to exert energy trying to figure out their motives or predicting what they’re going to do next. Equally as important, they don’t hide things they have the freedom to disclose. Instead of hoarding information and being secretive to boost their own power, they share information and knowledge generously..."

*Cross Cultural Management https://hbr.org/topic/cross-cultural-management

*Collaborating Well in Large Global Teams”. Harvard Business Review 2015 https://hbr.org/2015/07/collaborating-well-in-large-global-teams https://www.dropbox.com/s/2tan1ew5z1fqt6g/Collaborating%20Well%20in%20Large%20Global%20Teams.pdf?dl=0


*Building Better Global Managers,” Harvard Management Update http://www.hbrp.pl/biblioteka/hmm/developing_employees/resources/U0603A.pdf

*How Do You Manage an Off-Site Team?”,Harvard Business Review https://www.dropbox.com/s/shohi37snlumvf1/how%20do%20you%20manage%20an%20offsite%20team.pdf?dl=0

*Trust and The Virtual Organization”,.Harvard Business Review July-August https://hbr.org/1995/05/trust-and-the-virtual-organization
Takeaways: To collaborate in remote teams we need to be able to trust each other, trust their competence to finish an established goal. ``Virtuality requires trust to make it work: Technology on its own is not enough (...) By trust, organizations really mean confidence, a confidence in someone’s competence and in his or her commitment to a goal

*The Art of Managing Virtual Teams:Eight Key Lessons”.Harvard Business Review. November 1998. http://mcionline.com.au/pluginfile.php?file=%2F9807%2Fmod_resource%2Fcontent%2F1%2FHBR%20Virtual%20team%208%20key%20lessons.pdf