YOUR ARE ONLY RESPONDING TO TWO LEARNERS BASED ON THIS DISCUSSION PROMPT!!!! Aft


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YOUR ARE ONLY RESPONDING TO TWO LEARNERS BASED ON THIS DISCUSSION PROMPT!!!!
After watching BuildingTrust in Virtual Teams (Links to an external site.) by instructor Brenda Bailey-Hughes, discuss which of the steps have been most challenging for you and why. Then, which steps you have adopted and why they work for you. If you have yet to work on a virtual team, imagine you have and what might be the most challenging.
Be sure to post an initial, substantive response by Thursday at 11:59 p.m. MT and respond to 2 or more peers with substantive responses by Sunday at 11:59 p.m. MT. A substantive initial post answers the question presented completely and/or asks a thoughtful question pertaining to the topic. Substantive peer responses ask a thoughtful question pertaining to the topic and/or answers a question (in detail) posted by another student or the instructor.
LEARNER ONE:
Hello class,
I do not work on a virtual team, but my department is only five people, across four buildings and responsibilities (higher-education). This has made for interesting moments, especially if we are hoping to connect with offices across campus and squeeze meetings in. My organization is far from remote or global, though we do have times where we meet with students abroad, or staff in our academic experiential program across the country.
I’ll be fully honest, I believe out of these categories that I struggle with “BE RELIABLE” -the sixth category, or being on time. While there are many days where I am the only one in the office and must respond to walk-ins and the telephone amongst various meetings, I think for me, this is a reminder of how conscious we must be for virtual meetings. There is an ease in squeezing meetings virtually instead of adding travel time, and it allows a quick come-and-go for moments I attend as more of an observer than a lead. However, I should be more conscious of my preparedness.
1. Attempt to make time to go elsewhere, and visit a new office/colleague, even if for a short meeting (15-20 minutes)
2. It is better, when possible to set aside time and space to be more conscious and focused – this will permit more organic trust-building before/at the end of virtual meetings.
3. Savu (2019) reminds us of the efficiency of non-verbals and the massive disadvantage of virtual meetings where there is social (and at times, professional) isolation, due to lost opportunity and value for trust-building, collaboration, etc. They stats that 55% of communication in conversation is based on non-verbals (Savu, 2019). In virtual teams our lack of non-verbals and, for me, general disinterest in connecting over virtual meeting platforms like Zoom, makes it difficult to retain what small relationship there might be.
These things not only remind me where to improve in my virtual meetings performance, but also causes me pause in how I enter and engage in-person sessions.
References
Bailey-Hughes, B. (Instructor). (2018, November 15). Building trust in virtual teams (Lesson 4). In Building Trust. LinkedIn Corporation. https://www.linkedin.com/learning/building-trust-6/building-trust-in-virtual-teams?autoAdvance=false&autoplay=true&u=2245842
Savu, I. (2019). Amplifying performance in virtual teams optimizing communication strategies. Research and Science Today, 112-
LEARNER TWO:
Hello everyone,
I am thankful that during the pandemic I was able to continue to go into the office and not work in a virtual team. Even now as I look to continue to grow in my career and look at different employers, I am trying to make sure that I can go into an office rather than virtual. Prior to entering CSU Global while working on my bachelors since it was online as well, there were group projects in which we had virtual teams. I remember hating them a lot, as it made things difficult at times to complete tasks. As one of Bailey-Hughes’ tips is that sharing time zone burden can help with building the trust on a virtual team (Bailey-Hughes, 2018). I do think is a great idea as there were students in different time zones however, even then it did make it difficult for all of us to always meet at the same time. However, we did all share our concerns from the start of the project with each other on how we all felt that virtual teams do not seem to work always well. As for work, since our corporate office is in another state the entire HR team has a bi-weekly meeting, but it is more of a time to share and stay connected only. From what I have overall gathered I do not believe I would enjoy virtual teams as much, my younger brother is works in a virtual team all day long as he works from home, I find it difficult to really build a bond with employees in a virtual team for Human Resource professionals.
Bailey-Hughes, B. (Instructor). (2018, November 15). Building trust in virtual teams (Lesson 4). In Building Trust. LinkedIn Corporation. https://www.linkedin.com/learning/building-trust-6/building-trust-in-virtual-teams?autoAdvance=false&autoplay=true&u=2245842

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