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Leading Learning and Change through Virtual Cross-cultural teams

Leading Learning and Change through Virtual Cross-cultural teams. MSc LLC Presentation Serren Callister 10 th September, 2008. Directive from Head Office A maintenance request must be completed for every job. Details of the resolution must be recorded for every job. Outcome

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Leading Learning and Change through Virtual Cross-cultural teams

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  1. Leading Learning and Change through Virtual Cross-cultural teams MSc LLC PresentationSerren Callister10th September, 2008

  2. Directive from Head Office • A maintenance request must be completed for every job. • Details of the resolution must be recorded for every job. • Outcome • Excerpts from maintenance log: 12 month inspection of reactor due. Completed The fill connector is leaking. Please repair. Repaired Bay 23 broken Bay 23 fixed

  3. Challenges • Developing a cohesive team from people you’ve never met • Cross-cultural sensitivity • Gaining local ownership of initiatives without personal interaction • Difficult enough face to face • Additional complexity when virtual

  4. Why is this important? • Increasing global outlook by multi-national companies • Virtual teams are a cost effective delivery option for global initiatives • Consistent delivery of global change required at a local level

  5. Research Gap • Quite a lot of literature on working in and managing virtual teams • Some are very theoretical – would like to develop and test practical tools • Common suggestion is a face to face kick-off – would like to learn how to develop the relationships without the personal interface

  6. Research Gap • Quite a lot of literature on working in and managing cross cultural teams • Few articles found to date dealing with managing a cross cultural team virtually – would like to identify techniques which work in a virtual environment

  7. Research Gap • There is a lot of information relating to change management available • I have change management experience – however I have always been able to personally interact with the change targets • Have yet to find literature on change management techniques for a virtual environment.

  8. Purpose • To develop a tool kit which will facilitates effective leadership of a virtual cross-cultural team resulting in owned and sustainable local change.

  9. Value… • Personal development • Current organisation will benefit • I will be more effective • Can share the knowledge with my peers • Future organisations will benefit from the additional knowledge • Potential to be a reference for others

  10. Questions?

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