Leadership in Multicultural Virtual Teams

Covid-19 brought earth-shattering effects on all aspects of our lives, in the process reshaping the way we previously interacted with each other in our social and business contexts in previously unimaginable ways.

One of the most profound impacts has been on how we understand organizations and work. New organizations have emerged and whole new work cultures emerged, leading to the emergence and rapid development of multicultural virtual organizations, which create utility and value through the collaborative efforts of diverse people from across the globe. 

Image from Unsplash by Surface

How has this affected the way we understand work? 

Communication technology innovations have shrunk time and space, enabling people in geographically dispersed locations to come together and combine their skills, knowledge and attributes to create value for a global market. 

What does this all mean for young people in terms of positioning themselves in this new world? In her presentation at the GiLE4Youth Conference, Zara Alexa Schweimler deployed her expertise in business psychology and experience of working with multicultural virtual teams to articulate leadership requirements for young people finding themselves in multicultural virtual teams. For Zara, an investment in acquiring these leadership requirements will position young people strategically in the context of these multicultural virtual work environments.

Where do you start as a young person?

As a starting point, you will need to develop an awareness of the challenges that leaders working in multicultural virtual environments face such as language barriers, cultural differences, cultural and communication issues, geographic distances and different time zones, performance and efficiency and cohesion, relationships and trust as well as media based communication issues.

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Author:

Jealous Paradzai

Copywriter

Jealous Paradzai

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The opinions expressed in this article/publication are those of the authors. They do not necessarily reflect the opinions or views of GiLE or its members.

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