{"id":4862,"date":"2021-07-14T12:23:43","date_gmt":"2021-07-14T12:23:43","guid":{"rendered":"https:\/\/tpcleadership.com\/ro-en\/uncategorized\/virtual-teams-how-to-get-buy-in\/"},"modified":"2025-04-21T18:01:06","modified_gmt":"2025-04-21T17:01:06","slug":"virtual-teams-how-to-get-buy-in","status":"publish","type":"post","link":"https:\/\/tpcleadership.com\/ro-en\/developing-leaders\/virtual-teams-how-to-get-buy-in\/","title":{"rendered":"How to get buy-in\/commitment through to accountability and feedback"},"content":{"rendered":"

If you want to be a leader who has space to be creative, you need to know your team has the commitment to take ownership and move forward with autonomy.<\/span><\/p>\n

Charles Brook<\/a>, Founder and Managing Partner at TPC Leadership, <\/span>explains that tackling the issue of buy-in among teams helps release their full potential: \u201cInvesting time upfront to get buy-in, commitment and accountability pays dividends downstream.\u201d<\/span><\/p>\n

\u201cIt is the job of the team leader to get the best out of their people,\u201d adds Peter Wall<\/a>, <\/span>TPC Leadership Associate. \u201cMy experience of leading teams is that the more you can let go of the micro-detail, the more people will become creative and able to problem-solve independently.\u201d\u00a0<\/span><\/p>\n

How do you know if you have buy-in?<\/b><\/h2>\n

\u201cI have a few litmus tests,\u201d says Peter. \u201cThe simplest is to look at what happens when the team leader is unavailable for a team meeting. If the team cancels it, it\u2019s a tell-tale sign that they don\u2019t have the commitment to be accountable.\u201d<\/span><\/p>\n

Peter\u2019s second test is the degree to which people are willing to disagree publicly in a constructive way. \u201cHarmonious interactions can often be a mask for the real conversation,\u201d he explains. \u201cIt\u2019s tempting to diffuse tension, but this can be counterproductive. To get genuine alignment you must recognise that it\u2019s normal for people to disagree sometimes and okay to have those conversations.\u201d<\/span><\/p>\n

One way to assess the level of alignment in a virtual meeting setting is to invite people to use icons to illustrate their position. \u201cIt\u2019s better to know if people aren\u2019t going to buy in,\u201d says Charles. \u201cIdentifying and discussing obstacles to buy-in allows for feedback and creativity.\u201d<\/span><\/p>\n

Establish operating principles<\/b><\/h2>\n

Tense situations can be difficult to navigate, so have an approved process for what happens if team members don\u2019t all agree. This may be as straightforward as a vote, or as Peter suggests, asking, \u201cIf you don\u2019t agree, can you live with it?\u201d and if not, \u201cWhat would it take to be able to live with it?\u201d This approach won\u2019t always result in agreement, but it allows for all parties to be heard, and that helps with buy-in.<\/span><\/p>\n

Ensure you have a robust action log in place. This should detail exactly what has been agreed, who is responsible for doing it, the timeframe and what the end product should look like. \u201cFreeing time for review and agreeing a roadmap for moving forward,\u201d says Charles, \u201cwill also help build ownership and accountability.\u201d<\/span><\/p>\n

Keep constructive conversations inside the meeting<\/b><\/h2>\n

Successful teams have dynamic, open discussion within their meetings. In teams that don\u2019t work so well, conversation may spill outside the meeting space and become counterproductive.<\/span><\/p>\n

\u201cKeeping conversations constructive and inside the meeting should be one of your operating principles,\u201d says Peter. To do that, you need to establish trust and build connections, because that\u2019s when honest conversations happen. \u201cMove away from the intimidating notion of conflict and re-phrase the message to emphasise that it\u2019s ok to disagree and explore other ideas, explains Peter. \u201cIt\u2019s the job of the team leader to model that.\u201d<\/span><\/p>\n

Looking to get the best out of your teams?\u00a0<\/b>Get in touch with us<\/b><\/a>\u00a0to find out how we can help.<\/b><\/span><\/p>\n

If you\u2019d like to sign-up for our free virtual teams training modules you can register here.<\/a><\/strong><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

If you want to be a leader who has space to be creative, you need to know your team has the commitment to take ownership and move forward with autonomy. …<\/p>\n","protected":false},"author":1,"featured_media":4853,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"rank_math_title":"How to get buy-in | Virtual Teams | TPC Leadership","rank_math_description":"In this blog Charles Brook, explains that tackling the issue of buy-in among teams helps release their full potential","rank_math_focus_keyword":"virtual teams","editor_notices":[],"footnotes":""},"categories":[32],"tags":[57],"featured-blog-post":[],"page-type":[],"class_list":["post-4862","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-developing-leaders","tag-virtual-teams"],"acf":[],"_links":{"self":[{"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/posts\/4862","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/comments?post=4862"}],"version-history":[{"count":0,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/posts\/4862\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/media\/4853"}],"wp:attachment":[{"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/media?parent=4862"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/categories?post=4862"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/tags?post=4862"},{"taxonomy":"featured-blog-post","embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/featured-blog-post?post=4862"},{"taxonomy":"page-type","embeddable":true,"href":"https:\/\/tpcleadership.com\/ro-en\/wp-json\/wp\/v2\/page-type?post=4862"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}