Best Practices for Remote Team Meetings

Hybrid Meetings ≠ Inclusive Meetings. I’ve lived it - and here’s 5 practical tips to ensure everyone has a voice, regardless of location. I spent more than 10,000 hours in hybrid meetings while as a remote leader for The Clorox Company. I was often the 𝘰𝘯𝘭𝘺 remote attendee - while the rest of the group sat together in a conference room at HQ. Here’s what I learned the hard way: 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝘃𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿𝘄𝗮𝗿𝗱, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗮𝗽𝗲 𝘁𝗲𝗮𝗺 𝗰𝘂𝗹𝘁𝘂𝗿𝗲... ...by showing who gets heard, who feels seen, and who gets left out. If you're leading a distributed or hybrid team, how you structure your meetings sends a loud message about what (and who) matters. 𝟱 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗵𝘆𝗯𝗿𝗶𝗱 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀: 1️⃣ 𝗗𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿 – who will actively combat distance bias and invite input from all meeting members 2️⃣ 𝗔𝘀𝘀𝗶𝗴𝗻 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝗿 – to monitor the chat and the raised hands, to launch polls and to free up the facilitator to focus on the flow 3️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝗴 𝗶𝗻 - so that there is equal access to the chat, polls, and reactions 4️⃣ 𝗕𝘂𝗱𝗱𝘆 𝘀𝘆𝘀𝘁𝗲𝗺 – pair remote team members with in-room allies to help make space in the conversation and ensure they can see and hear everything 5️⃣ 𝗣𝗿𝗲𝗽 𝗮 𝗯𝗮𝗰𝗸𝘂𝗽 𝗽𝗹𝗮𝗻 – be ready with a Plan B for audio, video, or connectivity issues in the room 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘵𝘩𝘪𝘴 𝘦𝘷𝘦𝘯 𝘧𝘶𝘳𝘵𝘩𝘦𝘳? 𝗧𝗿𝘆 𝗮 𝗗𝗶𝗴𝗶𝘁𝗮𝗹-𝗙𝗶𝗿𝘀𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴. If even one person is remote, have everyone log in from their own device from their own workspace to create a level playing field. 🔗 𝗚𝗲𝘁 𝗺𝗼𝗿𝗲 𝘁𝗶𝗽𝘀 for creating location-inclusive distributed teams in this Nano Tool I wrote for Wharton Executive Education: https://lnkd.in/eUKdrDVn #LIPostingDayApril

Early in my career, I worked with two very different leaders within the same company. Under the first, team meetings were silent affairs where new ideas were often met with criticism. We stopped contributing. When I moved teams, my new manager actively encouraged input and acknowledged every suggestion, even the imperfect ones. Our productivity and innovation skyrocketed. This experience taught me the power of psychological safety. That feeling that you won't be punished or humiliated for speaking up with ideas, questions, or concerns. Here are three concrete ways leaders can foster psychological safety in meetings: 1. Practice "Yes, and..." thinking. Replace "That won't work because..." with "Yes, and we could address that challenge by..." This simple language shift acknowledges contributions while building on ideas rather than shutting them down. 2. Create equal airtime. Actively notice who's speaking and who isn't. Try techniques like round-robin input or asking quieter team members directly: "Alyzah, we haven't heard your perspective yet. What are your thoughts?" 3. Normalize vulnerability by modeling it. Share your own mistakes and what you learned. When leaders say "I was wrong" or "I don't know, let's figure it out together," it gives everyone permission to be imperfect. AA✨ #PsychologicalSafety #InclusiveLeadership #WorkplaceBelonging

One of the hardest balances to master as a leader is staying informed about your team’s work without crossing the line into micromanaging them. You want to support them, remove roadblocks, and guide outcomes without making them feel like you’re hovering. Here’s a framework I’ve found effective for maintaining that balance: 1. Set the Tone Early Make it clear that your intent is to support, not control. For example: “We’ll need regular updates to discuss progress and so I can effectively champion this work in other forums. My goal is to ensure you have what you need, to help where it’s most valuable, and help others see the value you’re delivering.” 2. Create a Cadence of Check-Ins Establish structured moments for updates to avoid constant interruptions. Weekly or biweekly check-ins with a clear agenda help: • Progress: What’s done? • Challenges: What’s blocking progress? • Next Steps: What’s coming up? This predictability builds trust while keeping everyone aligned. 3. Ask High-Leverage Questions Stay focused on outcomes by asking strategic questions like: • “What’s the biggest risk right now?” • “What decisions need my input?” • “What’s working that we can replicate?” This approach keeps the conversation productive and empowering. 4. Define Metrics and Milestones Collaborate with your team to define success metrics and use shared dashboards to track progress. This allows you to stay updated without manual reporting or extra meetings. 5. Empower Ownership Show your trust by encouraging problem-solving: “If you run into an issue, let me know your proposed solutions, and we’ll work through it together.” When the team owns their work, they’ll take greater pride in the results. 6. Leverage Technology Use tools like Asana, Jira, or Trello to centralize updates. Shared project platforms give you visibility while letting your team focus on execution. 7. Solicit Feedback Ask your team: “Am I giving you enough space, or would you prefer more or less input from me?” This not only fosters trust but also helps you refine your approach as a leader. Final Thought: Growing up playing sports, none of my coaches ever suited up and got in the game with the players on the field. As a leader, you should follow the same discipline. How do you stay informed without micromanaging? What would you add? #leadership #peoplemanagement #projectmanagement #leadershipdevelopment

When a team member jumps to an angry conclusion. You notice the change in body language. Defenses are raised. People either shut down or attack. The situation blocks constructive conversation. Last night I had a great session about conflict with my Executive cohort at NYU School of Professional Studies. We exchanged ideas on preparing for inevitable conflicts at work—how to show up with intention instead of reacting on autopilot. Here’s what stuck with me: ✔ Preparation starts before the conflict. Deep breathing can regulate your nervous system. One slow inhale can stop a bad reaction before it starts. Prepared phrases to de-escalate, set boundaries, and increase understanding. ✔ Body language matters. Open posture. Uncrossed arms. Calm eyes. Signals safety instead of threat. ✔ Your voice is a tool. Lower tone. Slow pace. Don’t match the other person’s energy—reset the room with your own. ✔ Micro-pauses buy clarity. A one-second pause gives your brain time to think. It helps you respond instead of react. ✔ Lead with validation. Try: “I can see this is frustrating.” It doesn’t mean you agree. It means you’re listening. Conflict isn’t the problem. Unpreparedness is. If you want to build trust, show up prepared. #marketingleadership #conflict

Your inclusion plan goes out the window the moment your leaders say "let’s pow-wow," or your Zoom meetings still open with "long time no see!" I wish I could tell you that real inclusion lives on a nicely designed deck. Wouldn't that be super easy? But, no, that's not how it works. Real inclusion, the one that makes your talent want to stay at your company, lives in the tiny choices you make every day. And the choices you don't make, too! Real, tangible, and meaningful inclusion lives in the way you schedule meetings, communicate, share feedback, build docs, and send invites (among many other things!) So, let me share 7 small but very intentional inclusion steps you can take to start making a difference: 🟣 Add cultural and religious holidays to your calendar so you don't schedule meetings when your team's supposed to be OOO (there are plugins for this!) 🟣 Ask your team how they want to receive feedback: in 1:1 meetings? In writing? In public? Everyone's different! 🟣 Turn on captions and transcripts for every video call so all your team members can access the information that was shared 🟣 Run an accessibility check on all your decks and docs (Canva and Office have these options!) 🟣 Add context to calendar invites to minimize anxiety 🟣 Remove phrases like "long time no see," "pow-wow," "shoot me an email" from your vocabulary 🟣 Stop assuming everyone had a "great" weekend or holiday. Breaks aren't joyful, fun, or even restful for everyone. No, these actions won't solve all your Inclusion issues, but they're definitely a good starting point! What would y'all add to this list?

Let’s get real; those chats around the water cooler were never that great. There’s a reason why this photo looks like a generic stock photo—this situation is fictionalized. While people may have shared casual stories about the weather or the latest movies around the water cooler, deep relationships were never built there. Remote and hybrid work is criticized for a perceived inability to build culture. If people aren’t talking about their weekends in the break room, the thinking goes, how can we build a cohesive team? In reality, those surface-level conversations don’t do much to build a strong culture, and they certainly aren’t more important because they happen in person. In fact, Gallup research shows only 20% of fully in-office employees feel connected to their company’s culture, slightly below the rate of hybrid employees. What people need more than serendipitous chit-chat is focused, intentional moments of connection - and you don’t need an office building for those. Instead, managers can adopt a few strategies to create connections in hybrid/remote (or in-person) settings that build cohesiveness, decrease feelings of isolation, and boost morale. Good examples are outlined in @Rising Team’s new Guide to Maximizing Hybrid Work Success, including strategies like: 🛠️Dedicate time to build understanding:  Activities that foster authentic understanding are essential for maintaining connection in hybrid environments. While happy hours may be fun, learning about people’s workplace preferences, like how they like to be appreciated and how they prefer to receive feedback, go a lot further towards building strong relationships. 🔗Create micro-connections:  Quick, intentional check-ins about work and life can do much more than casual conversations. Try asking, “How do you like to be supported on a hard day?” or “What is something you’re proud of outside of work?” instead of small talk about weekend plans. Questions like these enhance trust and understanding. 👥Maximize in-person time:  When your team does meet in person, focus on activities that the research shows benefit from face-to-face interaction, like brainstorming or collaborative projects. These in-person moments should strengthen virtual connections and keep the team aligned on shared goals. Find the full list of examples by downloading our free Guide: https://lnkd.in/g9ditxXA Building a strong team culture isn’t about casual in-office encounters—it’s about fostering intentional connections that have real impact. Whether through meaningful check-ins or focused team activities, managers have the tools to create a cohesive, engaged team in any environment. Hybrid and remote work aren’t obstacles to culture-building—they’re opportunities to redefine it. #HybridWork #RemoteLeadership  — This is the final post in my series on maximizing success in remote work. Check out my LinkedIn channel for past posts on best practices for leading hybrid/remote teams.

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.

Ever notice how some leaders seem to have a sixth sense for meeting dynamics while others plow through their agenda oblivious to glazed eyes, side conversations, or everyone needing several "bio breaks" over the course of an hour? Research tells us executives consider 67% of virtual meetings failures, and a staggering 92% of employees admit to multitasking during meetings. After facilitating hundreds of in-person, virtual, and hybrid sessions, I've developed my "6 E's Framework" to transform the abstract concept of "reading the room" into concrete skills anyone can master. (This is exactly what I teach leaders and teams who want to dramatically improve their meeting and presentation effectiveness.) Here's what to look for and what to do: 1. Eye Contact: Notice where people are looking (or not looking). Are they making eye contact with you or staring at their devices? Position yourself strategically, be inclusive with your gaze, and respectfully acknowledge what you observe: "I notice several people checking watches, so I'll pick up the pace." 2. Energy: Feel the vibe - is it friendly, tense, distracted? Conduct quick energy check-ins ("On a scale of 1-10, what's your energy right now?"), pivot to more engaging topics when needed, and don't hesitate to amplify your own energy through voice modulation and expressive gestures. 3. Expectations: Regularly check if you're delivering what people expected. Start with clear objectives, check in throughout ("Am I addressing what you hoped we'd cover?"), and make progress visible by acknowledging completed agenda items. 4. Extraneous Activities: What are people doing besides paying attention? Get curious about side conversations without defensiveness: "I see some of you discussing something - I'd love to address those thoughts." Break up presentations with interactive elements like polls or small group discussions. 5. Explicit Feedback: Listen when someone directly tells you "we're confused" or "this is exactly what we needed." Remember, one vocal participant often represents others' unspoken feelings. Thank people for honest feedback and actively solicit input from quieter participants. 6. Engagement: Monitor who's participating and how. Create varied opportunities for people to engage with you, the content, and each other. Proactively invite (but don't force) participation from those less likely to speak up. I've shared my complete framework in the article in the comments below. In my coaching and workshops with executives and teams worldwide, I've seen these skills transform even the most dysfunctional meeting cultures -- and I'd be thrilled to help your company's speakers and meeting leaders, too. What meeting dynamics challenge do you find most difficult to navigate? I'd love to hear your experiences in the comments! #presentationskills #virualmeetings #engagement

To my fellow EAs - let's talk meeting minutes. A few tips below: 🛠 Before the Meeting: - Know the agenda: Get a copy ahead of time. You'll anticipate key points. - Set up a simple template: — saves you from scrambling. - Clarify roles: Know who’s leading the meeting and who the key decision-makers are. 🗒 During the Meeting: - Capture major points, not every word: Focus on decisions made, key discussions, and assigned tasks — not side conversations or exact quotes. - Use bullet points: They're faster to write and easier to read later. - Identify action items clearly: Write what needs to happen, who’s responsible, and by when. - Mark follow-ups: If something is undecided, flag it for next time. - Stay neutral: Don’t add personal opinions or interpretations. 🛠 After the Meeting: - Clean up right away: Don’t wait — fresh memory = better notes. - Summarize clearly: Reword any messy notes into clean, short sentences. - Send it out quickly: Ideally the same day or the next morning, while things are still fresh for everyone. - Highlight key decisions and tasks: Bold or bullet them so people can skim easily. 🧠 Bonus Quick Tips: - Bring a laptop if you type faster than you write (I prefer writing) - If you’re unsure about something (like a decision), ask during the meeting: "Just to confirm, are we agreeing to [this decision]?" - Develop shorthand: "AI" for Action Item, "D" for Decision, "F/U" for Follow-Up. What would you add?

Everyone sends the same post-meeting email. Bullet points. Action items. "Thanks for your time." Delete. Here's one idea that came out of a recent AE Peer Group here at Sales Assembly: Turn your notes into a 30-second video summary instead. AI-generated slideshow with voiceover that hits the key points visually. Your champion can forward a video to their boss easier than a wall of bullet points. Here's the walkthrough 1. Export your meeting notes from Sybill or whatever you use. 2. Feed the transcript into an AI video tool. Add this prompt: "Create a 30-second slideshow summarizing our discovery call with [company]. Include 3-4 key slides covering their main challenges, our proposed solution, and next steps." 3. Add their company logo to slides. Reference specific stakeholders by name. Include one data point that matters to their business: "This could save you $200K annually based on your team size." 4. Track who actually watches. Most AI video tools show engagement data. You'll know exactly who watched what percentage. Try getting that insight from your text email. 5. Follow up based on viewing behavior. Watched 85%? They're engaged. Schedule the next call immediately. Watched 20%? Wrong message or wrong audience. Dig deeper on needs. Didn't watch? They want text, not video. Adjust your approach. IMO here's when it makes sense to invest the 5-10 mins to do this: - ENT deals worth $50K+. - Multi-stakeholder discovery calls. - When you need internal selling to happen. - Deals where your champion needs to brief their boss. When to skip it: - Routine check-ins. - Low-value transactions. - Contacts who clearly prefer text communication. Here are some AI video tools to try: Synthesia, Loom AI, or Pictory. Meeting notes are commoditized. Everyone sends them. Few read them. Video summaries force attention and create advocates. Might be worth a shot.