Tag: Leadership Development

How to Manage Virtual Teams Effectively: Tips and Tricks

Posted on by Spencer Bentley

Tips and Tricks for Small Businesses Managing Virtual Teams

In today’s digital world, managing a virtual team is becoming increasingly common. It’s no longer necessary for all employees to be in the same physical space to collaborate and get the job done. Small businesses can now manage teams of employees remotely and more effectively. However, managing a virtual team can be a challenge for small businesses. It requires an understanding of the different technologies and tools available, as well as the ability to stay organized and prioritize tasks. To help small businesses manage virtual teams more effectively, here are some tips and tricks to keep in mind.

1. Establish Clear Goals and Objectives

The first step in successfully managing a virtual team is to establish clear goals and objectives. Without clear goals and objectives, it’s impossible to measure progress and hold your team accountable. Make sure to communicate your goals and objectives to your team in a clear and concise manner. This will help ensure that everyone is on the same page and working towards the same end goal.

 

2. Utilize the Right Tools

There are a variety of tools available to help small businesses manage virtual teams. From project management tools to communication platforms, these tools can help streamline processes and improve collaboration. Investing in the right tools can save a lot of time and make it easier to stay organized. Do your research and find the tools that are best suited for your project and team.

 

3. Create a Communication Plan

Communication is key when managing a virtual team. Establish a set of guidelines for communication and make sure that everyone is aware of them. This could be anything from setting up regular team meetings to establishing a daily check–in process. Make sure to use the right communication tools, such as video conferencing, chat, and email to facilitate communication.

 

4. Set Deadlines and Milestones

Deadlines and milestones are essential for keeping your team on track and making sure that projects remain on schedule. Make sure to set realistic deadlines that are achievable and provide your team with milestones to measure progress. This will help ensure that your team stays focused and is able to meet its goals.

 

5. Offer Rewards and Recognition

Keep your team motivated and engaged by offering rewards and recognition. Show your team that you value their hard work by offering rewards for a job well done. This could be anything from a gift card to a virtual “high five”. This will help keep your team motivated and driven to do their best.

 

6. Provide Feedback and Support

Provide your team with frequent feedback and support. This will help ensure that everyone is on the same page and that projects remain on track. Make sure to give constructive feedback and provide your team with the resources and support they need to succeed.

 

7. Foster a Collaborative Environment

Foster a collaborative environment and encourage your team to work together. This could be anything from setting up a virtual brainstorming session to having team members work together on tasks. When team members collaborate and work together, projects can be completed faster and more effectively.

 

By following these tips and tricks, small businesses can manage virtual teams more effectively and efficiently. With the right tools and strategies, small businesses can take advantage of the benefits of virtual teams and get the most out of their employees. To make managing virtual teams even easier, small businesses should invest in the right services and technologies.

 

This could be anything from a project management platform to a free consultation with CountryIntel to identify your pain-points with virtual administration. Investing in the right solutions can make managing virtual teams easier, more efficient, and more of an enjoyable experience for your management and staff.

 

Managing virtual teams can be a challenge for all businesses, small and large. However, with the right tools and strategies, small businesses can manage virtual teams more effectively and get the most out of their employees. By following these tips and tricks, small businesses can ensure that their virtual teams are poised of success in the short and long term. 

 

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The Essential Skills for Contracting with the U.S. Government

Posted on by Spencer Bentley

The Essentials

 

As a Government contractor, it’s important to have a range of skills in order to be successful in delivering high-quality products and services to the United States government. These skills include technical expertise, business acumen, project management, compliance, communication skills, problem-solving, and leadership. In this article, we’ll explore each of these skills in depth and how they contribute to success in the Government contracting industry.

  1. Technical Expertise:

    Understanding the technical aspects of government contracting.

    One key area of expertise for defense contractors is understanding the technical aspects of their work. This includes knowledge of specific technologies or materials, as well as an understanding of how these technologies are used in the defense industry. For example, a defense contractor working on aircraft might need expertise in aerodynamics, materials science, and systems engineering.

  2. Business Acumen:

    Developing and implementing effective business strategies in addition to technical expertise.

    It’s important for contractors to have a strong understanding of business principles and practices. This includes financial management, marketing, and sales. As well as an understanding of the procurement process and how to bid on contracts. By developing and implementing effective business strategies, contractors can win clients and grow their business.

  3. Project Management:

    Planning and executing complex projects.

    Effective project management is another key skill for government contractors, as they often work on complex, multi-faceted projects. This includes the ability to develop project plans, set goals and milestones, and manage budgets and resources. Communication is also critical in this role, as defense contractors must be able to effectively communicate with team members and stakeholders and adapt to changing circumstances as needed.

  4. Compliance:

    Adhering to regulations and standards in the world of Federal contracting.

    Industry Compliance is another important skill for government contractors, as they must adhere to strict regulations and standards when working with the government. This includes understanding and following rules related to security, quality control, and ethical conduct. It’s also important to be familiar with the specific requirements of contracts, including any performance standards or delivery schedules.

  5. Communication:

    Articulating technical concepts and ideas effectively.

    In addition to technical and business skills, government contractors must also have strong communication skills. This includes the ability to clearly articulate technical concepts and ideas, as well as the ability to present information in a clear and concise manner. It’s also important to be able to listen to and understand the needs and concerns of clients and team members.

  6. Problem-Solving:

    Identifying and solving problems for the U.S. Government.

    Problem-solving skills are crucial for contractors, as they may encounter any number of complex problems during the course of a project. The ability to think critically and creatively, and to develop and implement solutions in a timely manner, is essential. This is especially important in the defense industry, where the consequences of failure can be significant.

  7. Leadership:

    Motivating and leading teams to success.

    Finally, government contractors may be called upon to lead  any combination of employees, stakeholders, and subcontractors.  To instill a sense of direction and cohesion, one must cultivate strong leadership skills. This includes the ability to motivate and inspire team members, as well as the ability to delegate tasks and responsibilities effectively. Building and maintaining positive working relationships with team members and stakeholders is also key.

Government Contracting expertise requires a functional combination of all of the skills listed above. When you marry those skills with the practical wisdom that comes from experience, you have the makings of an effective asset for your client. The combination of skill and experience is necessary to deliver a consistently high quality of products and services to the government, and to navigate the complex and highly regulated U.S. Federal Government.

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The Russo-Ukrainian War: How Energy Insecurity Fuels the Global Gender Imbalance

Posted on by Lillian Dickman

by Dr. Grace Hoffman

 

Since the onset of the Russo-Ukrainian War in February 2022, countries have felt ripple effects caused by their dependence on Russian oil. Europe has been particularly impacted by their dependence on Russian energy, and is consequently, rethinking its reliance on certain energy sources. The significance of the energy sector and the need for alternative sources has become increasingly apparent for Europe’s economy. However, the overreliance on Russian oil may also affect gender inequality and non-European countries’ peace and security for years to come.

Women, Peace, and Security

In 2000, the United Nations adopted Security Resolution 1325, which established the Women, Peace, and Security (WPS) international agenda. In 2017, the WPS Act codified the agenda into U.S. law. WPS recognizes the disproportionate effect of conflict and violence on women and girls as well as the important role women play in peace and security. Research shows a direct connection between the treatment and empowerment of women and girls at the household level and a country’s stability and likelihood to enter conflict. In fact, high sex inequality makes a nation twice as likely to be a fragile state, 3.5 times more likely to have an autocratic and corrupt government, 1.5 times more likely to be unstable and violent, and 1.3 times more likely to experience terrorism.[1] Simply put, the treatment and role of women and girls in society directly correlates with a country’s long-term peace and security.

Inseparable Connections

Today, the treatment of women and girls at the household level may be directly impacted by increasing gas prices and food shortages caused by the reliance on Russian energy. In African countries such as Somalia, Kenya, and the Democratic Republic of the Congo, gas prices have greatly increased, as have food prices where communities rely on trucks to deliver food. Maureen Miruka, the CARE Kenya Country Director, noted that Kenyan women will be greatly affected, noting that “Whenever incomes in homes are negatively impacted, we have always noted an increase in gender-based violence against women.”.[2]

What Might the Future Hold?

WPS acknowledges that violence against women impacts the long-term stability of the communities and countries. It destabilizes communities and limits women’s ability to meaningfully participate in society. What will this mean for countries where violence against women increases as gas prices and food shortages increase?

Overdependence on energy from Russia is a sharp reminder of the need for innovation in the energy sector and for alternative and diverse energy sources, and the need for this may reach far beyond Europe’s economic concerns. While continents and countries recognize direct immediate effects, the possible long-term and indirect effects of energy insecurity on women and girls and therefore peace and security cannot be overlooked.

[1] https://pdfs.semanticscholar.org/1a02/327babfb20be0982b5154e40c0ca5695cb3b.pdf
[2] https://www.care-international.org/news/ukraine-conflict-soaring-food-and-fuel-prices-threaten-wellbeing-millions-east-central-and

 

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Country Intelligence Report: Inside The Country Intelligence Group

Posted on by Spencer Bentley

In this special episode we speak with Jeffrey Fourman, the Founder and Managing Director of The Country Intelligence Group. We discuss the origins of the firm, the company’s values and mission, and how CountryIntel leverages it’s unique collection of specialized management consulting, data analysis, and human capital service expertise to help the worlds most complex organizations achieve and surpass their goals.

 

The Country Intelligence Report

The Country Intelligence Report is a bi-monthly examination of the stories impacting the world of management consulting and International relations. We cover a range of topics than cover the intersection of Management Consulting and International Relations. We discuss such topics such as how to establish and accomplish goals, habits of effective leadership, Energy industry dynamics, and the diplomatic discipline of women, peace, and security.

The show is hosted by Krista Campbell, Senior Workforce Development Consultant and Spencer Bentley, Director of Marketing and Communication. It is produced by Jonathan Maze, Senior Management Consultant, Krista Campbell and Spencer Bentley. More episodes of the show can be found here

WHAT DOES A DATA DICTIONARY AND A REFUGEE CAMP HAVE IN COMMON?

Posted on by Lillian Dickman

By Leezan Omerbell

 

In my last life as a foreign affair professional, I worked as a field volunteer for Un Ponte Per, a non-governmental organization under the United Nations, at the Domiz Refugee Camp in the Kurdish Province of Dohuk, Iraq. As a volunteer, I used my language skills to collect data to help manage and allocate resources. A few days after arriving, I was in one of the trailers looking over my notes when a man entered the trailer. The man was about my age and wanted to know if his grandmother could come inside and sit on one of the empty chairs while waiting to be processed. Without hesitation, I agreed. A few minutes later a young woman entered with him and sat on one of the chairs. When I questioned him about the whereabouts of his grandmother, he simply pointed to the young woman.

As it turned out, the woman was not his grandmother, but his wife. You see, I had failed to take into consideration that even though I spoke the regional languages, there can be variances in vocabulary depending on location and dialect. Although the man thought he was communicating effectively, and I thought I was receiving the information correctly, there was still a disconnect.  To me the word he had used meant someone old, such as a grandmother. But in his dialect, it meant “wife.”

The Merriam-Webster dictionary defines communication as “a process by which information is exchanged.” This process is the foundation of all relationships, personal and professional. But what we often forget, is that machines too need to communicate and exchange information with one another as an integral part of modern life and business. Broken down to their simplest level, machines such as database systems communicate with one another continuously and need to so do to remain relevant.

But how do we prevent miscommunication between these machines? If humans can have such misunderstandings, like the one that took place between that young man and myself, then machines can most certainly experience miscommunication too. As a solution, data dictionaries for database systems were created to enable clear and correct exchanges of information. For your own systems, before accurate exchanges can take place, you should do your due diligence, and do some database dictionary “house cleaning.”

  1. Update your data dictionary: Update your data dictionary to reflect your database as it changes. Databases change…a lot. Columns and fields become irrelevant; some are taken out while new ones are added. So, before you begin exchanging data with another database, make sure your own data dictionary is up to date.
  2. Make your data dictionary readable: This isn’t corporate law where you must write policy in a language no one can read. The point of your data dictionary is so that others can clearly understand what your database is about. If others can’t read it or understand it, then you have failed to create a working data dictionary. Make your data dictionary simple and easily readable.
  3. Answer questions: This might sound like common sense, but if an individual who is working with your data dictionary has a question, answer it. And set up time to provide clarifications. Learn from these instances and update your dictionary accordingly to prevent similar questions in future.

Again, the whole purpose of your data dictionary is so your database can communicate with another system. This allows everyone involved, machines included, to get on the same page. If it fails to accomplish this, your data dictionary needs work. Small improvements to your data dictionary can yield huge benefits for your database.

 

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LEADERSHIP VS. MANAGEMENT IN WORKFORCE DEVELOPMENT

Posted on by Lillian Dickman

by Chelsea Salyer

 

A major focus of workforce development, a service offered by CountryIntel, is helping an individual develop the skills and abilities required to succeed within their workplace. Some of those skills and abilities may relate to leadership and/or management.

People often mistake leadership and management to be one and the same, but fundamentally they are very different. Yet both practices are essential to running a business. Certain business scenarios require diverse skills. Distinguishing between leadership and management can help a business efficiently employ its resources to achieve success.

Leadership is about inspiring, motivating, and empowering others to work toward a shared vision, while management is concerned with administrative responsibilities and ensuring day-to-day operations run smoothly.

One of the main differences between leadership and management is seen when executing the business’ vision. Leadership is more strategic while management is more operational. Leaders examine where the business stands, set a vision for future organizational growth, and develop a strategic plan for how to move from the present to the future. Leaders, by nature, are innovative. Alternatively, managers implement processes and procedures that help the business achieve the objectives set by the leaders. Simply put, leaders ask “what” and “why” whereas managers ask “how” and “when.”

Another difference between leadership and management lies within how they either inspire or manage their followers and subordinates. Leaders inspire trust among employees and rely on that relationship to build a following. When communicating the vision, leaders are responsible for helping employees see themselves within the bigger organizational picture. They connect an employee’s goals and aspirations with the company’s vision, giving meaning to the day-to-day functions while aligning short-term and long-term direction.

Separately, managers rely on the authority of their job description to effectively manage employees and maintain compliance. Managers coordinate activities among subordinates and organize staff to optimize efficiency and play to the strengths of each individual. Managers break down big projects into smaller milestones and assign tasks according to resource limitations such as schedule and budget. They are more focused on the tactical responsibilities required to meet the organization’s objectives.

Despite the differences between leadership and management, the two practices often organically intertwine within a business structure. Both leadership and management structures are needed to engage a workforce toward a shared vision and achieve organizational success. While it is crucial to understand their differences, it would be unwise to purposefully try to separate one from the other. Rather, the focus should be on how these two practices will coincide and how to harness their differences to complement one another. Together, leadership and management help bridge the gaps in scenarios where reliance on one skill alone might fall short. Developing a workforce with both leadership and management functions is crucial to the overarching success of the business. Even more critical is developing skills uniquely tailored to each individual employee’s role.

 

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