- Minimize differences. Where people are located matters. Differences in distributed team members’ geography, as well as differences between team members who do or do not work remotely, can engender subgroups and social dynamics that result in conflict.
- Emphasize strengths, not status. Class divides will form among groups based on differences in size along with real or perceived differences in status.
- Promote a common purpose. Faultlines will develop in every team. Leaders can work against faultlines’ corrosiveness by building and stressing one group-level identity: the umbrella identity that binds the team together into one and reminding team members that they each represent the team.
