PAVEZ BARRIO, IGNACIO ANDRÉSIGNACIO ANDRÉSPAVEZ BARRIOErnesto Neves2023-01-082023-01-082021https://hdl.handle.net/11447/8786https://investigadores.udd.cl/handle/123456789/472510.1177/002188632110538812-s2.0-85118881254WOS:000716472300001<jats:p> At the beginning of 2020, the operations of the Finance Hub of the Americas (FHoA) at pharmaceutical company GlaxoSmithKline (GSK) were suddenly forced to shift entirely from face-to-face to remote work. To handle this challenge, an FHoA team started a team development process aimed at strengthening teamwork in virtual environments. The intervention was grounded in the principles of generative leadership and dialogic organization development. Through a scholar-practitioner collaboration that focused on identifying the drivers of the successful transition to remote work, we build a three-step process of team development using the metaphor of organic growth: (1) sowing, (2) nurturing, and (3) flourishing. Using GSK's example, we illustrate how this process became a simple but powerful strategy to help teams thrive in a virtual environment. The core of the process uses generative questions to configure a structured but adaptable process that can be easily implemented in different contexts and situations. </jats:p>dialogic organization developmentgenerative leadershipgenerative questionsteam developmentteam buildingvirtual teamsarticlehumanleadershipliteraturephysiciansowingteam buildingtelecommutingResource Types::text::journal::journal article