Co-create a remote-team charter defining overlap hours, channels, and reply SLA.

When a member joins or leaves, reopen implicit working norms for renegotiation instead of assuming they stay fixed as before.

To open trust in a new team, share your failure first — others will open up.

Anonymously ask Edmondson's three questions to score your team's psychological safety.

Define an async charter with your team: when to reply, how, and what counts as "urgent".

Invite one person weekly for a simple 30-min tea — builds community fabric from zero.

Before starting, imagine the project failed in six months and write down why.

Before any delegation, answer 7 questions in writing — send them with the handover.

One document answering every "how do we work here?" question for new hires.

A simple document everyone signs setting when, where, and how much — ending endless daily negotiations.