After the launch of a virtual team, work effectiveness and a constructive team climate has to be maintained using performance management strategies. These comprehensive management strategies arise from the agreed upon difficulty of working in virtual teams. Research shows that constructs and expectations of team membership, leadership, goal setting, social loafing and conflict differ in cultural groups and therefore affects team performance a lot. In early team formation process, one thing to agree on within a team is the meaning of leadership and role differentiation for the team leader and other team members. To apply this, the leader must show active leadership to create a shared conceptualization of team meaning, its focus and function.