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Teams365 Blog

Daily tips, tools and blog posts for leaders and their teams. Daily posts since January 2014. The Teams365 blog is brought to you by Jennifer Britton, founder of Potentials Realized, and author of Effective Group Coaching and From One to Many: Best Practices for Team and Group Coaching.

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Teams365 #2636 - Flashback – Hybrid Work 101

3/19/2021

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This week I am reaching back to a December 2021 blog post I entitled Hybrid Work 101. Here’s what I wrote about what is starting to really emerge as the “next way of working”:

TEAMS365 #2543 – Hybrid Work 101 – Making It Work
12/16/2020
 

Not so long from now, as a vaccine becomes a reality for many, teams, organizations and businesses are likely to be making the shift back into the office for some. With hybrid work arrangements, it’s important to take a look at the following:

Head back to the basics of teams,

Remember the Remote Work Enablers – these are all still important as we move into hybrid work arrangements, the 7 remote enablers are still critical levers for successful workplace results and relationships. The 7 Remote Work Enablers includes:
  1. Connection
  2. Communication
  3. Clarity
  4. Community
  5. Culture
  6. Collaboration
  7. And Consistency

Which area, or areas, could use more attention?

Revisit your processes - What needs to change when some people are in the office, and others are still working from home, what work processes need to change?

Keep everything simple - One of the mantras of 2020 has been to “keep everything simple”. The complexity is around us when we work remotely, and when we shift to hybrid work arrangements, new layers of complexity emerge – some people working at home/others in the office; a sense that things have returned to how they “once were” when in fact we may be a different business than we were before.

Keeping things simple involves simplifying our practices and processes.

What do you need to simplify?

Related to this is to ensure that there are ways to keep things moving in a way that works for the different styles. Consider bringing things online and moving things forward in a way that works for those who remain virtual and those who are in an office space.

It’s likely to be many more months before a hybrid workplace arrangement exists. What do you want to take note of?

​Enjoy your conversations, 
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders 
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

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Teams365 #2633 Hybrid working – the next iteration of the workspace?

3/16/2021

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As some locations start to get their populations vaccinated, workplaces may be reopening in the not so distant future. In some cases, some organizations will go back to work, in other cases they may become hybrid, with some people in the office, and others working from home.

The hybrid workspace can be even more challenging in terms of support, than the all in-person realm, or all remote workspace.

Having worked in the hybrid world for many years, here at Potentials Realized, we will be widening our program support for teams, as well as consulting services for organizations to more explicitly support hybrid working arrangements and teams. We feel that this is an important part of the next phase of work and economics.

Here are some interesting pieces of recent research about the hybrid workspace:

“Among the challenges of managing a hybrid workforce, 30% of business leaders are most concerned with
maintaining corporate culture. Thirteen percent of respondents reported concern over creating parity between the remote and in-office experience; 13% also are concerned about providing a seamless employee experience.” – Gartner Study, June 2020  - https://www.gartner.com/en/newsroom/press-releases/2020-07-14-gartner-survey-reveals-82-percent-of-company-leaders-plan-to-allow-employees-to-work-remotely-some-of-the-time
“output driven metrics” along with “Regular meetings to touch base, say once a day at a set time can set the expectation and answer any questions that need answering. From there, it’s a matter of trusting your team to get the job done and making adjustments as necessary.” - https://www.theventuremag.com/hybrid-work/
 
A November 2020 study noted, “More than 20 percent of the workforce could work remotely three to five days a week as effectively as they could if working from an office. If remote work took hold at that level, that would mean three to four times as many people working from home than before the pandemic”. - https://www.mckinsey.com/featured-insights/future-of-work/whats-next-for-remote-work-an-analysis-of-2000-tasks-800-jobs-and-nine-countries

Smartway2 study found  that 92 percent of people surveyed in fall 2020 wanted to return to the office. They would prefer one of the following:
  • to work mostly from home with occasional office time (40%)
  • to share their time equally between home and office (31%)
  • to work mostly at the office with occasional time at home (21%) (Source
 
What’s next in your workspace? What’s important for you to note? What is important to start thinking about?

​Enjoy your conversations, 
Jennifer

Jennifer Britton
Potentials Realized | Coaching Team Leaders 
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326
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Teams365 #2619 - Hybrid Work

3/2/2021

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Almost a year after the world went virtual and work went remote, the initial flickers of hope are emerging for the next iteration of what the workspace (note I don’t say workplace!), might look like as Ralph Waldo Emerson wrote 'The mind, once stretched by a new idea, never returns to its original dimensions.

As more people become vaccinated, it’s likely that the next wave of work will be one that is hybrid in nature. Part in-person, part remote. With this in mind, I’ll be dedicating upcoming blog posts to explore what might be possible in this way of working.

Hybrid work is nothing new, and has been used by many organizations over the years. __ and ___ are well known for their focus on hybrid work.

Over the last year many organizations and teams have indicated how challenging it can be to work remote. Hybrid workspaces can even enhance that level of challenge, given that people will be working in different ways.

Several principles to keep in mind that we need to :

Remember, things get magnified in the remote and hybrid workspace. From communication to conflict, things often are more magnified than if we were seeing each other every day. What do you need to be aware of?
Proactivity is key – Just as with virtual work and teaming, being proactive in communicating, flagging issues and planning is key for hybrid work. What are the elements you need to be more proactive around.

Consider the varying needs of each team member. It’s likely that some workspaces and teams will work in different ways. What have you learned about how people want, and need, to be supported? What can this look like if people are still working distributed?

Get better at asynchronous teaming – With some people likely to be in person some days of the week, and others offsite, the shift to asynchronous teamwork, and leadership, is likely to stay. This becomes even more important to provide people with the autonomy and flexibility to work across time and distance. Check out this great study by Ruggieri, Boca and Garro (2016) on the different styles of leadership needed in the virtual context. You can read that study here. 

Also, consider how the 8 Remote Enablers I shared this time last year in the Remote Working Whitepaper, may need to be adjusted? If you haven’t downloaded a copy of the Remote Working Whitepaper, get it here.
 
What’s important to take note of or start planning for?
Reach out to discuss your team or organizational needs. We’ve been having discussions with a lot of organizations, leaders and teams about what’s possible for them next. Schedule a call to discuss. 
 
With best wishes,
Jennifer
 

​Jennifer Britton
Potentials Realized | Coaching Team Leaders 
Coaching Skills Training | Leadership Development | Teamwork
Growing Team Leaders, One Conversation at a Time™ in the Remote Space
Contact us to discuss leadership, coaching or performance needs for your and your team
Phone: (416)996-8326

​
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    Author


    Jennifer Britton - Known for her writing and work in the areas of remote and virtual teamwork, leadership, team and group coaching, Jenn is the founder of Potentials Realized, and a former team leader with global organizations including the UN. She is passionate about helping teams and organizations to do their best work. Potentials Realized is a performance improvement company providing training, coaching and facilitation services. We specialize in support to virtual teams, remote work, and virtual facilitation, in addition to our award-winning coaching  and program design services.

    Visit our on-demand courses for team leaders and team members here.

    All blog posts are Copyright 2014-2020.  Jennifer Britton, All Rights Reserved.


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