Hybrid work is here, but it doesn’t seem to get any more efficient. It doesn’t seem to actually address problems of engagement, morale or productivity. We ask: what’s optimum? Two days at home? Full time in the office? No matter what data you draw from, it seems that there’s a challenge few companies seem to

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We’ve heard of “cross-functional teams,” and most of us have been part of one. But too many people have a different challenge. They’re on cross-DYSfunctional teams.One of the most common reasons for “Return to Office,”  (RTO) policies is the fear that the team won’t work together as a unit if they are not physically together

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Is there a remote work unicorn out there? A lot of people need to know, and fast. In promoting our updated version of The Long-Distance Leader, I have done over 50 podcast interviews and I’m getting a lot of questions about what the future holds. Is remote work dead? Is hybrid work just another word for

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Do you answer work emails after hours and on weekends? Do you resent it? Maybe it doesn’t make any difference to you. But what if it was against the law to expect you to do work outside of agreed-upon hours? A growing number of companies have passed “Right to Disconnect” laws. Here’s a short article

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Real hybrid work is not only balancing who does what work where (should we be in the office three days a week?). For a truly hybrid team, we factor in time. This means we change the question to: What work needs to be done with everyone at the same time, and what can be done

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By now, anyone interested in remote work has heard about Amazon’s announcement that all administrative folks must go back to the office five days a week. Reactions out in the world have ranged from, “This is the end of remote work,” to “Jeff Bezos is the devil and will pay with everyone quitting.” What is

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As we become more accustomed to remote and hybrid work, it can feel less novel and more of the norm. That doesn’t mean it comes naturally to people. How do organizations and people in Learning & Development help grow leadership skills that translate to the new way we work? As we said in the first edition

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One of the most useful models in the first edition of The Long-Distance Leader was the 3O Model. This simply says that for work to be done remotely, we leaders need to remember Outcomes, Others, and Ourselves. As we get ready to launch the updated version, it’s important to ask ourselves, what’s changed and what

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Over the last few years, remote work has shifted from an occasional convenience to an essential part of our professional lives. As someone who has spent a significant amount of time researching and practicing leadership in remote environments, I can tell you this: leading remotely isn’t the same as leading in person. While many of

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Trust is critical to successful remote and hybrid work. If you don’t believe that your team is working away when you can’t see them, it can lead to micromanagement, constant meetings, unproductive check-ins and redundancy. Even with the best of intentions, doubt and suspicion can creep in. But why? When we work in the office with

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