The future of work for many will include new flexibility in when, where, and with whom people are working. Those changes mean leaders need to adjust their approaches and habits to be prepared for leading in the future. We have long said that while much about leadership hasn’t and won’t change (even with a pandemic),
Does this sound like your workplace these days? You’re going back to work. Oops, you can go back if you want, with restrictions. Nope, everyone needs to come back next month. Sorry, we thought it was next month, now it’s January. The heck with it, we’ll just go hybrid and everyone can make up their
We’ve spent a lot of time addressing a number of critical questions facing organizations as we look forward to what work will be like for us in the coming months and years. These questions are largely the ones we hear from those leaders and organizations we’re talking to. But what about the questions that aren’t
The world has changed a lot in the last 20 months. And all of this change has rightly gotten everyone thinking and talking about the future of work. Where will we work, when we will work, how will we work, and will it all work? There is understandable uncertainty about those questions. But now isn’t
How do you know when an employee is engaged? The usual answers include obvious signs like participation in meetings and projects, high quality work product, and responsiveness to requests from the manager and teammates. All of that is true, and there’s a paradox at work. It involves the ability to stay more engaged by disconnecting
by Stacy Henry If there’s one thing I’ve learned in my life, it’s that you can’t go back to where you used to be. This is especially true today. Since 2020, our lives have changed. Our collected experience has given us better understanding, different expectations, and a new direction. As things are opening up and
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