by Kevin Eikenberry We need our teams to collaborate to get great results. Often, we think of collaboration as a face-to-face activity.  Have you figured out how to do that at a distance from some or all of the team?  Do you know what you need to do to create hybrid collaboration? Here are three

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Remote work was on the rise long before the COVID pandemic hit. The trend was already towards greater flexibility and mobility in how we do our jobs.  So, it’s no big surprise that there are some obvious short-term changes in the workplace: more hybrid work teams, ubiquitous webcams (along with the accompanying “Zoom fatigue”) and

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In facilitating learning experiences (virtually) over the last 18 months with leaders who want to be more effective in leading remote or hybrid teams, one of the most common concerns I hear is, “We can’t collaborate without a whiteboard.” This is a limiting view (I’ll explain in a second), but if you want hybrid collaboration

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You’ve no doubt heard about “Zoom Fatigue” and other related complaints about technology. Wayne takes a look at why so many of us are becoming exhausted by the very tools that were designed to make our jobs easier and more productive. How well does your team communicate using the tools available to them? Do you

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by Guy Harris The transition from individual contributor to leader calls for changes in at least three areas of your work life: your relationships, your skills, and your mindset. Managing these three transitions simultaneously is almost always a challenge, and the challenge is made even more difficult when you work with a “hybrid” work in

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One of the most common complaints about working on a virtual or hybrid team is, “People can’t brainstorm and collaborate the way they do in the office.” For many teams, this is a critical issue because the whole point of being in teams is to create a sum that’s greater than all of the talented

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by Kevin Eikenberry Most often on this blog you read about tips and ideas for new and front-line leaders – people in the role of supervision and leadership after the move from bud to boss.  This post takes a different approach, focusing more on the organizational view.  If you are an individual leader thinking about

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“Nobody wants to work anymore.” “Millennials are all entitled punks.” “What do they expect? They call it work for a reason.” Odds are you’ve heard one of these comments recently (or some similar sentiment) when business leaders talk about their attempts to re-staff after the pandemic. While complaining about the demands of employees isn’t anything

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by Kevin Eikenberry When thinking about team or organizational culture, often new and frontline leaders think the way they did as individuals – that culture is something for the C-Suite or senior management to think about.  Culture, they often think, is above their pay grade.  Yes, culture can be driven from the top-down, but it

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It’s one thing to have an existing team change the way they work. But what about bringing new people into the fold on a hybrid team?  Most of the focus on returning to work has been on getting your existing team members to work together in more of a hybrid way. Not everyone is going

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