When you have a hybrid team, some of your team works in the office, some work from home, and some work who-knows-where depending on the day. That can make it hard to create a cohesive team. It isn’t that the team intentionally doesn’t want to work with people who don’t share their workspace, or that
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
by Guy Harris Team cultures develop for many reasons. Some factors affecting team culture include: Recent team history The style makeup of team members The type of work the team does The physical location the team is in How the leader interacts with the team as a whole How the leader interacts with individual team
by Kevin Eikenberry It seems like a pretty simple question – how do you define your team? Most leaders would immediately describe or list their direct reports. Most teammates would list their immediate co-workers. Then ask people to think about their working relationships and they will think about that same list of people – the
Humans have a love-hate relationship with technology. We curse the need to be tethered to email and Slack for work while not being able to avoid our personal screens for more than a few minutes at a time. Everyone complains about the tools they have at their disposal, but shudder at the thought of learning
Business and organizational life is a human activity. To think that we can succeed alone without connections to and working relationships with others is folly. Personal productivity and technical expertise are not enough. Research shows (and our experience proves) that the most successful people are good at building and nurturing strong working relationships. This is
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