When we’re collectively navigating yet another “new normal”, having grace and compassion for ourselves and others may be the most critical skill of all.
Remote workers may experience lower levels of motivation overall. We’ll look at the role of extrinsic vs. intrinsic motivation and share a simple framework to assess and build motivation in oneself and others.
As much as employees will need to advocate for themselves, managers will need to take deliberate action to create career paths that ensure that their employees are getting their needs met and their performance acknowledged.
Without psychological safety, individuals and teams will struggle to have the impact they want. Unfortunately, the hybrid context makes this more difficult to create and maintain. We’ll define what psychological safety is and how to tell if it’s present/absent. We’ll share three simple tools and habits managers can use to build and maintain this precious resource.
In the purely physical office, management could happen by default to some degree: observation was a key conduit of information about how an employee was doing. In the hybrid world, management must be more intentional. Participants will have an opportunity to reflect on their current management approach and envision how they’d like to show up to be successful in the hybrid context.
Hybrid teams are here to stay, but are your leaders equipped to juggle the complexities this brings? In this module, we’ll introduce 5 best practices to successfully lead hybrid teams and share tangible practices that your leaders can use to co-create a team culture, establish trust & communication, and create a sense of belonging and accountability that transcends location.