Does Your Hybrid Strategy Need to Change?

Remote work, hybrid, in-office continues to be such a challenging, multi-faceted issue. This article does a good job of capturing a data driven way to look at it. I also tend to agree with the thought of pushing these decisions closest to where the work occurs.

However, this orchestration requires two new managerial muscles.

The first is one that was not needed before Covid, when work was done in the office by default, nor during Covid, when remote work was predominant for many office-based professionals. Managers now need to facilitate discussions with and align their teams on where, when, and how work gets done. They need to hold weekly retrospectives on what worked, what didn’t, and what to change in how they work the next week.

The second muscle is one that managers arguably needed before Covid, since working with distributed teams isn’t new. Managers need to build their ability to create connection and culture as well as develop, inspire, mentor, and coach across distributed and hybrid teams.

Technology teams have been distributed around the globe for years, and I think to be a technology leader you have to know how to lead through digital solutions.