Marnie Smith
How to Create a Hybrid Work Guideline
A hybrid team is a team of employees who work remotely and in person throughout the week, often leveraging technology to collaborate seamlessly across different locations. They can work in person four days a week or once a week. Regardless of their hybrid structure, they are considered a hybrid team if they are expected to work in person at some point during the week.
There are many challenges to leading a hybrid team, but one way to ensure a positive work experience for all and get the best performance from your team is to follow shared hybrid work guidelines.
Leading Hybrid Teams
The pandemic accelerated the evolution of work and brought great innovation in collaborative tools and systems, which demonstrated that remote work can be just as effective or even more effective than in-person work.
I have seen many teams lose key players or organizations failing to fill roles simply because employees are expected to work in the office when they could be working at home.
The hybrid working model is the new normal, and leaders must be aware of the challenges that come with it.
Are you prioritizing connection with your team?
As leaders, we play a critical role in ensuring that connection is a priority. Connection is important business. Trust is built through connection; collaborative work requires trust; organizations thrive when teams and individuals collaborate. So, what can you do to create connection? Below are some thought starters to help you prioritize connection with your team: Eat together – host lunches, coffee
The Eggs are Broken – What are you Going to Make?
My family has taken to making a hot breakfast in the morning. This is brand new for us. Eggs for breakfast was not part of our regular run to school, sprint to the office, morning routine. Each morning we get to decide what we are going to make, once we break the eggs. It can be quite interesting what my
Who are you Talking To?
I heard a great joke the other day (see inset) and it got me thinking, with all of the challenges we are facing and how lonely it can be at the top, now more than ever, who are you talking to? If the recent world has never faced a Pandemic such as this, and leaders are now being challenged to
Amplification in a Crisis
Bad to Terrible or Good to Great? I learned a great term the other day, have you heard of the “Amplification Principle”? If you haven’t heard of it yet, I’m sure that you have experienced it in recent weeks. This principle refers to the notion that management skills are amplified in virtual space: a good manager looks excellent in a virtual
Getting the Internal Help You Need to Manage Your Change
Transition monitoring teams are nothing new. William Bridges spoke of them in his book Managing Transitions and Jeannie Duck, author of The Change Monster, also highlighted the value these teams can bring. So why don’t more companies use these highly effective and engaging teams to assist in their organization transformations? I believe there are two reasons at play. Some individuals
What – No Thank You?
Has our obsession with efficiency rendered the thank-you obsolete? How many of you drop a quick thank-you note after a colleague has supported you? How many of you don’t? And how many of you believe that it doesn’t even matter and have never thought twice about it? (Be honest now…) We are all so busy that sometimes a thank-you feels
Growing Our Coaching Skills and an Agile Mindset
Like many of you, Agile has become a hot topic for both ourselves and our clients. Organizations are seeking to reap the quoted benefits of increased collaboration, accelerated speed to market, improved quality, reduced risk, and enhanced transparency, to name a few. There is great value in an Agile approach. At L9, we believe the greatest value of Agile comes
