How can you develop leadership skills in a hybrid work environment?

One of the challenges of hybrid work is the difficulty of demonstrating and developing leadership skills. As a leader, I prioritize clear communication when working remotely. This involves regularly checking in with team members, my boss, and colleagues. It also includes holding stand-up meetings to ensure smooth project progress and being accessible to answer any questions my team may have. For me, it's crucial to maintain an open-door policy, even when I'm not physically in the office.

Setting the context is the foundation as hybrid working changes the team dynamics. When employees go to the office, there are certain norms they conform to, it is clear what is rewarded, frowned upon, there is a higher level of external accountability. When people work from home, there is no peer pressure around them, the norms are less defined and visible. Employees need to rely on internal accountability more while creating routines and a structure conducive to productivity. Often the technology to connect & collaborate is available, what is missing is the motivation and sense of psychological safety to do so. Without those conditions no matter what kind of processes leaders try to enforce, they will be unlikely to work in the long run.

To be a good leader when some teammates work at the office and some from home, talk clearly and often using video and messages. Understand that everyone is different and be okay with that. Learn how to use online tools for work. Care about your team by listening to their problems, set clear goals for everyone, and say when they do a good job. Make the team strong by doing fun online activities together. Tell them to keep learning new things. Make sure everyone feels part of the team and say good things about their work. Help them with their work and tell them how they are doing. Being a good leader in this kind of team means being ready for changes and making everyone feel happy and supported.

Setting clear goals and expectations is crucial in a hybrid work environment. It keeps everyone on the same page and moving in the right direction. Regular communication is like the glue that holds a remote team together, making sure everyone feels connected and supported. I'd add that building a culture of collaboration is the key. Encouraging open communication and creating spaces for team members to share ideas and concerns helps in building trust and a sense of belonging, which is essential for a strong, motivated team. Also acknowledging achievements, big or small, goes a long way in boosting morale and reinforcing positive behaviors.

Leaders should clearly communicate what is expected from the team. Clearly set and agree goals with them upfront and give them freedom to manage their time and work as they feel Comfortable in a remote environment. Do regular follow-up sessions to compare plan with the work performed, celebrate success, and give constructive feedback where necessary.

As a leader in a hybrid or fully remote environment, a key element that is absent is the pre and post meeting or session interactions, where many times leaders can abstract verbal and non verbal sentiments, timely feedback and reflection space. Being more intentional around feedback loops and wellness check-ins pre and post meetings and engagements will help to better align the team, collect valuable insights and offer more precise direction as it relates to performance. As contradictory as it might seem, spending more time virtually with virtual team members actually increases their leadership potential.

Setting clear expectations is crucial for effective team performance, especially in a hybrid work environment. Here's how leaders can define roles, responsibilities, and expectations for both in-office and remote work: 1. Role Clarity: Clearly outline the roles and responsibilities of each team member, whether they are working in the office or remotely. Specify the tasks, projects, and areas each team member is responsible for, ensuring there is no ambiguity. 2. Goal Setting: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for individual team members and the team as a whole. Clearly communicate organizational objectives and how each team member's goals contribute to these broader aims.

There is value in understanding how work has changed and will continue to change in the context of a hybrid working environment. HP has published a Work Relationship Index which states that "only 1 in 5 knowledge workers agree that senior leaders in their company demonstrate emotional intelligence on a consistent basis". I think building emotional intelligence and empathy are key to sustaining a successful hybrid work environment. Developing emotional intelligence and empathy starts with authentic connections, listening and caring.

Hybrid is going to stay and leaders handling hybrid teams don't have the luxury of walking around the floor, seeing their teams face to face, pulling them to a coaching room or taking them for a break for a casual talk. At Inspiredge, we trained our leadership teams to adopt better collaboration tools like MS Teams to communicate, do at least one "one on one" meeting on video per month and encourage them do effectively guide the teams using different communication channels. Leaders overseeing hybrid teams should exhibit heightened sensitivity towards individuals, as they may encounter ambiguous situations that require delicate handling.

Most of the engagements start with clear definition of goals but it needs to be followed and reviewed at every milestone. You also have to be ready to accommodate any business changes along the way that are critical and redefine the goals and timelines.

Unfortunately, while trust is one of the most critical enablers of hybrid work, it's also one of the most rare. For example, in a Microsoft study including 20,000 people in 11 countries, 85% of leaders said the shift to hybrid work made it challenging to have confidence that employees are productive. Also, while 87% of employees report being productive at work, only 12% of leaders say they have full confidence their team is productive. The only way to thrive in hybrid work is to ‘end productivity paranoia’ & build a culture of clarity, trust, and flexibility.

Hybrid-work arrangement... works well, when each team members with different needs certain pockets for i.e., child care, parent care, self-love, etc. from the fixed work hours. ....can be a highly "self-organizing" individual to deliver ....have the integrity to do the best for the team outcome ....can be more creative and innovative because one is now "more in control" during the pockets of time one get to fulfill the equally important "work" ....be flexible and able give full focus when needed to for the team.

Fostering trust and accountability comes from the leaders ability to effectively delegate/assign work on the team. Knowing how much information and support different team members need to be successful is key in avoiding micromanaging. Some people may want or need step by step support and others want the overview and to be left to deliver. Knowing how people need to receive information and support will build trust and helps the team get more work done.

To effectively foster a culture of trust and accountability, it's essential to communicate expectations and deadlines clearly regarding deliverables and trust your team members to deliver on time. While it's important to check if they need support or resources, avoid asking for unscheduled updates as this can signal a lack of trust. Similarly, constantly discussing project specifics can lead to micromanagement, another indicator of trust issues. Balancing clear communication with trust in your team's capabilities is key.

Developing culuture is more difficult in hybrid vritual environment. Trust is like a journey as it takes time to develop and need consistent effort, regular communication, being open to feedback and sharing assertive feedback. Culture is something that we cant develop, rather it has to be allowed to grow just like a tree. We as leaders should be like a Gardner who is only giving requried nutrients and care to seed/plant with patience for the tree to grow naturally.

In my experience, you have to trust your team in a hybrid environment. That comes from empowering them and reminding them that you’re there for support. That allows them to step up and own the challenge (their way), but with a safety net of your support with them. Also, regular check-ins are required.

You become a better leader by consciously putting effort to become a better leader. In remote/ hybrid set-up, it’s essential for leaders to walk the talk: 1. Demonstrate the organisation’s leadership behaviours/ values 2. Use DEI as a moral compass especially in a hybrid set up 3. Stay gold on your intent - no matter how much you try, you will make mistakes. After all, leaders are also humans. As long as your intent is right, mistakes can be fixed and can result in lessons learnt And the last, genuinely care for your team. Expect results but also remember that your team members are human, have flaws, aspirations, goals and a capacity to learn.

In a hybrid work environment, effective leadership centers on fostering trust and accountability. Empower team autonomy, focusing on outcomes over hours. Provide specific, timely feedback for continuous improvement. Encourage collaboration and peer support across locations, and celebrate collective successes to build a unified team spirit. This approach not only boosts individual growth but also drives collective success, creating a resilient and productive hybrid team culture.

I would say that trust and accountability are achieved through consistency. Be consistent in your actions and decisions. This helps to build trust and sets a clear standard for accountability. Likewise recognition is important, John C Maxwell says in his book Becoming a Person of Influence that people primarily work for recognition, for being recognized in a company. It is more important than the salary itself. It is the human touch factor in the current high tech environment. Recognize and appreciate the efforts and achievements of your team. This not only boosts morale but also encourages accountability.

I have seen this leader walking out of his plush cubicle twice during the day, taking out time from his critical meetings, for conversations, fist-bumps & laughter, meeting teams at their desk, checking on their parents’ health and stories of their fav pets, kids experience at school and to build bonds by being his authentic self. In the hybrid set-up, the conversations happened albeit – however, showed up with the same authenticity. This fostered a culture of trust and belonging in the team that was stronger than 1000 words spoken. Some aspects of leadership barely alter regardless of the environment and that’s what makes them the role model we want to look up to.

In a hybrid configuration, we cannot overstate the significance of clear and consistent communication. Leaders must guarantee equitable information access for all team members, regardless of location. Leveraging various communication channels like video conferences, email, and instant messaging is essential for maintaining connectivity. Regular team meetings are pivotal in promoting collaboration and ensuring alignment. Succeeding in leadership within this framework hinges on adaptability, inclusivity, transparent communication, and an unwavering commitment to nurturing a robust team culture, regardless of the physical work setting.

Yes, Effective communication is the second part of the process that comes after active listening. In a hybrid environment, the challenges are different. Good leadership can be achieved by empathetic listening. This can help the leader to inclusively communicate to the team and can drive the team to communicate effectively to achieve organizational goals. Active and empathetic listening is the key!

Communication also means being part of your team's team environments. Joining team calls "just to listen" might seem daunting for both you and them, but can provide opportunities to understand where you can help or to celebrate progress and success. And it means when an individual wants a skip-level chat, it isn't a conversation between strangers or lacking in context.

Forget the old adage "Lead by example"—in the hybrid work era, it's about leading by influence. Here is 3 recommended tips for hybrid mode leaders 1. Swap the boardroom for Zoom and learn to command virtual rooms with the charisma of a YouTuber and the precision of a programmer. 2. Master the art of remote rapport, it is the new power suit, and your Slack channel—the new corner office. 3. Rally your digital troops with clear goals, celebrate wins with emoji fireworks, and when the WiFi wanes, let your unwavering vision be the signal that guides the team. The new leadership playbook? Be as dynamic as the Wi-Fi signals that connect us.

Maximizing communication methods can be powerful for hybrid and remote teams. Being clear on what gets communicated where, how often meetings should be held, and rules of engagement in meetings provides clarity and ensures everyone has the same expectations. I recommend talking to each team member and finding out how they like to be communicated with particularly for change related news or big announcements. The day-to-day is often easy enough to set one way and keep it consistent but people manage change differently so knowing how to break big news to the team can make people feel included whether they are in the same office or in another country.

Ask your team on how they prefer to receive communications from you and when it’s a good time for them to have check in sessions. There has to be some give and take but when people feel heard they will be much more engaged in their work.

Ensuring all team members feel a sense of belonging within the company is vital. To facilitate this, following a remote-first approach in meetings and events is recommended, making them virtual whenever possible. Additionally, it is essential to identify any new blind spots that a hybrid workplace may create and work towards mitigating them. Celebrating the unique differences of team members and encouraging them to share their stories can help others understand the challenges that may arise.

How do you conduct virtual meetings? Effective communication in a hybrid setting is challenging but is achievable. One strategy I have used is to ensure that the team has a informal communication channel (I host this on MsTeams) . We call it a banter group. This informal group has helped facilitate a shared sense of purpose, responsibility and accountability within the group. Shared vision, sense of purpose and accountability are strategies to facilitate inclusive and effective communication

Transparent, straightforward, and honest communication is crucial in any relationship, whether it's in the realm of business, friendship, or romance. Using words to convey messages can lead to their alteration and misunderstanding. When dishonesty creeps in, it fosters a lack of mutual understanding, incomplete comprehension of issues, and confusion. This lack of honesty can lead to errors, repeated mistakes, and a failure to accomplish tasks correctly. When these elements are missing, a relationship is likely to develop significant flaws, becoming fragile and prone to imminent issues. It can become distorted, muddled, and even descend into chaos.

Communication is key for Leadership and its importance increases mutlifold in Hybrid environment. Some of us often gets trapped in complex communication style because it makes us feel big (ego centric leadership). It may help us boost our ego genereted confidence, whereas its detrimental to the message to be communicated. Communication should be kept simple, concise yet detailed enough to capture the essence of idea to be shared, inclusive and respectiful towards our team members. Making others feel respected and included helps us engaging them and making them listen to message better and enable them to clarify doubts.

I enjoy leading in a hybrid work environment because it forces me to confront any of my lingering habits of "management by walking around" and instead ensure that I am constantly nurturing an authentic culture of trust & accountability within my team. The folks in my team have different needs - some are fresh grads still navigating the world of work, others (myself included) are parents of young ones with childcare schedules. Our professional needs differ, as do our commitments outside of work. My team is built on authentic relationships and communication. The mode of interaction (in-person or virtual) matters much less than our common focus on co-creating shared expectations within the team and deep trust in each other's professionalism.

I think great leadership has key elements that apply to leading others regardless of where they (or you) sit. It's about honesty (transparency), integrity (doing what you say you'll do), being accessible (when your people need you), providing actionable feedback (and being able to receive it), & making your team feel seen, heard, and valued. I think sometimes we overcomplicate things by thinking there needs to be different processes for different scenarios, when being an effective leader is about consistency, strategy, engagement, & results - no matter where the team or the leader is located.

I teach leaders the SCARF model to help them understand human motivation and know how to motivate each individual in a brain friendly way. By understanding what creates trust or mistrust in others you can lead in a way that creates more connection. According to the neuroleadership institute hybrid working and the increasingly uncertain environment we are all working in calls for leadership to become more personalised. This asks of each leader to take the time to know and understand each member of their team and adjust the way that they need accordingly. Coaching is an excellent tool for leadership as it helps increase personalisation and empathetic understanding.

There are many ways certainly. But to me the most important one is to make the opportunity to foster collaboration and inclusion which does not happen in customary office in-presence work. This inclusion and collaboration enables to: a) Create opportunities for your team to interact and collaborate with each other, both formally and informally. b) Use online tools, such as shared documents, calendars, and chat rooms, to facilitate teamwork and information sharing. Schedule regular team meetings and social events, and make sure everyone can participate and contribute, regardless of their location. c) Be mindful of potential biases or barriers that may affect remote workers, such as time zones, cultural differences, or access to resources.

There’s no one-size-fits-all approach to leadership. The most effective leaders are those who can adapt their style to meet the needs of their team and the demands of the environment. To do so 5 factors: 1. Understanding Individual Needs: Understand these differences and adapt your leadership style accordingly. 2. Communication: Not only how you convey information, but listen and respond to your team members. 3. Trust and Autonomy: Trusting and giving the autonomy to make decisions empowers and leads to higher job satisfaction and productivity. 4. Flexibility: As a leader, being flexible and understanding creates a positive work environment. 5. Technology Proficiency:.Proficiency in various tools/platforms ensures smooth operations.

Adapting leadership skills in a hybrid work environment involves effective communication, emphasizing trust and autonomy for team members, proficiency in technology, fostering inclusivity, adaptability to evolving circumstances, providing feedback and recognition for all team members, and facilitating team building. Emotional intelligence and offering training opportunities play a role, and leading by example is vital for success. Balancing these elements ensures effective leadership in a hybrid work setting, accommodating both remote and in-person team members while maintaining productivity and cohesion.

I've discovered that successfully adapting your leadership style in a hybrid work environment requires intentionality. Some examples include: - knowing your teammates as humans first, their responsibilities and challenges outside of the workplace that might impact their hybrid experience. - clearly sharing your expectations and how to work together to overcome challenges. - crafting a commitment together that meets the needs of the team, the leader, and the organization. Leadership in a hybrid environment will not succeed with a "business as usual" mentality because we are all trying to figure this out together. Connect with your team. Invest in building relationships. Craft agreements that meet everyone's needs.

Desenvolva sua liderança situacional. Entenda o que cada membro do seu time precisa, naquele momento, e de que forma você precisa ajustar sua comunicação, presença, feedback e atitudes. Para mim, essa capacidade de adaptação da liderança é uma da coisas mais importantes quando buscamos sermos os líderes que nosso time precisa e, por meio disso, alcançarmos os resultados desejados.

Adapting also means being able to transfer your knowledge in remote setting since this is the trend that isn't gonna leave us in the near future. Being a digital nomad myself, I sure feel the difference between very well known office work and constant online mode. Regular syncs, updated backlog, clear communication and patience to the fact that everyone has different "the most productive hours" during the day are key to success.

A hybrid environment provides a unique opportunity to crystallize your leadership style and priorities. Observe what communication channels, meeting formats, and management approaches engage each team member. Regularly solicit feedback via anonymous surveys to hear directly what your team needs most from you now. The insights gained will strengthen your self-awareness about your innate leadership tendencies. Are you more people-oriented or task-driven? Do you need to flex into a more directive or collaborative style? Make self-discovery an ongoing conversation. Approaching this challenge with openness and curiosity will enable you to lead in alignment with both your team's needs and your authentic leadership style.

Continuous Learning in the form of courses, articles, webinars ect. is a vital foundation in developing your team, to include yourself as the leader. However, it will only take you so far. At a certain point you and your team will need to take this information into practice. One of the hardest things that I have learned in leading is being comfortable to "fail forward." Some of the greatest moments in mentoring, coaching and developing team members has been found in just giving the team the freedom to try. Support them when they strive to put their learning into practice, don't be afraid to fail with them. You will be surprised where these instances take you, and where it forces you to develop as a leader.

Leadership in a hybrid environment isn't just about managing tasks; it's about nurturing growth. At Belkins, we leverage online tools for continuous learning, sharing resources like webinars and articles. We encourage mentorship within our team, where seasoned employees guide newer ones, creating a culture of collective advancement. Seeking feedback is integral too—we view it as a springboard for leadership development. This focus on learning and development keeps us at the cutting edge and enhances our team's capabilities in an ever-evolving industry landscape.

You can take the initiative and go after what you want. There are so many learning opportunities, from free to thousands of dollars. Whatever your budget, drive, and determination, you can gain multiple skills in a hybrid work environment. Use your time wisely to see how you can better serve your place of work, or use your current position as a stepping stone for where you see yourself next in your career.

As a leader, find ways to schedule in time for your team to learn together and create a rhythm with their developmental journey as a group. For example, schedule an every-other-week team meeting where you send out an article/ted talk/podcast ahead of time for the team to review. Ask for the group to share insights or use a simple framework to shape how the content of the week can inspire the way you 'LEAD' at work: 1. Learn: Share personal takeaways and insights. 2. Explore: Engage in discussion about interpretations, questions, or different perspectives on the topic. 3. Apply: Brainstorm ways to integrate the content into current tasks/projects. 4. Develop: Identify action steps that team members can take to put learning into practice.

By definition, a learning organization is a concept where businesses actively encourage, nurture, and promote an internal culture of continuous learning and adaptability. This approach helps organizations remain competitive, innovative, and adaptable to change. Leaders and managers are responsible for fostering a learning attitude within the organizations. My experience shows that getting others to share knowledge actively may be challenging since there is no immediate return on investment. However, in the long run, returns are huge. Lead by example and be the first to contribute to knowledge sharing and learning and others will soon follow.

The move to hybrid working has generated lots of e-learning opportunities. With it comes the risk of decreasing the amount of in-person or interpersonnel learning. As leaders it is important to create opportunities that are more personal and incorporate short interval control to ensure the quality of learning is maintained. It is also important to ensure skills are applied with some way of checking to ensure that the learning has been successful.

People are often encouraged to go above and beyond their job role, however the foundational support is not always in place. If you’re a leader looking to support the development of others, ask yourself: Does this person feel they have the capacity, backing of their leader and tools to go out and experiment safely? If you don’t know, ask! How this looks in practice may vary in a hybrid environment.

As a leader, fostering a team in a hybrid work environment holds equal significance to overseeing their tasks. It's not only about monitoring their assignments but also encouraging continuous learning. This learning can manifest through challenging tasks, peer interactions, or online courses, ensuring they stay abreast of technological advancements and cultivate personal growth. I encourage my team to allocate an hour in their schedules for brainstorming fresh ideas or delving into areas where they aspire to expand their expertise. Furthermore, I encourage team members to share their acquired knowledge through presentations, demos, or blogs, creating an environment where everyone can learn and advance their careers collaboratively.

One challenge of hybrid/remote working environments is the loss of anecdotal problem-solving (e.g., "Hey, did you know you could...?"). As a leader, you can foster an environment that values learning and development. Model this practice by sharing tools and resources that you have found useful. Invite experts, internal and from other teams, to offer trainings for new tools and other best practices.

In my perspective, promoting learning and development in a hybrid work environment is essential to ensure that employees continue to grow, adapt, and thrive in a changing work landscape. Leaders must foster a culture where continuous learning is encouraged and celebrated. Recognize and reward employees for their commitment to self-improvement and professional growth. Establish mentoring or coaching programs where more experienced employees can guide and support their colleagues in their career and skill development. Hold regular one-on-one meetings with team members to discuss their performance, career aspirations, and learning needs. These conversations can help identify opportunities for development.

Balancing well-being in a hybrid setting is pivotal. At Belkins, we're proactive about managing stress and preventing burnout. Setting boundaries and respecting personal time are essential. I lead by example, prioritizing downtime and encouraging the team to take meaningful breaks. Physical health is also a priority—we advocate for regular exercise and proper nutrition. Emphasizing mental health, we support our team's needs with empathy and understanding, ensuring a work culture where well-being is a priority. This balance is key to sustaining high performance without compromising our team's health and happiness.

Maintaining well-being and balance in a hybrid work environment is essential for both leaders and their teams. Leaders can set a positive example and provide guidance to help their employees and themselves achieve this balance. Embrace flexibility in work schedules and locations. Allow employees to adapt their work arrangements to meet their individual needs, as long as it aligns with team goals. Provide time management training and encourage the use of productivity techniques, such as the Pomodoro Technique, to enhance time management skills. Continuously assess the impact of your efforts to maintain well-being and balance in the hybrid work environment. Be willing to adjust strategies as needed.

In the dance of well-being and work, let's add a quirky twist – consider a "Laughter Break" as a daily ritual! Imagine, amidst deadlines and virtual meetings, a dedicated moment for everyone to share a laugh, be it a funny meme, a joke, or even a lighthearted anecdote. Laughter, after all, is a fantastic stress-buster and a bond-builder. So, why not sprinkle a bit of joy in the daily grind? It's like a mini-vacation for the soul, fostering not just well-being but a workplace where smiles are as contagious as productivity!

There are various ways in which balance and well-being can be promoted in a virtual environment: 1. Being considerate of the 'online' fatigue that everyone experiences 2. 'Checking-in' as a practice helps connect beyond work threads 3. Creating 'zero-hours' wherein no meetings are set, to promote quite time for thinking and completing own tasks

Prioritizing physical and mental health is crucial for leaders, enhancing cognitive abilities, decision-making, and problem-solving. Leaders can support physical health with regular exercise for increased energy and efficiency. Prioritizing mental health includes mindfulness practices for resilience in navigating stress. Good health fosters improved focus, concentration, and a positive workplace culture. Actions like setting work boundaries contribute to a balanced approach. A leader's health positively impacts team morale, reducing absenteeism and ensuring long-term sustainability. Good health also links to enhanced creativity and innovation, fostering a dynamic leadership approach.

This is a great article. In my experience have observed that it is important to make the most of days when the whole team is together in the office. This may include a tram meeting, team lunch or just a quick coffee in the kitchen. It is the casual interaction initiated and facilitated by people leaders that creates culture of trust and inclusion.

I would recommend specific self-care practices that can help mitigate the challenges of a hybrid work environment : - Schedule self-care activities: exercise, meditation, or a hobby that you enjoy - Set boundaries: setting specific work hours, turning off notifications outside of work hours, and creating a designated workspace - Take breaks: taking a walk, stretching, or simply stepping away from your computer for a few minutes - Practice mindfulness: deep breathing or meditation to reduce stress and increase focus - Prioritize getting enough sleep and eating a healthy diet to support your physical and mental health

Maintaining the well-being and balance of oneself and the team is the essence of effective leadership. By prioritizing the holistic health of individuals and fostering a harmonious work-life equilibrium, leaders create a foundation for sustained productivity, resilience, and a positive organizational culture.

One thing I'd also recommend is for leaders not to forget to make time for their own self-reflection. It's a vital and underrated skill for leaders - leaders unable to do this work will inevitably find it more challenging to develop the skill of self awareness which self-reflection can support with.

Firstly, fostering effective communication channels is crucial, utilizing various platforms to ensure transparent and frequent interactions among team members. Additionally, cultivating empathy and active listening skills is essential to understand and address the diverse needs and challenges of remote and in-person colleagues alike. Furthermore, providing opportunities for virtual team-building exercises and collaborative projects helps strengthen relationships and foster a sense of belonging.

Leadership is not about environment, it is about people inspiring other people. How many of us are able to talk about leadership skills from people we have never met, other than remotely, through a TV screen, a radio interview, a historical biography, or articles into some newspapers :-). Whatever you were doing in a non-remote environment, remains valid, and what matters most is the intention behind it. Keep the focus on the intention, and then leverage from other tools available to hybrid situations. Within an hybrid environment, actions does not happen just because we met randomly in a building, therefore we often have to become intentional in our actions. This is for me the point of tension to keep in mind.

Based on my experience in the Military and business, to lead effectively in a hybrid work environment, trust, feedback, and individual motivation are paramount. Trust is built through consistent actions, reliability, and transparency. Regular feedback sessions, akin to military after-action reviews, identify what's working and prevent issues from escalating. Understanding individual motivation, whether it's financial or personal, is essential for effective leadership. If you assume or guess what is a motivating value, you will be fundamentally flawed when it comes to long-term effectiveness.

Change your view about what should happen when you are in the office. Hybrid allows you to do deep work, thinking work and actions at home and leave the softer - but vitally important - skills like team building, brainstorming and building relationships in person. Hybrid fails when it is just people doing zoom calls in an office. Worst of both worlds.

In a fast paced ‘always on’ world investing time in your staff as a leader is invaluable. It helps foster a positive work environment, increases productivity, and enhances employee retention. *regularly scheduling one-on-one meetings with each team member. These meetings provide an opportunity to address any concerns, provide feedback, and discuss career aspirations. *Arrange team-building exercises and workshops to help enhance collaboration and communication among your staff. This demonstrates your commitment to their growth By investing time in your staff, you not only show your support but also empower them to thrive in their roles too

Another important tip for leaders managing hybrid teams is to schedule at least one day each week for your team to be physically together in the office. Use this day to create opportunities for social bonding, whether through team lunches or casual morning gatherings. These interactions foster stronger relationships and contribute to more effective virtual communication. Recognize that humans are inherently social beings, and in-person connections provide a sense of belonging and well-being, ultimately enhancing team dynamics. Many of my clients say that doing this improves the overall engagement and performance of their hybrid teams.

Moving from managing locally to managing remotely is a big step. Often with leadership roles it is almost entirely remote and it's important to practice all types of communication: - Written - Video Call - Vlog or video message - Phone - Face to Face - Presenting

Developing leadership skills in a hybrid work environment requires adapting to the unique challenges and opportunities. Connection is key! Transparent and effective communication is critical in building psychological safety and trust with your teams and reports. Hone your emotional intelligence skills and ensure you have regular one-to-one is with each and every member of your team as well as team collective meetings. Lead by example. Be accountable. Encourage ongoing learning and development for all and empower collaborations between them. The journey will be ever-changing and you need to remain flexible and adaptable throughout the entire journey!