A phenomena of the covid remote working experiment has been the increasing tendency to cram the diary, removing all possibilities to take a break, process and refresh. This is resulting in an increase in employee fatigue that needs to be dealt with as we now move into the hybrid working era.
So, what was the last thing you learnt to do? Chances are, whatever it was, you will have learnt it to solve a problem. Even those things that are in the realm of hobby or interest, it’s likely you were still solving a problem. Take for example ‘learning a new language’ there’s a problem, you cant speak that language yet and you want to for any number of reasons.
Some things we assume or take for granted turn out to be incredibly complex. Take the example of a formula one race. We take it for granted that for 2 hours on a Sunday twenty plus cars will show up and compete for the podium. Yet when we stop and think about it the amount of things that have got to coincide just to turn up, let alone win consistently, is enormous.
Have we got online meetings correct yet? My guess is not! Most of the time we have simply transferred our offline face to face meeting practice into a conferencing tool and ploughed ahead, without rethinking what works best when meeting remotely. 1.
It’s almost unbelievable to think that we have now reached a year since the first national lockdown. Not because it’s gone so quickly, but because it hasn’t! We are now a year into this rather extreme social experiment; what happens when you remove all “unnecessary” social contact, almost all leisure sport and exercise, all avoidable travel, and dictate that people must live and work in their homes indefinitely amidst a constant and grinding narrative of danger and judgement.
As we move out of bulk remote working into a hybrid remote approach, there are a number of significant things to reconsider. One of these issues is the potential of your hybrid groups to have very different work experiences. Working at parity of team experience needs to take place on a number of different fronts, but here are three areas to start with.
As we start to rise again from the ‘covid remote working experiment’ it seems more and more likely that the world of work has changed and will never be the same again. Many web surveys and our client discussions testify to the fact that the majority do not want to return to the one-hundred percent office based model.
I’ve recently been giving my attention to self control, or maybe the occasional lack of it in my life! I guess I’ve always seen myself as somewhat impulsive, being quick to act and do. I’m pretty comfortable with that most of the time, in fact I think it’s been a useful characteristic for making things happen and generating constant progress in my life and business.
Effective remote management phase 2 series. Long before the pandemic threw the whole world into remote working, it was generally considered that those who preferred to work remotely had a very specific characteristic that was not shared with people preferring a hub based office working style.
I wonder how much you value certainty? For many people this is a very strong value, it seems possible that most people are certainty driven. It’s like a built in survival instinct, uncertainty equals danger, risk, fear and so people chase after certainty because it means that they are in control.
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I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
call today +44 (0)1444 474247
email bob.bannister@imanageperformance.com
