Young workers, women and remote-ready on-site workers dropped in engagement, fully remote employees increased in “quiet quitting” and clarity of expectations fell across demographic categories and job types.
This page will provide you with new ways to think about your role or position as a leader.
Many organizations are underinvesting in managers’ leadership potential.
Management practices haven’t kept up with changing workplace demands.
Successful cultures are consistent across virtual and in-person teams. Leaders must promote collaboration and trust.
The culture changes caused by remote work carry risk. Leaders can mitigate risk by defining and measuring culture drivers.
Most performance management systems are too rigid for uncertain times. Agile goals, ongoing feedback, and flexible metrics and incentives are key.
The coronavirus crisis revealed opportunities for improving risk management. Businesses need better tools to manage risk.
While COVID-19 won’t be an issue forever, remote work will be. What you learn about leading a remote workforce now will likely become..
Coaches focus on individual and team engagement, unique talents and strengths, and clear expectations.