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0:00
Thank you for joining me today.
My name is Roberta Sawatzky,
a business professor and
coach consultant living in
British Columbia, Canada.
0:11
In this workshop, we're
going to consider
three big ideas related
to supporting leaders
in a hybrid context.
First idea, what actions
do team members need
from their leaders?
Second, what does that mean for
human resources and the
employee life cycle?
Third, what competencies are
called for when
leading hybrid teams?
0:36
When discussing hybrid
or flexible structures
within organizations,
we need to remember that it
is not a one size fits all.
Rather it's all
about flexibility.
Flexible schedules,
meaning time and flexible
location, meaning place.
Dr. John Hopkins,
in his research,
identified four constructs
represented in
hybrid organization.
The first, hybrid at-will.
In this construct,
employees can choose
which day or days to
come into the office.
The second one is
hybrid split-week.
In this setting, the company
assigns specific days for
on-site and remote work
by team or function.
Third construct, hybrid
manager-scheduling.
In this situation,
managers choose which
day or days their team
comes into the office.
Then fourth, we've
got a hybrid mix.
And that's really a combination
of all three options.
1:38
When an organization transitions
to a hybrid approach to working,
it's important for
leadership to get
a clear idea of how
team members are
reacting to the change.
It's prudent to
stop and consider
the differences between
change and transition.
Those two words.
Change is internal.
It's something that
happens to us,
whether we like it or not,
we generally have no choice.
Transition, on the other
hand, is external.
It's a psychological process
that change puts people through.
For most, adapting to
a hybrid way of working
is not by choice.
It's an external event that
creates change in
how we do our work.
To understand the reactions
we may see from team members,
we want to acknowledge
that this is
a new way of leading
for many people.
Some may have been leading in
a hybrid team already and
have experiences to offer.
However, for others,
this is brand new.
We also need to recognize this
is the case for the
employees as well.
In his model of transitions,
William Bridges
reminds us that we all
process things differently
and at a different pace.
