\u00a0
However, hybrid work and virtual work\u00a0are<\/strong>\u00a0the future of work. We can\u2019t go back to the way things used to be. Why would we even want to?? According to a\u00a0survey<\/a>\u00a0from\u00a0listening leader Perceptyx:
\u00a0
\u201cHybrid employees \u2013 who work at both in-person and remote workplaces \u2013 report greater improvements in work-life balance and mental health, more time for exercise, and a greater intention to stay at their current company than their peers working full time at home or at a physical office<\/em>.\u201d
\u00a0
Isn\u2019t that what everyone wants? Employers and employees alike?
\u00a0
Unfortunately, the factors that influence work location decisions are often not those factors listed above. A lot of\u00a0employers want their workers back in the office<\/a>, for reasons they may or may not have thought through, researched, and communicated.\u00a0
\u00a0
What\u2019s happening at your place of work? And how were those decisions made?<\/p>\n\n\n\n
IS REMOTE WORK LESS THAN?<\/mark><\/strong><\/p>\n\n\n\n Elon Musk is nothing if not controversial. His recent statement that\u00a0\u201cAnyone who wishes to do remote work must be in the office for a minimum, and I mean,\u00a0minimum<\/strong>\u00a0of 40 hours per week or depart Tesla<\/em>\u201d was quite polarizing, to put it mildly! INDUSTRY STANDARD…<\/mark><\/strong><\/p>\n\n\n\n Hybrid work is new. For most companies, it is brand new. And that can be such a benefit! There is no \u201cindustry standard\u201d on the best way to create a hybrid model. Which means we can\u00a0create our own best practices<\/a>! As mentioned above, the \u201cright way\u201d is the way each company designs to fit them best. With a bit of thought, research, and experimentation, we can create what works best for us. What a concept!!<\/p>\n\n\n\n A\/B TESTING…<\/mark><\/strong><\/p>\n\n\n\n Adam Grant did an episode of his Work Life podcast on hybrid work: The Dos and Don\u2019ts of Returning to the Office<\/a>. What he said about A\/B testing really jumped out at me: As interviewee Tsedal Neeley said \u201cthe office should no longer be a destination. It should be a tool<\/strong>.\u201d [emphasis mine].<\/p>\n\n\n\n THE OVERVIEW – FROM THE EXPERTS…<\/mark><\/strong><\/p>\n\n\n\n In the last newsletter, I recommended Bren\u00e9 Brown\u2019s\u00a0Dare to Lead<\/a>\u00a0podcast episode where she chatted with both Adam Grant and Simon Sinek. It was such a fantastic interview that she divided it into two parts. Which means I can recommend\u00a0What\u2019s Happening at Work: Part 2<\/a>\u00a0in this newsletter!\u00a0\ud83d\ude00 WHAT I’M READING…<\/mark><\/strong><\/p>\n\n\n\n Last year at this time, I recommended\u00a0The Man who Died Twice<\/a>\u00a0by Richard Osman, the second volume of The Thursday Murder Club. It was such a fun read: great characters, compelling story, laugh-out-loud dialogue.\u00a0 Speaking of beach reads, this week is the Bavarian autumn half-term holidays and I\u2019m taking a few days off! We\u2019re heading to Austria for the end of the hiking season and plan on doing some short day hikes as well as a lot of rest & relaxation.\u00a0\ud83d\ude01 In any case, I hope you have a wonderful week!<\/p>\n\n\n\n And inspired by a wonderful client in a coaching conversation we had last week, I\u2019m introducing a new sign-off:<\/p>\n\n\n\n Be emotional. Stay healthy.<\/p>\n\n\n\n Hugs,<\/p>\n\n\n\n <\/p>\n","protected":false},"excerpt":{"rendered":" Hello Friends! Hybrid Work. Something we all have learned to live with over the past few years, if we weren\u2019t doing it before. And yet, for so many companies, hybrid work was only a necessary evil \u2013 a way for the business to survive during the pandemic, not necessarily the future of work.\u00a0However, hybrid work […]<\/p>\n","protected":false},"author":5,"featured_media":3247,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[82,63,221,70,68,67],"class_list":["post-3240","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-coaching","tag-executive-coach","tag-hybrid-work","tag-leadership","tag-you4-0","tag-you4point0"],"_links":{"self":[{"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/posts\/3240","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/comments?post=3240"}],"version-history":[{"count":2,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/posts\/3240\/revisions"}],"predecessor-version":[{"id":3250,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/posts\/3240\/revisions\/3250"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/media\/3247"}],"wp:attachment":[{"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/media?parent=3240"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/categories?post=3240"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jnhcoaching.de\/de\/wp-json\/wp\/v2\/tags?post=3240"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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I really enjoyed this\u00a0Lead to Win<\/a>\u00a0podcast that debated the pros and cons of in-person, remote, and hybrid work. It really laid out the arguments well, and I was left with the impression that there is no one-size-fits-all answer, but that the \u201cright\u201d way is one that is designed to maximize productivity, employee wellbeing, and the bottom line. In short, the right way is the way each company designs to fit them best.<\/p>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/BUSINESS-ACCELERATOR-1024x1008.jpg\")
<\/figure>\n<\/div><\/div>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/LONG-AND-SHORT-OF-IT-1024x811.jpg\")
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\u201cI work with so many leaders who are heavy on opinion, but light on data. And they’re rushing in to make commitments about what the next year or two or five are going to look like without having any clue. How do people feel about hybrid? What’s going to work for them? And I think what you’re calling on us to do is to think more like scientists and say before making a premature commitment, run a series of experiments and then track the effects and learn. You would never launch a product without A\/B testing it. Why are you rolling out an office plan and a structure and a culture to hopefully work for people without doing that same disciplined A\/B testing?<\/em>\u201d
You would never launch a product without AB testing so why launch a new business model without testing? (Not so coincidentally, this was also the suggestion in the Lead to Win podcast referenced above.) Seems like this is something that not enough companies are making a reality. <\/p>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/WORK-LIFE-1024x898.jpg\")
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\u00a0
There was so\u00a0much gold on how we interact, hybrid work, why people quiet quit, what boundaries are, how to not only have boundaries but also establish what we will do and not just what we won\u2019t.
But my absolute favourite was \u201cshould\u2019ve said\u201d. Giving feedback in the form of \u201cshould\u2019ve said\u201d \u2013 as in “it would have been better if you had said that differently.”\u00a0I loved this idea. Giving people the chance to have a \u201cdo-over\u201d without the cringe of criticism. Just two words. Should\u2019ve said.\u00a0How brilliant is that?<\/p>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/Screenshot-2022-10-31-at-15.45.37.png\")
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\u00a0
So I was thrilled when I saw that Osman\u2019s third book in the series,\u00a0The Bullet that Missed<\/a>, had just come out! And fortunately, I was in Scotland at the beginning of the month, and able to get a copy. As with the previous two books, I devoured it. Such a fun read!! If you\u2019re looking for some light comedy paired with the suspense of a whodunnit, this is the book for you. A real beach read escape!!<\/p>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/MAN-WHO-DIES-TWICE-666x1024.jpg\")
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The topic of rest & relaxation \u2013 aka Wellness \u2013 keeps coming up in my life these days. It\u2019s a topic I confess to talking a lot about with clients, but recently falling very behind on with implementing in my own life. It might be time to revisit the wellness topic in a newsletter, and then hold myself accountable to actually leading by example in that arena. What do you think? Would Wellness be a topic of interest to you?\u00a0<\/p>\n\n\n\n![\"signature\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2020\/10\/Julia.Signature.png\")
<\/figure>\n\n\n\n![\"\"](\"https:\/\/jnhcoaching.de\/wp-content\/uploads\/2022\/10\/2022.10.28-Hybrid-Work-1-1024x311.jpg\")
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