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Operational Leadership

By Madison Hanscom, Ph.D. Researchers who study telework argue that successful virtual teams are determined more by successful or unsuccessful leadership rather than other factors such as technology (1). Poor leadership is poor leadership. If you take a substandard leader and move them into a flex work environment - they won’t do any better. There are foundational leadership competencies that help all teams succeed - whether the team is in an office or working remotely. These include leading with a big picture goal and supporting the company’s vision, building interpersonal connections and collaboration, walking the talk, demonstrating ethics and integrity, managing

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By Madison Hanscom, Ph.D. Whether it is full time or part of the time, more people are working from home than ever. Although it is becoming clear that many individuals enjoy working virtually, tensions can build between different groups of employees who work onsite as residents, those who work flexibly between the office and home, and those who work entirely from home. There are two sides to the story — and the grass might be greener on either side for both. The first is from resident workers; they might view the teleworkers or remote workers as having a privilege. It is possible

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By Madison Hanscom, PhD If you are accustomed to a leadership style that involves close monitoring to feel in control of what employees are doing daily, this will be a point of consideration when employees transitioning to more flexible telecommuting model. Previously, you might have conducted “walk-arounds” to observe work onsite. With a flexible work environment, this will not be as possible. Excessively trying to monitor the process of all workers in a remote setting will take a great deal of time and effort. Different strategies will need to be utilized to stay aware of work. Instead of a process focus, leaders

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By Madison Hanscom, Ph.D. There is evidence to suggest that Flex Work can be a very successful model. Whether working entirely remote from home or in a flex arrangement between the office and home, this can have positive implications for the bottom line. Although the Flex Work model has great results when done correctly, there are still some common concerns about remote/virtual work. Below you will find some of these concerns and possible solutions for tackling these challenges. Leader Concern: “I can’t possibly know what my employees are doing when they are working from home. I can’t monitor them.” Solution: Embrace it! Reconsider the

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By Eric Johnson There are increasing indications that the pressure of the current state of lockdown parameters is creating anxieties and a push by affected citizens to re-open businesses and organizations, at least to a certain degree. Organizations are approaching this with the idea that demand to a certain extent may increase due to the pent-up nature of the economy looking to restart. While this may depend on the particular goods and services offered, all organizations can benefit from specific approaches during this period of potential customer return. Over-protect employees Employees are the first component of the business that management should be concerned with.

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By Eric Johnson We discussed the potential of a second wave of state and local mandated closings as a result of the impacts of an increased number of infections and hospitalizations due to the coronavirus pandemic in a previous blog post.  But what happens when that situation actually occurs? Here are a number of considerations to keep in mind for a potential second wave of closures, which may involve different sets of circumstances than the initial set of closures that took many by surprise.  1. Understand the effect that a closure will have on products and services The types of products and services offered by

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