How can you develop leadership skills in a hybrid work environment?

Setting the context is the foundation as hybrid working changes the team dynamics. When employees go to the office, there are certain norms they conform to, it is clear what is rewarded, frowned upon, there is a higher level of external accountability. When people work from home, there is no peer pressure around them, the norms are less defined and visible. Employees need to rely on internal accountability more while creating routines and a structure conducive to productivity. Often the technology to connect & collaborate is available, what is missing is the motivation and sense of psychological safety to do so. Without those conditions no matter what kind of processes leaders try to enforce, they will be unlikely to work in the long run.

Leaders should clearly communicate what is expected from the team. Clearly set and agree goals with them upfront and give them freedom to manage their time and work as they feel Comfortable in a remote environment. Do regular follow-up sessions to compare plan with the work performed, celebrate success, and give constructive feedback where necessary.

Hybrid-work arrangement... works well, when each team members with different needs certain pockets for i.e., child care, parent care, self-love, etc. from the fixed work hours. ....can be a highly "self-organizing" individual to deliver ....have the integrity to do the best for the team outcome ....can be more creative and innovative because one is now "more in control" during the pockets of time one get to fulfill the equally important "work" ....be flexible and able give full focus when needed to for the team.

Fostering trust and accountability comes from the leaders ability to effectively delegate/assign work on the team. Knowing how much information and support different team members need to be successful is key in avoiding micromanaging. Some people may want or need step by step support and others want the overview and to be left to deliver. Knowing how people need to receive information and support will build trust and helps the team get more work done.

In a hybrid configuration, we cannot overstate the significance of clear and consistent communication. Leaders must guarantee equitable information access for all team members, regardless of location. Leveraging various communication channels like video conferences, email, and instant messaging is essential for maintaining connectivity. Regular team meetings are pivotal in promoting collaboration and ensuring alignment. Succeeding in leadership within this framework hinges on adaptability, inclusivity, transparent communication, and an unwavering commitment to nurturing a robust team culture, regardless of the physical work setting.

Yes, Effective communication is the second part of the process that comes after active listening. In a hybrid environment, the challenges are different. Good leadership can be achieved by empathetic listening. This can help the leader to inclusively communicate to the team and can drive the team to communicate effectively to achieve organizational goals. Active and empathetic listening is the key!

I enjoy leading in a hybrid work environment because it forces me to confront any of my lingering habits of "management by walking around" and instead ensure that I am constantly nurturing an authentic culture of trust & accountability within my team. The folks in my team have different needs - some are fresh grads still navigating the world of work, others (myself included) are parents of young ones with childcare schedules. Our professional needs differ, as do our commitments outside of work. My team is built on authentic relationships and communication. The mode of interaction (in-person or virtual) matters much less than our common focus on co-creating shared expectations within the team and deep trust in each other's professionalism.

I think great leadership has key elements that apply to leading others regardless of where they (or you) sit. It's about honesty (transparency), integrity (doing what you say you'll do), being accessible (when your people need you), providing actionable feedback (and being able to receive it), & making your team feel seen, heard, and valued. I think sometimes we overcomplicate things by thinking there needs to be different processes for different scenarios, when being an effective leader is about consistency, strategy, engagement, & results - no matter where the team or the leader is located.

Leadership in a hybrid environment isn't just about managing tasks; it's about nurturing growth. At Belkins, we leverage online tools for continuous learning, sharing resources like webinars and articles. We encourage mentorship within our team, where seasoned employees guide newer ones, creating a culture of collective advancement. Seeking feedback is integral too—we view it as a springboard for leadership development. This focus on learning and development keeps us at the cutting edge and enhances our team's capabilities in an ever-evolving industry landscape.

You can take the initiative and go after what you want. There are so many learning opportunities, from free to thousands of dollars. Whatever your budget, drive, and determination, you can gain multiple skills in a hybrid work environment. Use your time wisely to see how you can better serve your place of work, or use your current position as a stepping stone for where you see yourself next in your career.

Balancing well-being in a hybrid setting is pivotal. At Belkins, we're proactive about managing stress and preventing burnout. Setting boundaries and respecting personal time are essential. I lead by example, prioritizing downtime and encouraging the team to take meaningful breaks. Physical health is also a priority—we advocate for regular exercise and proper nutrition. Emphasizing mental health, we support our team's needs with empathy and understanding, ensuring a work culture where well-being is a priority. This balance is key to sustaining high performance without compromising our team's health and happiness.

Maintaining well-being and balance in a hybrid work environment is essential for both leaders and their teams. Leaders can set a positive example and provide guidance to help their employees and themselves achieve this balance. Embrace flexibility in work schedules and locations. Allow employees to adapt their work arrangements to meet their individual needs, as long as it aligns with team goals. Provide time management training and encourage the use of productivity techniques, such as the Pomodoro Technique, to enhance time management skills. Continuously assess the impact of your efforts to maintain well-being and balance in the hybrid work environment. Be willing to adjust strategies as needed.

One thing I'd also recommend is for leaders not to forget to make time for their own self-reflection. It's a vital and underrated skill for leaders - leaders unable to do this work will inevitably find it more challenging to develop the skill of self awareness which self-reflection can support with.

Leadership is not about environment, it is about people inspiring other people. How many of us are able to talk about leadership skills from people we have never met, other than remotely, through a TV screen, a radio interview, a historical biography, or articles into some newspapers :-). Whatever you were doing in a non-remote environment, remains valid, and what matters most is the intention behind it. Keep the focus on the intention, and then leverage from other tools available to hybrid situations. Within an hybrid environment, actions does not happen just because we met randomly in a building, therefore we often have to become intentional in our actions. This is for me the point of tension to keep in mind.