5 New Rules for Leading a Hybrid Team
Curated from: hbr.org
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Make work purpose driven
- Managers should map each team member’s work back to the bigger picture of why what they do matters to the world.
- When assigning tasks, managers should consistently outline answers to: Why is this project important? How will it impact others? How does it fit into the company’s broader mission?
- CommonSpirit, the largest nonprofit health system in America, starts important meetings with “reflections,” stories or videos recognizing how hard it is to be a health care worker in a pandemic while also connecting to all the good they do for their patients and communities.
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Trust your people more than feels comfortable
- To help hybrid teams succeed, managers should clearly outline the milestones they’d like their reports to hit — and then let them figure out how to get there
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Learn in the small moments. Send people — and yourself — nudges
- For example, if team members are eager for opportunities to learn and their manager would like to build mentorship abilities, we might deliver a nudge to the manager ahead of their next 1:1 that offers recommendations for how to have a growth-focused conversation with a report.
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Include everyone. Take a long hard look in the mirror.
- Encourage managers to take notice of who often dominates the conversation in meetings or receives the most recognition for a project’s success. Make the evaluation criteria for projects as clear as possible: The more explicit the rubric, the less room for bias.
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CURATOR'S NOTE
for leaders who want to create a suitable remote working culture.
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