Using principles from Trina's book we'll be discussing the six relational practices to increase sustainable engagement. Trina's new book offers a complete guide to both leading and navigating today's world of work in any environment!
Working Virtually is a permanent part of the workplace today. Transactional work - provided by freelancers, contract employees or consultants [...]
Recently IBM pulled the plug on telecommuting. R.I.P., early adopter, because team synergy wasn't happening. In the 1990’s, IBM led [...]
There is a fine line between research being a helpful, proactive step in the process and being pure procrastination. It’s easy to tell ourselves that we’re just being smart and intellectually curious instead of taking steps to solve the problem we've been reading research about for the past decade. It’s easy to see why this happens, too. When you decide to apply research into actual action it becomes real; you can’t keep it tucked safely away.
What makes a Manager great? As is often the case, we can look to Google for some of the answers. A couple of years ago their People Analytics team studied what makes a great manager. But before they did that, they actually tried to prove that managers don't really matter. This exercise quickly revealed that managers did matter.
“Best Fit” workplaces consider virtual and co-located work environments as viable places to get the job done. “Best Fit” workplaces find and build talented teams that align with the organization’s desired culture and goals. They’re SMART about how they design the organizational structure so that it “fits” the way work gets done and the way knowledge is stored.
5 proactive ways to clear confusion in the virtual workplace.