Tag: wise decision maker

Clearly, work will never go back to a pre-pandemic normal. Leaders who don’t seize an innovative advantage risk lagging behind. Methodologies like Virtual Serendipitous Idea Generation grant a much-needed competitive advantage.

Any organization can benefit from hybrid teams and cultural re-onboarding for virtual collaboration. Many old practices are no longer effective, requiring new ways to address the needs of employers and employees during and after the pandemic.

The future of work will reward those who adopt best practices for an innovation advantage, and penalize those who do not. To seize a competitive advantage, you need to adopt virtual brainstorming for hybrid and remote teams.

Employers must recognize the challenges from the initial COVID outbreak and avoid mental blindspots as Delta and other variants emerge. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes the dangers of denying reality in returning to the office during the Delta surge.

Employers must modify their hybrid office space to meet the changed needs of employees. They will do mostly collaborative work in the office while doing their individual tasks at home. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how to redefine hybrid office space to boost employee productivity.

Employers must devise effective modifications of hybrid office spaces. Employees’ work requirements have changed. They will do mostly collaborative work in the office while doing their individual tasks at home.

In planning the return to the office, leaders can fall prey to dangerous judgment errors which can cause them to wrongly assess their employees’ needs. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes why so many leaders screw up the return to the office.

For creating competitive advantage in the new normal, forward-looking leaders need to let go of their preferences for in-office work. They need to adopt a hybrid-first model for most staff, and support full-time remote work for a minority.

The best practice on the return to office plan involves a team-led hybrid-first model with some fully remote options. That means empowering lower-level team leaders to choose the work arrangement that best serve their team’s needs

Leaders can fall prey to dangerous judgment errors which can cause them to wrongly assess their employees’ needs. Significant research shows that employees want to continue working remotely after the pandemic.