Making Hybrid Work, Work

Posted on February 28, 2022 | by CSPN | Leave a Comment

[vc_section full_width=”stretch_row” css=”.vc_custom_1557227320707{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;background-color: #f4f4f4 !important;}” el_class=”cspn-banner”][vc_row full_width=”stretch_row” css=”.vc_custom_1556814785832{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;background: #111111 url(http://bbp.gce.mybluehost.me/wp-content/uploads/2019/04/home.jpg?id=81) !important;background-position: center !important;background-repeat: no-repeat !important;background-size: cover !important;}” el_class=”bg-overlay-60pc”][vc_column css=”.vc_custom_1556533548176{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 0px !important;padding-bottom: 0px !important;}”][cspn_banner spacer=”yes” heading_elem=”h1″ heading_elem_content=”” tagline_elem=”p” tagline_elem_content=”” scrollto_triangle=”” cta_button=”” btn_link=”url:http%3A%2F%2Fmycspn.com%2F|title:FIND%20OUT%20MORE||” css=”.vc_custom_1557396592432{padding-top: 60px !important;padding-bottom: 100px !important;}”][/vc_column][/vc_row][/vc_section][vc_section][vc_row gap=”30″ css=”.vc_custom_1557396523965{margin-top: 15px !important;}”][vc_column offset=”vc_col-md-9 vc_col-xs-12″][vc_column_text]

Making Hybrid Work – Work

[/vc_column_text][vc_column_text]The priority during the COVID-19 pandemic was crisis response and emphasizing health and safety, essential services, and the virtualization of work. And all of us had to step up various ways to respond to this crisis and play various roles in keep others and ourselves engaged, maintaining workflows and being resilient. But now as the COVID numbers seem to be tracking in the right direction, we need to turn our attention toward to a new phase – refocus. Refocus on how we work together in an environment where our working rules need to be redefined.[/vc_column_text][vc_row_inner equal_height=”yes” content_placement=”top” css=”.vc_custom_1646061853892{margin-bottom: 30px !important;background-color: #efefef !important;}”][vc_column_inner][vc_column_text]Most definitions of hybrid work usually entail one of two scenarios:[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/2″][vc_column_text]

Hybrid can mean that some people and teams work mostly in-person in the same location, whereas other people and teams in the same company are largely or entirely remote.

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Hybrid work can also mean that most people work some days in the central office and some days from home or another remote location.

[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/4″][vc_single_image image=”13786″ alignment=”center”][/vc_column_inner][vc_column_inner width=”1/4″][vc_single_image image=”13787″ alignment=”center”][/vc_column_inner][vc_column_inner width=”1/4″][vc_single_image image=”13788″ alignment=”center”][/vc_column_inner][vc_column_inner width=”1/4″][vc_single_image image=”13790″ alignment=”center”][/vc_column_inner][/vc_row_inner][vc_column_text]To master anything requires practice. The same is true for adopting a hybrid work model. This flexible model of work has many benefits—improved employee productivity, and real estate cost savings. If not done correctly though, adopting hybrid work can lead to a decline in workplace experience, retention, and creativity. To reap the benefits of this flexible model of work, we need to make the workplace a space employees want to spend their time.

Four key steps to making hybrid work – work for you are the following:

1. Ask & Assess	3. Partner
2. Gather Feedback	4. Delight

[/vc_column_text][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1646062001298{padding-bottom: 15px !important;}”]1. Ask and Assess[/cspn_content][vc_column_text]Ask yourself questions that probe for the hybrid needs of your people. Potential questions include:

How dispersed is our team? Are most employees close to an office location?
Do we plan on growing the team? How open are we to bringing on remote talent?
Do we work best as a team when we’re in-person? Can we replicate our work virtually?
Is workplace flexibility important to our company culture?
Will remote or hybrid work options improve engagement, retention, or inclusion?

[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1646062043603{padding-bottom: 15px !important;}”]2. Gather Feedback – Regularly[/cspn_content][vc_column_text]

Listening to employees is critical to making hybrid work a success. Be sure to keep an open line of communication with your people as you’re thinking through changes to the workplace that may impact them.
When developing workplace schedules, get your employees’ points of view.
Consider creating a cross-functional workplace committee that includes employee representatives.
Have more than one method for gathering employee feedback. Try creating a feedback channel on MS Teams or Slack or an “always-on” survey.

[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1646062085831{padding-bottom: 15px !important;}”]3. Partner with HR & IT[/cspn_content][vc_column_text]

According to Gartner, IT spending in companies will grow by 6.2% in 2021 alone. To make the right investments, collaborate closely with HR and IT teams.
HR should have insight into the kinds of tools that employees need to be productive while on-site. IT will make sure people’s infrastructures can support the networking connections necessary for hybrid work.
When you’re adopting a new model of work, it can be easy to over-invest in workplace tech trends.
Partnering with IT and HR will ensure you do not invest in unnecessary technologies that no one wants or needs.

[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1646062143565{padding-bottom: 15px !important;}”]4. Delight Remote & On-Site Employees[/cspn_content][vc_column_text]

People need to experience moments of delight and since employees may have all the resources they need at home, the workplace needs to have a special X factor to entice them to come in on a regular basis.
Organize workplace activities that include remote employees. For example, hold a virtual karaoke contest, external guest speaker, or casual happy hours.
Create an online team group that encourages people to take part in a daily photo challenge or question of the day. These are easy for anyone to participate in, regardless of their location.
In the office, add drink stations so employees can help themselves to coffee and tea. This will also help spark interactions between employees who may not work together on a regular basis.

[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][vc_column_text]Hybrid work presents new challenges for the workplace. The transition won’t be seamless. But organizations that learn to make the most of this new style of work stand to gain unprecedented flexibility, agility, and autonomy. As we slowly emerge from the pandemic, the business world has an unprecedented opportunity to reimagine itself. We must be intentional and equitable with how we choose to rebuild.

Work may never be the same as it once was. And that may be very cool.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][vc_separator][vc_column_text]Corey Atkinson
VP of Strategic Learning & Development
[email protected]

Follow Corey on LinkedIn.[/vc_column_text][vc_column_text]As an experienced organizational development speaker, consultant, master facilitator, coach, and author – his focuses on delivering meaningful and measurable strategies for organizations to create insightful leaders and harness team potential. With over 20 years in the organizational development industry, Corey is well known for his ability to connect with any audience at any size. He has provided strategic learning, organizational consulting, professional speaking, coaching and training to organizations – of all sizes – across North America. Some of his clients include: Shell, Aviva, BMO, VIA, Tim Hortons, Miele, and government agencies at all levels. He has a results-based partnership approach to develop customized solutions that meet an organization’s unique business needs and resolve their most significant issues, helping them to create a lasting competitive advantage.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][cspn_back][/vc_column_inner][/vc_row_inner][/vc_column][vc_column offset=”vc_col-md-3 vc_col-xs-12″][vc_widget_sidebar sidebar_id=”sidebar-1″][/vc_column][/vc_row][/vc_section]

Keeping Virtual Teams Engaged

Posted on October 14, 2020 | by CSPN | Leave a Comment

Keeping Virtual Teams Engaged – Top 5 List

Often virtual employees miss the daily activities and engagements that build relationships and affinity for co-workers and the company. Here is our Keeping Virtual Teams Engaged List that you can use today.[/vc_column_text][vc_row_inner equal_height=”yes”][vc_column_inner width=”2/3″][cspn_content scheme_color=”#2c3539″ font_size=”21px” line_height=”1.2em” text_color=”#595d5f” remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=””]Around World Team Lunch/Dinner[/cspn_content][vc_column_text]One thing most of us miss about going into an office is the basic social outlet of being in rooms with other people. Saying hi in the morning, have lunch together, or go for drinks or a meal after work. For remote teams, even if you are oceans apart, day after day, you can still garner some of these social benefits.

Have team members prepare any meal, and then connect for a virtual call while you eat and chat. You can suggest ice breakers or games to keep the conversation going. Having low-key connection time like this is a good way to relax and bond without focusing too much on work or team building.[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/3″][vc_single_image image=”8607″ img_size=”250×500″ alignment=”center”][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner width=”1/3″][vc_single_image image=”8614″ img_size=”250×500″ alignment=”center”][/vc_column_inner][vc_column_inner width=”2/3″][cspn_content scheme_color=”#2c3539″ font_size=”21px” line_height=”1.2em” text_color=”#595d5f” remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=””]Recipe Roundup[/cspn_content][vc_column_text]Invite your remote team to participate in a recipe roundup, which could have themes like “that one thing your grandma makes better than everyone else” and “rad cookie recipes.” Assemble the recipes in your virtual team platform or shared drive and challenge team members to prepare new recipes and post photos.

While these team activities are mostly meant to be fun, there is also a strong element of communication. When you prepare a recipe, you need the foresight and clarity to know what the reader might have trouble following. Overcoming this challenge is a useful skill to build.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner width=”2/3″][cspn_content scheme_color=”#2c3539″ font_size=”21px” line_height=”1.2em” text_color=”#595d5f” remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=””]Life Experience Showdown[/cspn_content][vc_column_text]For this game, everyone on your virtual conference call holds up one hand with five fingers extended. Then the host or team members take turns listing specific and unusual life experiences. For example, you could say, “has visited a beach this year” or “speaks more than one language.” If a team member has the mentioned life experience then they can put one finger down. Either the player that puts all fingers down first wins, or if you want a twist then the last player with fingers remaining up wins instead.

Here are some more fun prompts: ate ice cream in the last 24 hours; knows all the words to O Canada; lived in three countries; made pizza from scratch; can say thank you in at least five language.[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/3″][vc_single_image image=”8613″ img_size=”250×500″ alignment=”center”][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner width=”1/3″][vc_single_image image=”8615″ img_size=”250×500″ alignment=”center”][/vc_column_inner][vc_column_inner width=”2/3″][cspn_content scheme_color=”#2c3539″ font_size=”21px” line_height=”1.2em” text_color=”#595d5f” remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=””]Finding Your Team’s DIYer [/cspn_content][vc_column_text]The Finding Your Team’s DIYer is a 20 minute surprise activity you can play with your team. To play, each person has 20 minutes to build something from materials available at home. You could make pasta art, an epic pillow fort or doodle a poetic harmony.

The goal isn’t to build something museum-worthy; it is to spark creativity and give your team a fun way to interact together.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner width=”2/3″][cspn_content scheme_color=”#2c3539″ font_size=”21px” line_height=”1.2em” text_color=”#595d5f” remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=””]Arm’s Reach Show & Tell[/cspn_content][vc_column_text]One place to find inspiration for virtual team building ideas is grade school. Teachers are experts at engagement.

An example of a fun, school-inspired activity is Virtual Show & Tell. To facilitate this show and tell, you can set a 30 second timer for participants to find “something within arm’s reach that is meaningful to you.” Each of your team members then has one minute to share about their object, including information like where they got it, and why they keep it.[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/3″][vc_single_image image=”8616″ img_size=”250×500″ alignment=”center”][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][vc_separator][vc_column_text]For more information about our Virtual Team Building Programs, contact Corey Atkinson, VP
of Strategic Learning & Development @ [email protected].[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][cspn_back][/vc_column_inner][/vc_row_inner][/vc_column][vc_column offset=”vc_col-md-3 vc_col-xs-12″][vc_widget_sidebar sidebar_id=”sidebar-1″][/vc_column][/vc_row][/vc_section]

Remote Teams at Work

Posted on July 7, 2020 | by CSPN | Leave a Comment

Remote Teams at Work

[/vc_column_text][vc_column_text]Communication in teams is a very important part of the success formula. We all know that.

When working remotely and mainly connecting only by virtual meeting spaces, communication is vital. We figuratively thrive or fail by our ability to communicate in a remote workplace. Remote communication can distort the normal pace of our conversations and the delay between our messages can often postpone or hide emotional reactions to our comments.

How many times have you written an email and immediately felt concerned about how it would be received after hitting send?

While we may have become used to these types of situations and emotions, they can still conflict with our normal rules for social interaction. When lacking an immediate response, we can become distracted, doubt ourselves, or even grow frustrated with our teams.

When remote teams communicate well and leverage their strengths, they can actually gain an advantage over co-located teams. Here are three key best practices to master: Brevity, norms, and encouragement.[/vc_column_text][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1616104335530{padding-bottom: 15px !important;}”]1. Keep Messages Brief and Clear[/cspn_content][vc_column_text]In our efforts to be efficient, we sometimes use fewer words to communicate. However, such brevity can mean that the rest of the team wastes time trying to interpret your messages.

Assume that others understand your cues and shorthand. Spend the time to communicate with the intention of being as clear as possible, regardless of the medium. You can never be too clear, but it is extremely easy to be less clear than you should.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1616104354092{padding-bottom: 15px !important;}”]2. Use Communication Norms[/cspn_content][vc_column_text]Companies such as Merck have created acronyms for their digital communications like “Four Hour Response (4HR),” and “No Need to Respond (NNTR),” that bring predictability and certainty to virtual conversations. Norms can also exist on an individual level, such as people’s preferred response time, writing style, and tone. For example, some individuals prefer short and quick messages, while others favor lengthy and detailed responses. People also differ in their preference and tolerance for humor and informality.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][cspn_content scheme_color=”#d75728″ font_size=”21px” line_height=”1.2em” text_color=”#d75728″ remove_vertical_margins_paddings=”” remove_shortcode_autop=”” custom_bullets=”” css=”.vc_custom_1616104374678{padding-bottom: 15px !important;}”]3. Encourage Your Team [/cspn_content][vc_column_text]People are more willing to speak up and add their thoughts if they feel their peers welcome those thoughts. It is crucial to listen to each team member and hear what they have to say. That way, your company is cohesive, and everyone feels comfortable expressing themselves. You will also receive more constructive feedback that could potentially boost the company to new heights. Outward praise builds a culture that recognizes hard work and increases productivity.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][vc_single_image image=”3610″ img_size=”large” alignment=”center”][/vc_column_inner][/vc_row_inner][vc_row_inner equal_height=”yes”][vc_column_inner][vc_column_text]Staying on top of the effectiveness of your remote team truly tests our abilities as mangers and leaders. Not only will you be challenged, but your team will have their own as well. Remote workers can sometimes feel alone or disconnected, and those in the office or other cities may worry about them getting their work done on time.

The above methods are great strategies for how to increase collaboration between teams. There are plenty of other ways, too, so don’t be afraid to try out more strategies for improving collaboration across teams. If you want to get started today, you’ll make the biggest impact with a focus on clear communication.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][vc_separator][vc_column_text]Corey Atkinson
VP of Strategic Learning & Development
[email protected][/vc_column_text][vc_column_text]As an experienced organizational development speaker, consultant, master facilitator, coach, and author – his focuses on delivering meaningful and measurable strategies for organizations to create insightful leaders and harness team potential. With over 20 years in the organizational development industry, Corey is well known for his ability to connect with any audience at any size. He has provided strategic learning, organizational consulting, professional speaking, coaching and training to organizations – of all sizes – across North America. Some of his clients include: Shell, Aviva, BMO, VIA, Tim Hortons, Miele, and government agencies at all levels. He has a results-based partnership approach to develop customized solutions that meet an organization’s unique business needs and resolve their most significant issues, helping them to create a lasting competitive advantage.[/vc_column_text][/vc_column_inner][/vc_row_inner][vc_row_inner][vc_column_inner][cspn_back][/vc_column_inner][/vc_row_inner][/vc_column][vc_column offset=”vc_col-md-3 vc_col-xs-12″][vc_widget_sidebar sidebar_id=”sidebar-1″][/vc_column][/vc_row][/vc_section]