5 Must-Have Skills Leaders Need in a Hybrid Work Environment

It’s a very specific time for leaders everywhere. 

You might be sick of the phrase “there’s no leadership rulebook” by now, but especially now more than ever, leaders are being called to act in ways that differ drastically from what was previously expected of them. The skills that used to be applicable in in-person contexts are not always as appropriate anymore. They’re by no means obsolete, but leadership approaches seem to be constantly shifting after the adoption of fully remote and hybrid work environments.

While hybrid work can come with its challenges, it also makes space and opportunities for reenvisioning what the workplace can look like. In many ways, it allows leaders to prioritize inclusivity in work environments and consider larger, more diverse, and more competitive talent pools from all over. Developing work environments in this way takes a very talented leader who is ready to show up for their team and navigate the many challenges of unconventional work models. 

Interested in refining the skills needed to help your team excel in hybrid work environments? Be sure to learn more about our group coaching program, Activate, which empowers managers to refine the skills outlined below. 

1) LEAD WITH A STRENGTHS-BASED APPROACH

Staying focused and motivated in a hybrid work environment is certainly easier said than done, as workers may be more susceptible to distractions or find it difficult to maintain steady progress on highly interdependent projects. While leaders are definitely not immune to these challenges, they can mitigate them by leveraging a strengths-based approach in hybrid formats.

A strengths-based approach will allow leaders to genuinely listen and understand the needs of each team member, as well as ensure more seamless collaboration across the board. For starters, leaders can understand how to schedule projects intentionally - prioritizing who does what based on employees unique talents. Additionally, one of the biggest challenges of hybrid work is the decrease in hours spent engaging with work friends and colleagues. Given that human beings rely on positive relationships with each other, having a common language through strengths will create the type of bond and sense of connection that keeps engagement up and produces higher-quality work. 

Learn more about Leadology’s Strengths-Based programming.

2) INSTIL A GROWTH MINDSET IN YOURSELF AND OTHERS

Like many other innovative work models and practices, hybrid work environments are a drastic change that requires incredible resilience. However, the prerequisite for resilience is a growth mindset that enables you to take risks and see challenges as opportunities. Leaders can play an instrumental role in cultivating a growth mindset within a hybrid work environment. 

One way to do so is changing your perception on what productivity means. For instance, many business leaders and managers have embraced managing employees by output, not input (e.g. work hours). When it comes to navigating a hybrid work environment, we need to be relentlessly curious. Asking ourselves and our team questions like: 

• What efforts can make it get better? 

• What challenge do we need to address to move on from this? 

• What mistakes can we learn from the experience? 

• Who can give us feedback to get better results? 

In all, when challenges arise in hybrid work environments, think about the ways they can be leveraged to experiment with your team. 

Learn more about how we support our clients through growth-mindset training. 

3) PRIORITIZE EMPATHY 

There’s a lot we’ve learned from working remotely in the pandemic, and a significant part of that includes a greater consideration for employees’ lives outside of work. Additionally, this ongoing crisis has encouraged all of us to go out of our way to help and support others, but our empathy mustn't end there. 

Leaders of all kinds should carry this understanding and flexibility into hybrid work environments but also not confuse it for a lack of accountability in the workplace. In fact, the two can certainly coexist in a combined approach. Rather than viewing empathy and accountability on opposite ends of a spectrum, brainstorm the ways both can be integrated into the workplace to maintain productivity while also making space for the people on your team. 

Empathetic leaders understand that the foundation of every good business model is the ability to inspire their team. To stay connected, agile, and adaptable based on soaking in their team’s needs and perspectives. 

Our Dare to Lead Learning Journey focuses on developing more empathetic leadership through workshops, trainings, and coaching to help individuals, teams, and organizations move into the next generation of daring leadership. 

4) PROVIDE ONGOING FEEDBACK CONVERSATIONS

For most of us, working in hybrid environments is a new thing. The good news is that you are by no means expected to know exactly what you’re doing. In fact, business leaders can utilize a growth mindset yet again by being transparent in asking for employee feedback. Your team understands that there will be growing pains associated with adjusting to this format, but they should also have the space to offer their opinion on what’s working and what’s not. 

Take advantage of this opportunity to transform organizational practices and culture into what your team wants it to be––and do it regularly. Make it a habit to frequently check in with team members as you all progress through this hybrid work journey. 

Looking to get more out of feedback conversations? Our group coaching program Activate provides managers with the tools (and words!) to give and get transformational feedback. 

5) INCREASE PSYCHOLOGICAL SAFETY

Psychological safety––or the belief that one can voice concerns without risk of punishment or humiliation––is critical to the success of any hybrid work environment. It’s even been well established as a driver of high-quality decision-making, healthy group dynamics, greater innovation, and more effective execution in many workplaces. As essential as this need is for all employees, its gaps in various organizations have been exposed throughout the pandemic, seeing as a greater need for work-life balance has first emerged. 

So, what does this mean on the day-to-day for leaders? One technique we love is to replace blame with curiosity. Here’s an example of how: You notice a drop in motivation with your direct report. Instead of blaming them that they’ve become lazy or nonchalant, ask for solutions. As this recent Leadology newsletter points out, the people who are creating the problem usually have the keys to solving it. Try saying something like “In the past two months there’s been a noticeable drop in your energy and engagement. “Tell me what’s on your mind. “What are you needing or wanting in your role right now?”  Or, “What would be your ideal scenario?”

There’s an incredible power when employees feel trusting enough to take risks, speak their mind, and engage in creative problem solving. Our group coaching program Activate, has specifically been created to support you in building psychological safety for your team now - and in the future! 

As we’re continually learning, hybrid work models are an opportunity for personal and professional growth. Without a standard design, these kinds of work environments can be shaped into exactly what your team needs to produce high-quality work and have a fulfilling work experience. 

With that said, Leadology is in your corner. We’re here to support you and your team however we can––whether that’s through one of our learning journeys or through our group coaching program Activate, which has modules dedicated to strengths-based leadership. 

Interested in learning more about how we can support your development efforts? Click here to schedule a call with us!