Shared Leadership and WFH

Although shared leadership might not be something that most executives aspire to, it may now be part of the new work landscape hastened by the global pandemic. With the omicron COVID variant on the rise and experts warning of a post-holiday surge in cases, the idea of returning to an office full time is looking less and less likely in the near future. Not to mention that most employees do not want to return to an office full time (76% wish to stay remote, according to a new study).

So, with most leaders coming to terms with this reality over the past year, they are now looking to maximize remote efficacy. New research (penned by the same author) shows “when collaborators are separated by geography, typical approaches to leadership are not as effective. Instead, “shared leadership,” which involves dividing up leader responsibilities across multiple people, was more helpful the more teams work virtually across locations.”

Check out the full article from Chief Executive Magazine and read the recommended strategies for transitioning to a shared work team, and sharing responsibility in our newer, even more virtual world.

Five Questions for CEOs

Just in case there was any doubt, these last few weeks have set the record straight on whether Covid is going away any time soon. No doubt the recent spikes we’ve seen will send many of your employees back into work-from-home (WFH) status (if they ever returned to the office in the first place, that is). And although a few promising vaccines are providing a light at the end of the tunnel, the workplace is not slated to return to normal anytime soon. On the brightside, this winter could provide a time for C-Suite leadership to reflect on the long-term nature of who goes remote, who doesn’t, and other considerations that will spring from those decisions.

Chief Executive magazine recently published a short article reviewing some of these considerations, not the least of which will be equity among those with different work agreements. These considerations include:

• Will your workers’ compensation change, if anyone goes remote?

• What restrictions will you apply to remote workers?

• What is your long-term strategy?

• How will you manage and measure productivity remotely?

• What kind of culture are you creating?

Click on the link above to go into a deep dive of these five questions, and read how some CEOs are addressing these issues. Then take a moment to ponder your own answers.