For leaders, challenges presented by COVID-19 exposed their strengths and weaknesses in unexpected ways.
A great remote leader needs to have a heightened awareness of what’s happening within his or her organization remotely.
The virtual workplace often highlights the weaknesses of average or poor managers who must now lead geographically dispersed teams.
While remote work has its perks, including increased flexibility during such a turbulent time, L&D must ensure leaders have the tools they need to set their remote employees, and their organizations, up for success.
As remote work continues, managers will be acquired to adjust their leadership style to understand and meet the needs of digital natives. Just-in-time training for managers will enable them to incorporate a variety of new tactics to support this group.
Although leadership teams know that it’s essential to deeply understand and empathize with the factors that make remote work more demanding, the old playbook doesn’t apply in this new world.
Remote work can be beneficial to employees and organizations alike, resulting in increased levels of morale and productivity — but it isn’t a walk in the park. At times, working remotely can be difficult, stressful and lonely.