Ep. 153: Heather Polivka - Leading Hybrid & Remote Teams

Count Me In®

Email: [email protected]

Linkedin: https://www.linkedin.com/in/heatherpolivka/

Design your hybrid/remote work experience: https://www.heatherpsolutions.com/

Train your new/first-time managers to lead hybrid and remote teams: https://www.awesomepeopleleaders.com/

FULL EPISODE TRANSCRIPT
Mitch: (00:05)
Welcome back to Count Me In. Here with you again is your host Mitch Roshong and this is episode 153 of IMA's podcast series. In today's conversation. You'll hear about leadership needs that relate to hybrid or remote teams as you listen to my co-host Adam, speak with CEO advisor and speaker Heather Polivka. Heather founded Heather P solutions to work with progressive leaders of small and mid-sized businesses to accelerate revenue growth by creating work environments where people thrive. Keep listening to hear her discuss the evolution of business leadership styles and how to overcome the challenges associated with each.
Adam: (00:50)
We're talking about remote work today, and it's been something, a topic that everybody's been talking about, especially with the commencing of COVID-19 and every that, how that shook the modern world as far as the work world and everything else. So we're going to focus really on a remote and hybrid work, as people are coming back to offices. And so let's start with this question. How is remote and or hybrid work benefiting teams or businesses now?
Heather: (01:17)
There was a lot of benefits. I obviously, I think people know the benefits from an individual employee perspective in terms of flexibility, maybe saving on that commute. And you give some of the time back to the company and some of the time back to your, your personal life. But that also that, that benefits teams a lot, first of all, teams and business now have a broader access to talent. You're no longer stuck within your particular geography in terms of, you know, who has the skills or the experience that you're looking for. So it allows you to build the team with the skills and capabilities and experience needed to forward your business strategy. The other thing is retention of talent. You know, an employee moves away, goes to school for whatever reason gets married here, relocates, you don't have to actually lose that talent. You can keep them wherever they go. And I think that's particularly when I've worked for employers that really like to employ military veterans and their families. And so that is a whole host of talent that you get to retain even as they, as they move around. And there has been some productivity, at least maintenance and in many cases gains. And I think it's because the number of people are doing what I said at the beginning. I used to do this. Like if my commute time was an hour, I would give a half hour back to me for sleep or working out or whatever, and I'd give a half hour back to the company. and so that has helped with some productivity. And then the last thing I'd highlight is it's broken down some of the barriers between work and life. And I know that, millennials in that have not necessarily had those strict walls between work and their real life, but I know maybe for those of us a little bit older, we kind of had that separation going on. But when you've got kids hopping in the zooms and dogs barking in the background, it makes everyone more human. So while we've had less one-on-one interaction, it's also, I think, broken down some of those barriers that we used to maintain between work and life and a good way.
Adam: (03:27)
It's almost like you can still be professional and then have a dog barking in the background and under, and everybody's been there and seen that, and it's no longer this taboo thing, you know, like that businessman who was talking on the phone in the news and his wife came in and the kid came in, his wife came in to just get the kid out and nowadays people are like, oh, there's your child. And they would just keep moving on, you know?
Heather: (03:48)
Exactly, exactly. And I think that's, that's, I think that's healthy and that's really good. And I think it's particularly healthy for leaders to kind of shed a bit of that and make themselves a bit more human and vulnerable in the workplace.
Adam: (04:05)
Speaking of leaders, how do you think they need to evolve their style to work with remote teams? And then, you know, on the other side of that, what types of leaders should companies be looking for in this type of environment?
Heather: (04:19)
Yeah, that is such a great question. I think one that a lot of companies are struggling with, particularly I tend to work with more small and mid-sized businesses. And, but my background obviously is in fortune 100, many times, especially when you're talking executive leaders, regardless of the size of the organization, there is a way that we have all learned how to be successful. I pulled this lever, I do this thing and it creates those results, right? So we're now asking a whole host, a generation really of executive leaders to no longer really use the formula that they know, and that has been successful for them. And guess what, they're human and that scares them very much. And that's led to some of the defaults thinking of, we've got to get everyone back in the office and because that's the way they know how to lead. And so when we asked, like, what do we need from leaders to lead in this environment? You know, one is the old command and control model of leadership doesn't work well in hybrid and virtual work, right? Because even if you're in a hybrid work, you can see how people, when they're in the office are going to be doing more of the kinds of work that it involves interacting with other people. So a leader could walk through an area and just see a bunch of employees sort of sitting and talking in the lounge area, which quote, unquote, doesn't look like work. And yet that's the kind of work they're going to focus in on when they're in the office, because their intense focus, productivity work is the work that they can do at home. So that command and control of if you monitor and you manage employees that doesn't work well in hybrid or virtual work, instead leaders have to shift to managing the outcomes and the objectives and supporting people in whatever they need, whether it's what resources do you need, or what roadblocks do I need to break down? You know, what is it I can do as a leader to support you, to deliver on that outcome? And that's very, very different than managing people.
Adam: (06:34)
For sure. So what are some of the challenges that come up when you're, when you're, when you, so let's say you've gotten that style, you're getting that style down. What are some of the challenges that you are going to start facing as you work with remote and hybrid teams?
Heather: (06:46)
Yeah, there's, there's four buckets that I see most of the challenges come into and it has to do with communication, performance management, relationships and project or task management. Those are the four buckets and some...