I was working on a project when a senior lead asked me if I had included all 4 “I’s”. The model described was that with the directions (instruction) and the content in context (information) and using an active assessment strategy (interaction) the result would be an improved work performance (innovation), the “I4”!  A recent post on LinkedIn noted the reliance on data to drive decision making I realized, as I share in this video, there needs to be a 5^th “I”, imagination.  Data based on past performance may not be as valid in this current remote and hybrid work environment. Being imaginative can drive new questions resulting in new datasets yet the driver is still centered on people, so leadership needs to keep the 5^th “I”, imagination, in place to drive performance.

Imagination opens up new conversations, it can lead you to think about the “what if” scenarios.  You can use it ask more than 5 “why’s” if you want, it can lead the curious learner to alternate ideas and solutions that older data might not suggest. Imagination combined with collecting new information can be a part of the performance process, together they can drive the innovation that leads to performance success.

This “I5” model is something leaders at all levels can use to support teammates, improve workflow processes, and drive performance.  Data can’t defeat you, but it can delay actions and disengage people so lead not by directive but with imagination and curiosity. Let’s talk more about how you can use these “I” processes as your strategic business and retention tool. We can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee….

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If you can’t see me leading then how will you know I’m a leader? That’s seems to be a concern as many are pushing for a return to the office and others are asking, why? Is success measured by how many people are on your team? I think it’s time to talk more about what success is and that means talking with people about what that means to them and coming to terms with the idea that the metric needs to change.

In this video I highlight leadership that needs to be intentional with curiosity driving open conversations. As we’ve seen, for many remote and #hybridwork saw performance improvement as teammates had increased flexibility, an increased sense of autonomy, and felt trusted by their supervisors. Plan the time and focus on the people, not the place, and measure success by the performance goals being met, on the development and promotion of our teammates, and the ability to attract and retain talent. Let’s work together to build and expand this model using learning as your strategic business tool, send me an email or let’s Zoom and keep the conversation going! I’ll bring some coffee…

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Remember saying, “there’s not enough time in the day to do everything” when we were still in the office? When we could pop in and ask that “quick” question? Seems this is still happening only we now have the data that shows our remote interactions are shifting to mirror our old in-person interactions more closely. A recent study has found that “remote workers appear to becoming more (rather than less) engaged with respect to meetings with their colleagues.”

In this video I share how I see the role of the leader becoming one of facilitator and connector of the community. Leaders of this flexible workforce must be planful about building networks for teammates, be intentional about the purpose of live interactions, and constantly communicating across the distance. The technology isn’t a barrier anymore, we’ll make connections regardless of who is located where and create our community.

Let’s work together to build and expand those networks using learning as your strategic business tool and we can talk about how to bring the high touch into your leadership and team, send me an email or let’s Zoom and have an impromptu meeting and keep the conversation going!  I’ll bring some coffee….

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There is a common theme between the “Quiet Quitting” and onboarding. Microsoft’s CEO shared that they learned that “one factor matters above all. It’s not technology or systems or culture. It’s a very-hands on manager. Care matters more than computers.” With remote and hybrid workers becoming our new normal, the lessons we continue to learn is we can use all the high tech to connect with people, but to create deep, personal connections with the same people we now must use a lot of high touch.

I’ve shared different ways to pre-board new teammates but the primary guidance I recommend engaging new and current workers is to invest the time to talk 1:1 and help create and expand the network the person will use up and downstream of their role. In this short video I highlight how leadership is back to basics, show teammates that they’re welcome, respected, and appreciated for the work they do. Schedule time to talk about career interests and professional development. Connect with care, communicate with compassion, and interact consistently to ensure a positive and productive team.

People want to bring their whole selves to their efforts, so leaders step up and help them do their best. Use learning as your strategic business tool to develop and retain your talent. Let’s talk more about how to bring the high touch into your leadership and team, we can Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee….

Use the contact button above or visit our web site!