Relational Power Is the New Currency of Hybrid Work
Research shows that managers must incorporate relational power into their leadership approach in virtual work settings.
«Relational power is derived from the ability of an individual to wield influence on others without necessarily being in a formal hierarchical role»
More from MIT Sloan Management Review
A Noble Purpose Alone Won’t Transform Your Company
Business leaders appreciate the importance of employee engagement, but many misunderstand what truly drives it – and most neglect its fundamental enabler. In an interesting white paper for MIT Sloan Management Review, Rob Cross, a professor of global leadership at Babson College; Amy Edmondson, professor of leadership and management at Harvard Business School; and Wendy Murphy, associate dean and professor of management at Babson College, report on research based on organizational network analysis and interviews with 200 business leaders that reveal the central role of interpersonal collaboration in employee engagement. The authors offer a three-step process for generating positive collaboration and specific leadership behaviors to support each step.
With Goals, FAST Beats SMART | MIT Sloan Management Review
Goals that are SMART (“specific, measurable, achievable, realistic and time-bound”) aren’t, in fact, the most intelligent choice for your firm – so say strategy consultant Charles Sull and managment lecturer Donald Sull in this research-laden MIT Sloan Management Review article. For best results, the Sulls urge, set goals that are FAST: “frequently discussed, ambitious, specific and transparent.”
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Hybrid Work Is Doomed
Office workers work in offices, for better or for worse.
«Perhaps they failed to understand the stakes. The office gives identity to office workers and firms alike, by imposing its practices across the workforce. That makes calls for flexibility much harder for the Office to adopt than workers may have thought.»
What we learned after one month of operating a hybrid office
We've learned a lot in our first month operating a hybrid office, and wanted to share those lessons for managers and executives thinking through similar questions right now.
«Even when you’re in the office, the work itself is still best done with the assumption that everyone is remote.»
The Four Essential Dynamics of Hybrid Work
Gallup research shows how the four dynamics of hybrid teams should change the way we lead. Consider these when designing your hybrid workplace.
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