Podcasts about distributed work

ElevenLabs CEO and co‑founder Mati Staniszewski joins Jennifer Li to explain how the team ships research‑grade AI at lightning speed—from text‑to‑speech and fully licensed AI music to real‑time voice agents—and why voice is the next interface for human‑computer interaction. He shares the small, autonomous team model, global hiring approach, and how the Voice Marketplace has paid creators over $10M while evolving into an enterprise platform. Resources:Follow Mati on X: https://x.com/matistanisFollow Jennifer on X: https://x.com/JenniferHli Stay Updated: If you enjoyed this episode, be sure to like, subscribe, and share with your friends!Find a16z on X: https://x.com/a16zFind a16z on LinkedIn: https://www.linkedin.com/company/a16zListen to the a16z Podcast on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYXListen to the a16z Podcast on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711Follow our host: https://x.com/eriktorenbergPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures.  Stay Updated:Find a16z on XFind a16z on LinkedInListen to the a16z Podcast on SpotifyListen to the a16z Podcast on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Have you ever wondered how you can create more agile, well-rounded leaders across your organization — without sacrificing flexibility or work-life balance? We often talk about developing talent and succession planning as if they're separate from our distributed work strategy. But if you're not intentional about how career growth happens across remote and hybrid setups, you risk losing great talent to stagnation or burnout. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with global teams: The Job Rotation Model — which empowers employees to rotate through different roles and departments while maintaining location flexibility. We cover: How to use rotational programs to develop leaders in a distributed environment What it takes to create a culture of mentorship and knowledge-sharing across hybrid or remote teams The challenges of implementing this model — including project continuity and remote knowledge transfer — and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success Playbook today! TIMESTAMPS: [02:34] How the Job Rotation Model enhances career growth while offering flexibility. [03:58] What are some of the key principles to applying job rotation workplace? [05:18] What are some of the most common challenges for this Distributed Work Model? [06:25] How to know if the Job Rotation Model is best fit for your organization? LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress Download our Distributed Work Models Playbook to learn how to find the distributed work model that enables your teams to perform at their best. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

Have you ever wondered how to preserve the freedom and focus of remote work — without losing the connection and collaboration that comes from being together in person? Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Fully-Remote with Regional Hubs — which allows global leaders like you to provide flexibility without sacrificing belonging and in-person connection. We cover: How to foster in-person collaboration — without forcing people back into the office What to consider before choosing this Fully-Remote with Regional Hubs model for your teams The biggest challenges of implementing this approach — such as communication gaps and cultural fragmentation — and how to address them intentionally We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success Playbook today!   TIMESTAMPS: [02:37] How the Fully-Remote with Regional Hubs Model balances flexibility and community building [04:22] What are some of the key principles to applying regional hubs in a fully-remote workplace? [05:20] What are some of the most common challenges for this Distributed Work Model? [06:12] How to know if the Fully-Remote with Regional Hubs Model is best fit for your organization? LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models Playbook to learn how to find the distributed work model that enables your teams to perform at their best. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

In the span of a few short years, our understanding of how, when, and where work happens has shifted in ways that once seemed impossible. During this time, people were able to experiment with their personal work styles and preferences — what allows them to be more productive and efficient — and found that they could be just as effective outside of the office. But what if physical office spaces transformed into creative and collaborative hubs instead of just mandatory checkpoints for your teams?  On this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Hybrid with Optional In-Office Time — which empowers employees to choose their preferred work setting. We cover: How to balance investing in both employee autonomy and innovative physical spaces  What to consider before choosing the Hybrid with Optional In-Office Time Model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Series Playbook today!   TIMESTAMPS: [02:44] How this model encourages autonomy through innovation. [04:15] What are some of the key principles to applying the hybrid with optional in-office approach in your workplace? [05:12] What are some of the most common challenges for this Distributed Work Model? [06:49] How to know if the Hybrid with Optional In-Office Time Model  is best fit for your organization?   LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models Playbook to learn how to find the distributed work model that enables your teams to perform at their best. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

The term “hybrid work” brings up different things for different people and organizations. But even we at Inclusion in Progress can agree: hybrid work in its current iteration is fundamentally broken because it still focuses so heavily on where work gets done —  rather than how to make it work better — no matter where people are physically located. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams. This episode breaks down the Virtual-First with Planned In-Office Time — which balances the best of remote autonomy and in-person collaboration. We cover: How to shift the focus from absenteeism to overall productivity Recommendations for purposefully designing the Virtual-First with Planned In-Office Time Model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success Playbook today!     TIMESTAMPS: [02:40] How the Virtual-First with Planned In-Office Time Model balances working autonomously with building strong connections. [05:07] What are some of the key principles to applying a virtual-first approach in your workplace? [06:41] What are some of the most common challenges for this Distributed Work Model? [08:49] How to know if the Virtual-First with Planned In-Office Time Model is best fit for your organization?     LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models Playbook to learn how to identify the best-fit distributed work model for your organization and help you design systems that improve your teams' productivity. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

For this episode of Inclusion in Progress, we continue our Distributed Work Expert Series with someone (gasp!) outside of the tech industry!   With this series, we've been highlighting some of the world's leading experts who continue to map, innovate, and design how work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work.   Our goal is to highlight distributed work leaders in companies to help forward-thinking leaders like you to: Navigate remote and hybrid work challenges with real-world examples Draw inspiration to find a distributed work model that is best suited for your teams Reimagine your workplaces with research-backed insights from experts at the forefront of the future of work conversation   For this episode, we're joined by Grayson Harris, flexible work and engagement partner at NEI  Electric Power Engineering, who shares their journey as a flexibility-first company in an industry that's not traditionally known for offering flexible work options.   Grayson shares how NEI leaders have encouraged workplace innovation with their NEI Nomad Program, intentional in-person periods, and other data-driven frameworks and initiatives to attract top talent and encourage growth and productivity.  

Noel McNulty, Global Real Estate and Workplace Director at Twilio, brings learnings from hospitality to facilities and workplace experience in the tech and legal sectors. He explains how a “know your customer” mindset drives effective workplace design with personalized experiences. Noel discusses evolving from traditional facilities to values-driven workplace experience. After pandemic-based adaptions, he shares the emerging signals and realizations of the shift to flexible, remote-first work. Noel endorses curated events and environments to foster connection, engagement, and wellbeing to enhance productive, distributed work.   KEY TAKEAWAYS   [1:30] Noel moves from Ireland to the US, starting in hospitality before moving to facilities management. [3:09] Noel uses hospitality skills in facilities work, focusing customer service and operational efficiency. [4:28] Working on a large office restack, Noel is exposed to design, construction, and project management. [6:04] Getting to know each customer personally is essential to deliver effective workplace solutions. [10:41] Noel adopts Maya Angelou's insight that people remember how you made them feel. [13:14] Tech companies embrace high visibility events and high-touch workplace experiences. [16:23] Conservative sectors, such as law firms, foster very different workplaces to tech companies. [18:15] The pandemic halts a major growth period, forcing an immediate shift to remote working. [19:24] Downtime is used to catch back up, building playbooks and operational structure. [20:41] Phased office returns have strict safety measures, understanding psychological issues. [22:38] Leaders discover remote work productivity, adding asynchronous learning practices. [24:25] Pandemic-based work shifts lead to rethinking space use and global workplace strategy. [25:03] Twilio commits to remote-first for talent and customers, learning from new habits. [26:36] Using regular employee surveys to inform and guide culture and strategy. [27:51] Workplace experience is decisions are grounded by core values and principles. [29:22] “Open Work” is launched as a framework for distributed teams to thrive. [30:36] Effective workplace experience focuses on understanding customers and data, and cultivating curiosity. [31:24] Why empathy, self-awareness, and understanding needs are essential to inform workplace strategies. [31:45] Noel's coaching benefits his leadership, self-awareness, and support of everyone's well-being. [33:39] Noel recommends how reframing questions can unlock new perspectives. [35:11] IMMEDIATE ACTION TIP: To improve workplace experience, first, everyone gets to contribute as all their experiences matter. Secondly, get external inputs—there's a broad community all working on the same issues. Lastly, have fun with it.     RESOURCES   Noel McNulty on LinkedIn Twilio     QUOTES   “At the core of all of it, I think it's knowing your customer… that means actually getting to know them as a person, not just about the work they do.”   “You can curate a more unified experience, but there's still personalization involved. It's about balancing both.”   “Workplace experience is about how a company's values show up in the environment and how that reflects in how people are treated.”   “Even as we've moved into this remote-first world, it's really about allowing people to be seen and heard.”   “It wasn't just because they were a lawyer they got special attention—everybody got that attention, from secretaries to administrative staff.”   “'Open Work' is our philosophy for how we allow our employees to thrive in a remote-first environment.”  

For this episode of Inclusion in Progress, we return to our Distributed Work Expert Interview Series. On the podcast, we've been  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to highlight distributed work leaders in companies to help forward-thinking leaders like you to: Navigate remote and hybrid work challenges with real-world examples Draw inspiration to find a distributed work model that is best suited for your teams Reimagine your workplaces with research-backed insights from experts at the forefront of the future of work conversation For this episode, we're joined by Kaylie Boogaerts, Director of People at Checkly, who shared about their ongoing commitment to intentional growth, cross-team collaboration, and building trust through inclusion — as a remote-first organization since 2016.

Have you ever wondered how you can take your existing hybrid work model and optimize it so that it serves both your employees and your business goals? We often think of hybrid models as a  compromise between remote and office-based work but — if you don't intentionally design and revisit your hybrid strategy regularly — this mentality can end up hindering productivity rather than enhancing it. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Output-Optimized Hybrid Model — which balances the best of remote autonomy and in-person collaboration. We cover: How to ensure that productivity and collaboration are measured by output, not locatioN What to consider before choosing this Output-Optimized Hybrid Model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today!     TIMESTAMPS: [02:19] How the Output-Optimized model balances the best of autonomy and collaboration  [03:57] What are some of the key principles to applying output-optimized workplaces? [05:25] What are some of the most common challenges for this Distributed Work Model? [06:52] How to know if the Output-Optimized Model is best fit for your organization? LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

In this episode of Hot Takes, Peter Thomas from RMIT Forward, discusses the intricacies of trust in distributed work. The conversation features insights from FORWARD Fellows Jerry Michalski, founder of Open Global Mind, and Matt Collier, an innovation leader in leadership strategy and transformation. They explore how trust, traditionally built through proximity and visibility in the workplace, needs to be re-envisioned in distributed teams. The discussion covers the role of leadership, the inadequacies of current collaboration tools, the nuances of designing for trust, and the importance of small daily actions and authentic interactions in building a trust-based work environment. To learn more about RMIT University FORWARD, and our 50+ global ecosystem of world-class Industry Fellows who we assemble into fluid teams to work as strategic partners with organisations to ensure they have the right help when they need it, head to https://rmit-forward.org

“JJ” Jessica Reeder, a workplace innovation and culture transformation leader, shares insights from her deep experience designing communications systems, scaling multicultural teams and aligning culture with strategy. Bringing pivotal learnings from early fully-remote companies such as Toptal and GitLab, JJ explains how self-management, thorough documentation, and systematized collaboration underpin successful remote work. She describes the cultural shifts required for hybrid and distributed workforces and advocates for systems thinking and clear communication to empower modern work managers.     TAKEAWAYS   [01:24] JJ didn't know what studying linguistics would entail when she chose it but she loved it.   [02:47] Linguistics gives JJ a framework to understand the history of humanity and migration. [03:10] Living in another culture opens up her global perspective and gives her a different lens. [04:24] JJ's appreciation for engineers stems from their clarity and direct information transfer style. [05:49] JJ transitions early to working remotely focused on content and communication projects. [06:35] Noticing the growth of formal distributed work, JJ joins one of the first all remote companies.   [07:14] JJ starts building a distributed community across cultures for a global virtual developer network. [08:15] Nurturing connections among talented remote professionals requires deliberate strategies. [08:56] Remote talent feels more connected when engaged with a peer community. [09:54] JJ moves to GitLab to explore systematized connectivity and is launched into remote work consulting by the pandemic. [13:01] GitLab was designed for remote work with full documentation, tools, and systems. [14:11] Realizations they need to understand other companies' different perspectives. [16:44] Conviction in remote work but recognition that unprepared managers are challenged. [18:30] JJ highlights self-management as a cornerstone of GitLab's decentralized operating model. [19:07] Clear documentation and SOPs reduce managerial load while teaching remote processes. [20:35] Others' embrace of remote work affirms JJ's long-held belief in the global distributed workforce. [22:34] JJ studies industrial organizational psychology and joins Upwork for an applied learning experience.   [23:24] JJ helps Upwork transition from an office-based to remote-first workforce. [24:12] Engagement is often relationship based, differing between employee and freelance contributors. [25:00] Emotional connection isn't always needed; the mission can generate engagement. [26:43] JJ finds that many workers thrive as project contributors without deep social integration. [28:08] More varied distributed operational models are needed, especially for larger companies. [30:36] Distributed work effectiveness requires more than dedicated time for human connection.   [31:25] Clearly documenting and consistently applying standard operating procedures and behaviors is crucial. [32:05] Standardizing—behaviors, tools, expectations—was a major Upwork project JJ worked on. [32:47] Accessible knowledge and intentional transparency are essential and must be intentional. [34:58] The Forest Ranger book gives JJ great insights about distributed operations.   [36:19] The ‘manual' shows how philosophy, behavioral standards, transparency and documentation empower independent workers.   [37:24] To train distributed workers, companies must clarify expectations—behaviors, work, standards. [39:15] Hybrid work requires embracing a digital-first mindset even when working partially in-office. [40:54] IMMEDIATE ACTION TIP: To become digital first, one, understand time—such as core hours, two, communicate digitally—with documented processes, and three, systematize collaboration—designating how and where work is done. [41:57] Communication processes must be modeled by leadership and enforced by managers. [42:26] Systematized collaboration tools create visibility, drive cohesion, and replace physical context.     RESOURCES   “JJ” Jessica Reeder on Linkedin JJ's website The Forest Ranger book       QUOTES   “This decentralization of management. Instead of someone managing your work, there's somebody who is directing your output or directing your outcome. So understanding how to empower people to self-manage their work.”   “Collaboration is really just about trading work back and forth and doing it in a very effective way.”   “To be effective at our work, we need to have a source of motivation. We need to have proof that our work is doing something that we believe in. We do need to have some sort of a mission that we're contributing to, but we don't need to necessarily be deeply emotionally engaged.”    “Having standard operating procedures and behavioral standards is clearly documented and consistently applied throughout the organization is crucial in remote work. It is absolutely a deal breaker if you don't have people understanding how they are supposed to work.”   “One of those things where you have to decide - how transparent of an organization do we want to be. If we don't buy in on transparency, then we're going to have challenges with distributed work.”   “Becoming a digital first organization doesn't block your ability to have a functioning hybrid organization. In fact, it enhances it. It really will make your hybrid organization more powerful. It will help people to get the most out of work, whether they're in the office or not.”   “All of the things that you need to have a highly functioning team can be empowered by really embracing the digital first mentality.”   “Collaboration needs to be systematized. It needs to happen on as few disparate tools as possible.”

For years corporate success was measured by the size of a company's headquarters, but this all changed overnight when the pandemic hit. Companies soon realized that they didn't need their employees to commute to one central location to collaborate effectively. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Hub-And-Spoke Model — which highlights a decentralized approach to workplace design, enabling both in-person and remote collaboration.  We cover: How satellite “spoke” offices can support a central “hub” office in practice What to consider before choosing this Hub-And-Spoke Model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today!  To identify any gaps in your current work model  and get tailored insights to improve efficiency and engagement,  take our Free RISE™ Scorecard and get a personalized report in minutes. #InclusiveDistributedWork #HybridWork #FutureOfWork #InclusionInProgress     TIMESTAMPS: [01:55] How the Hub-And-Spoke model reimagines workspaces and how it enables a new level of collaboration [03:51] What are some of the key principles to applying hub and spoke office spaces? [05:50] What are some of the most common challenges for this Distributed Work Model? [06:17] How to know if the Hub-And-Spoke Model is best fit for your organization?     LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best. Uncover your ideal Distributed Work Model with our RISE™ Scorecard, created to give you personalized insights into what's impacting your team's workflows to discover which model is best fit for your teams. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

On this episode of Inclusion in Progress, we resume our Distributed Work Expert Series. With this series, we're  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to start highlighting distributed work leaders in companies to help forward-thinking leaders like you to: Navigate remote and hybrid work challenges with real-world examples Draw inspiration to find a distributed work model that is best suited for your teams Reimagine your workplaces with research-backed insights from experts at the forefront of the future of work conversation For this episode, we're joined by Leah Knobler, VP of People at Help Scout, who shares their company's commitment to accessibility, transparency, and intentionality — as a fully remote-first organization since 2012.  Leah shares how Help Scout continues to double down on their distributed work model — in spite of the current RTO (return-to-office) trends — and how their remote-first approach has allowed them to continue to grow globally year on year.

How do organizations create effective systems for remote work while maintaining strong connections? Wayne Turmel, co-founder of The Remote Leadership Institute and co-author of The Long-Distance Leader and The Long-Distance Teammate, shares his decades of experience helping teams communicate, connect, and thrive in dispersed workplaces.

As we've learned over the last five years, workplace flexibility is not one-size-fits all. Some teams need structure, others need autonomy. Some teams are scattered across the globe, and others are scattered across a state or a country. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Flexi-Remote + Core Office Weeks Model — which balances strong in-office presence and remote work flexibility for recruitment, retention, and performance goals.  We cover: How the model does against the three principles of our Inclusive Distributed Work™ framework What to consider before choosing this Flexi-Remote + Core Office Weeks Model for your teams The challenges of implementing this distributed work model and how it can affect your teams in the longrun We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today! #InclusiveDistributedWork #AsynchronousCommunication #HybridWork #InclusionInProgress   TIMESTAMPS: [01:52] Why is Inclusion in Progress highlighting different Distributed Work Models? [02:29] How do we define the Flexi-Remote + Core Office Weeks Model? [02:56] How does this distributed work model measure up against the principles of our Inclusive Distributed Work™ framework? [04:11] What are the challenges that may arise from the implementation of this model?   LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best. Learn more about Proximity Bias, The 3 Hidden Biases of Hybrid Work & How to Avoid Them. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

Springtime in New England is the worst. As I sit here on another cold and rainy “spring” day, I'm reminded of what I was told by someone when I first moved to Boston 25 years ago: “Springs in New England are wonderful.” I never trusted another word that person said after I experienced it for myself. Part of it is the waiting for something better that you hope is right around the corner in terms of sunny skies and warmer weather. And then two weeks later it will be 87 with 1000% humidity. But those two weeks of actual nice weather are pretty wonderful. But the waiting is rough, as transitions often are. Any kind of transition can be painful and wrought. Think about the transitions that you have gone through in your life, what it felt like, and what it took to get through it. It turns out that in many ways we are in another transition right now: something called Late-Stage Capitalism. We can look at the technological transitions taking place, the accumulation of wealth and the growing disparities it is bringing, environmental degradation, and the seemingly increasing number of financial crises as indicators of this transition being underway. But what comes next? To talk about social transformations and transitions, we welcome Jaime Schwartz to the Experience by Design studios. Jaime's expertise crosses a lot of areas, which is a good thing because we talk about the need to have breadth of knowledge and experience as we enter what he calls the Co-Creation Economy. Part of this lies in finding better ways for people to work together, using AI as a tool to help facilitate collaboration and flow. Another part of this is focused on helping corporations align their brands with a higher mission and purpose. Finally, we have co-creationism in art, where new technologies and approaches to expression create new ways of sharing, owning, and co-creating artistic expression. Overall, our conversation digs into how we successfully transition to embrace the promise that technological innovations have for making our lives better, and hopefully not being run over by it. And how by coming together we can accomplish great things. Team Flow Institute: https://teamflow.institute Mrkd Art: https://mrkd.artBrand Therapy: https://brandtherapy.coach

What does it really take to make flexible work succeed - at scale and over time? In this episode of the Digital HR Leaders podcast, host David Green sits down with Annie Dean, Vice President of Workplace and Future of Work Transformation at Atlassian, to explore how one of the world's leading tech firms is boldly reimagining work for the long term. Sharing insights from Atlassian's five-year journey as a fully distributed company, Annie unpacks how her team is using behavioural science, asynchronous collaboration, and AI to design a more human-centric and productive way of working. Join them as they discuss: The biggest lessons Atlassian has learned from five years of distributed work Why they built an internal behavioural science function, and how it drives their work design How asynchronous collaboration is redefining productivity and employee well-being How AI power users are saving up to 7 hours a week - and how Atlassian is enabling that shift Proven strategies to integrate AI into distributed team workflows Guidance for HR and people analytics leaders defending flexibility with data A sneak peek into upcoming research from Atlassian's Teamwork Lab Whether you're refining your flexible work strategy or looking to future-proof your organisation's operating model, this episode, sponsored by Worklytics, is packed with practical ideas and forward-thinking insights. Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity, and AI adoption. By analysing real work patterns - from meetings to tool usage - they empower teams to work smarter, not harder. And here's something special: Worklytics is offering Digital HR Leaders listeners a complimentary AI adoption assessment to understand how your teams are really using AI - and where untapped potential lies. But don't wait - spots are limited. Learn more at worklytics.co/ai Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Katherine Johnson, Chief Governance Officer at Storj, about why inclusivity is key for distributed work.You can learn about Storj at https://www.storj.io/

Hybrid work is a spectrum — and there are more than two options than just fully remote and fully in-office.  Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified over the past decade of working with remote and hybrid teams.  This episode breaks down the Asynchronous-First + Planned In-Office Time Model — which balances asynchronous or async work with intentional in-office time — balancing employees' desire for flexibility with curated networking and team-building opportunities to improve employee engagement.  We cover: How the async work model looks like in practice and why in-office time still matters What to consider before choosing this async + in-office model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today! #InclusiveDistributedWork #AsynchronousCommunication #HybridWork #InclusionInProgress   TIMESTAMPS: [03:14] How Inclusion in Progress defines and measures Inclusive Distributed Work™ [06:18] What are some of the key principles to applying asynchronous work with planned in-office time? [07:33] What are some of the most common challenges for this Distributed Work Model? [09:12] How to know if the Asynchronous-First + Planned In-Office Time Model is for your organization?   LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to William West, VP of People at Wrapbook, about why intentional design is the future of distributed work.You can learn about Wrapbook at https://www.wrapbook.com/

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Drew Fesler, Chief People Officer at RB Global, about how structure can help address the challenges of distributed work.You can learn about RB Global at https://rbglobal.com/

How do we build high-performing teams in a world where colleagues might never meet face to face?  At the X4 Summit in Salt Lake City, I caught up with two standout voices from Atlassian—Molly Sands, Head of the Teamwork Lab, and Emma Crockett, Head of People Insights. Together, they bring a rich mix of behavioral science, experimentation, and data-driven strategy to the future of work. In this episode, we unpack what it really takes to design distributed work environments that foster both productivity and connection. Molly shares how her team studies internal and external teams to understand what drives collaboration in a hybrid world, while Emma reveals how Atlassian turns insights into action by grounding people strategies in measurable outcomes. We talk about clear goal setting, the power of asynchronous communication, and how the physical workspace itself can evolve to support a flexible, purposeful culture. But this isn't just about metrics and models—it's about human connection. From a delightful experiment involving “Chief Vibes Officers” and quirky team questions, to Atlassian's scrappy and iterative approach to designing new ways of working, this episode offers real-world ideas for reimagining how teams collaborate. We also explore the pitfalls of defaulting to old habits like Zoom fatigue and information silos, and what it takes to fix them. As we touch on people analytics, the role of trust, and the impact of thoughtful measurement, Molly and Emma remind us that even with AI and automation in the mix, work is still about people. So, if your team is struggling with how to work better together—whether you're all remote, hybrid, or co-located—what lessons could you take from Atlassian's approach? Let us know your thoughts. How is your organisation adapting to the realities of modern teamwork?

On this episode of Inclusion in Progress, we kick off our Distributed Work Expert Series. With this series, we're  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to start highlighting distributed work leaders in companies to help forward-thinking leaders like you to: Navigate distributed work challenges with confidence, innovation, and inspiration from real-world examples Design a version of work that works best for your teams Reimagine and reconstruct the future of distributed workplaces  For our first episode, we are joined by Dajana Berisavljević Đakonović, Head of People at Toggl, who shares their company's commitment to creating successful, healthy work environments —  regardless of where their teams are across the globe.

From leadership gaps to communication barriers to unclear expectations — companies are missing opportunities to find a distributed work model that works best for their teams. On this episode of the Inclusion in Progress podcast, we discuss what is standing in the way of making distributed work models effective, why the debate should move beyond remote vs. RTO (return-to-office), and what leaders like you can do to unlock the true potential of distributed work in 2025 and beyond. To discover more actionable insights on building effective distributed work models that address key challenges and support both business outcomes and employee well-being, supplement your listening by downloading our Distributed Work Model E-Book. It's packed with actionable insights to help: Build clear, intentional work models that improve productivity. Reduce inefficiencies and turnover, boosting your bottom line. Position your company as a leader in inclusive, globally distributed teams. And if you want to learn more, we're partnering with clients using our Inclusive Distributed Work™ framework this year — all you have to do is reach out to us at info@inclusioninprogress.com.   LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best. Review our previous discussion on IIP096: The Hidden Biases of Hybrid Work. Learn more about Global Workplace Analytics' study on the Costs of Distributed Work. Check out Mark Ma and his team's full paper discussing the Return to Office Mandates and Brain Drain. Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

The option to work from home means that work truly works for everyone, says Avani Prabhakar, chief people officer of a large tech company. She explains how flexibility and asynchronous collaboration in a distributed workplace can unlock diverse global talent, level the playing field for introverts and actually increase productivity — without damaging company culture. (Made in partnership with Atlassian) Hosted on Acast. See acast.com/privacy for more information.

The option to work from home means that work truly works for everyone, says Avani Prabhakar, chief people officer of a large tech company. She explains how flexibility and asynchronous collaboration in a distributed workplace can unlock diverse global talent, level the playing field for introverts and actually increase productivity — without damaging company culture. (Made in partnership with Atlassian)

The option to work from home means that work truly works for everyone, says Avani Prabhakar, chief people officer of a large tech company. She explains how flexibility and asynchronous collaboration in a distributed workplace can unlock diverse global talent, level the playing field for introverts and actually increase productivity — without damaging company culture. (Made in partnership with Atlassian)

We've spent 2024 navigating some of the most pressing challenges facing our organizations today: Communication breakdowns between teams due to socioeconomic or geopolitical events The tug-of-war between return-to-office and remote work The politicization of diversity, equity, and inclusion (DEI) itself …all of which directly affects the teams that leaders claim they're supporting.    While organizations are feeling pressure to cut budgets or scale back their efforts — at Inclusion in Progress, we believe that this shift actually presents an opportunity. An opportunity to align inclusion, distributed work, and people-focused strategies more directly with an organization's objectives in 2025 and beyond — and continue to build freer, fairer workplaces that work for us all. As we wrap up the year, we're sharing the lessons we've learned from 2024, the challenges and opportunities for 2025, and what's next for us at Inclusion in Progress.  Finally, we'll continue to share our resources, insights, and conversations with you here on this podcast as a resource for globally-minded leaders like you. It's our hope that we can continue to shine a light on the benefits of flexible work — and enable you to continue to lead conversations about how to create your own inclusive distributed workplace.  Grab your copy of our Distributed Work Models playbook launching in January 2025. Or email us at info@inclusioninprogress.com to learn how we're continuing to support organizations with our Inclusive Distributed Work™ framework in the new year. #inclusionatwork #hybridworkplace #futureofwork #inclusioninprogresspodcast     LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our Distributed Work Models playbook to learn how to find the distributed work model that enables your teams to perform at their best. Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap" Listen to how the return-to-office debate has been politicized in our previous episode, IIP128: Why In-Office Mandates Hinder Innovation & Inclusion Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out! Learn how to leave a review for the podcast.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Adel El Mawla and Asaël Akkerman, Co-Founders at Workplaced, who talk about using a data-driven approach to distributed work.You can learn about Workplaced at https://www.workplace.com/

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Marie Carroll, VP of People, Culture & Operations at Social Factor, who talks about why belonging is so important in distributed work.You can learn about Social Factor at https://socialfactor.com/

How is the shift to hybrid and distributed work reshaping the very fabric of your organisation's networks? And how you can leverage these changes to build more effective teams and drive business success? In this episode of the Digital HR Leaders podcast, David Green is joined by Michael Arena, a pioneer in Organisational Network Analysis (ONA), to explore how networks have evolved since the height of the pandemic. Listen in as they explore: How organisational networks have evolved in a distributed work environment Key findings from Michael's research on optimal team size How HR leaders can implement network analysis insights to drive strategic action The role of AI in facilitating ONA and the future of network research This episode, sponsored by Workday, is essential listening for HR leaders looking to optimise team dynamics and embrace the power of organisational networks to thrive in today's world of work. Workday is a leading provider of enterprise cloud applications for HR and finance, recognised as a leader in the Gartner Magic Quadrant for Cloud HCM Suites. Organisations ranging from medium-sized businesses to more than 50% of the Fortune 500— including Netflix, Sanofi, AstraZeneca, and Rolls Royce—have chosen Workday to build their HR systems and implement Workforce Analytics solutions. Join them and learn more at workday.com Links to Resources: Michael Arena on LinkedIn: Michael Arena Workday: Workday MyHRFuture Academy: MyHRFuture Insight222: Insight222 Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Michael Alicea, CHRO at Trellix, who talks about why you need to be mindful about culture in distributed work.You can learn about Trellix at https://www.trellix.com/

Managing a distributed team sounds tough—until you hear how Matt Tait turned it into a competitive advantage for his business. In this episode Lee sits down with Matt, CEO of Decimal—a fast-growing bookkeeping and accounting firm that's taking “boring” and turning it into brilliance. Matt's journey is anything but ordinary: from a failed restaurant tech startup to scaling Decimal from a two-person operation to a team of 80 across four countries, he's learned firsthand how to lead with vulnerability, humility, and a dash of humor. Learn what it really means to “fail forward,” and how that mindset can help to navigate a remote-first, people-first business. Additional Resources: Connect with Lee on LinkedIn  Learn more about Unleashing Leaders Follow PeopleForward Network on LinkedIn Matt Tait on LinkedIn After the First Million podcast  Learn more about PeopleForward Network  Listen to the original episode on Unlocked podcast Key Takeaways: Embrace Vulnerability and Failure: Matt highlights the importance of “failing forward” and embracing vulnerability to grow as a leader. Building Remote Culture: Creating intentional connection points and valuing transparency is crucial to success in a remote workforce. Scaling with a People-First Approach: Matt emphasizes that business success stems from building a team that genuinely cares about each other.

Since 2022, employers have been working against a global talent shortage, particularly amongst knowledge workers. This has put immense pressure on teams, increasing the risk of burnout, and prompting some leaders to consider leaving their positions. Doubling down on DEI (diversity, equity and inclusion) to increase the presence of underrepresented or excluded groups — whether from non-traditional backgrounds, cultures, or life trajectories — is not just a nice-to-have. It's critical to help you widen, deepen, and strengthen your talent pool with ideas and perspectives. At the same time, it's important to remember that many of the traditionally excluded groups you're targeting with your DEI initiatives are greatly in favor of distributed work. Barriers to increasing diversity can be overcome if your organization embraces a true distributed work model. At Inclusion in Progress, we have utilized our three-step Inclusive Distributed Work™ framework to support companies with aligning their people-focused initiates with business critical objectives, to deepen their capacity to understand and address specific issues facing their globally distributed teams. If you'd like to collaborate with us this year to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call. #dei #leadership #inclusivedistributedwork #futureofwork     TIMESTAMPS: [03:34]  What can you do to encourage employee interaction, engagement, and productivity in a distributed work setting? [06:17] How do we define DEI? How does this definition differ when in the context of distributed work? [09:23] What are the challenges you first have to address before activating your DEI initiatives [14:11] What guidelines can Inclusion in Progress offer to help HR and People leaders on your DEI journey?     LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap" Read the full report of Work From Home Research's Global Survey of Working Arrangements. Learn more about Contending With Stereotype Threat at Work: A Model of Long-Term Responses Listen to episode IIP125 where we explore What is Inclusive Distributed Work™? An Introduction to Our Framework. Get started on mitigating bias at work with the help of episode IIP096: The 3 Hidden Biases of Hybrid Work & How to Avoid Them. Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.

Send us a Text Message.In this lively episode of the Remotely One podcast, hosts Rick Haney and Kaleem Clarkson chat with Sacha Connor, founder of Virtual Work Insider and a seasoned expert in remote work. Get ready for some valuable insights as Sacha takes us through her professional journey, marked by her pioneering role in remote work long before it became mainstream. Her story, deeply influenced by her Philadelphia roots, is one of resilience, innovation, and a commitment to redefining work in a distributed environment.Sacha's career took off in brand marketing after she graduated from Lehigh University. She worked at various advertising agencies, including the prestigious Goodby Silverstein & Partners in San Francisco. But her desire to get closer to the products she was marketing led her to The Clorox Company in Oakland, California, where she managed iconic brands like Hidden Valley Ranch, Kingsford Charcoal, and Brita Water Filters!A pivotal moment came when Sacha decided to relocate to Philadelphia after the birth of her first child. Not wanting to leave her role at Clorox, she boldly asked to work remotely from the opposite coast—a groundbreaking idea in 2010, long before remote work was widely accepted. Clorox agreed but with significant caveats. However, despite these limitations, Sacha embraced the challenge and became one of the early pioneers of remote work, navigating the steep learning curve during a time when the tools and technologies we now take for granted were still in their infancy.As Sacha's remote work experiment at Clorox evolved, she effectively led distributed hybrid teams. Initially, the company viewed her remote work arrangement as a temporary experiment with strict boundaries. Still, Sacha's success eventually paved the way for a broader acceptance of remote work within the company.Turning 40 became another turning point in Sacha's life. Contemplating the next stage of her career, she decided to establish Virtual Work Insider. Virtual Work Insider offers training programs aimed at developing virtual leadership skills and equipping leaders with the tools they need to manage hybrid, remote, or geographically distributed teams.They also assist organizations in developing "team working agreements" or "team charters," which are foundational documents that clearly define how teams will operate in a distributed work environment. These agreements cover aspects like meeting times, communication norms, and how to accommodate team members in different time zones, helping to overcome some of the challenges that come with flexible work arrangements.Sacha's experiences and insights provide a valuable perspective on the ongoing evolution of work in a post-pandemic world. As companies continue to navigate the complexities of hybrid work, clear communication, effective coordination, and strong leadership skills are becoming more critical than ever. Through Virtual Work Insider, Sacha is helping shape the future of work by providing the tools and training necessary for teams to thrive, no matter where they are located!Learn more about Sacha:Sacha on LinkedIn: https://www.linkedin.com/in/sachaconnor/  Learn more about Virtual Work Insider's training programs and speaking engagements: https://virtualworkinsider.com/

In today's episode, we have a fascinating discussion with Mark Cruth, a principal modern work coach at Atlassian. Mark brings a wealth of experience and insights on how to effectively manage and collaborate with distributed teams in our increasingly global and remote work environment.Throughout the conversation, Mark shares:The importance of being intentional about using technology to bridge the gaps between team members working across different time zones. The concept of "intentional togetherness" and how it's crucial for remote teams to purposefully create opportunities for building trust, connection and alignmentHow Atlassian designs its office spaces and schedules in-person team meetups to foster collaboration and maintain strong team dynamics.Effective onboarding strategies for integrating new hires into a distributed teamThe importance of being authentic and accommodating individual work styles and needs within a teamFocused on practice over theory, Mark is a pragmatic modern work designer and coach. With over a decade of experience experimenting with teamwork practices at places like Boeing, Nordstrom, Charles Schwab, and Rocket Mortgage, Mark's mission is to inject modern ways of working, a transformation mindset, and the power of expert storytelling into everything he does.Today Mark works as the Principle Modern Work Coach for Atlassian, a company focused on unleashing the potential of every team! Mark spends his days coaching both Atlassian and customer teams on new ways of working, then sharing what he's learned at events around the world!Connect with Andy Storch:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Join us at the Talent Development Think Tank ConferenceConnect with Mark Cruth:LinkedIn

In this episode of the Inclusion in Progress podcast, we share more about our signature Inclusive Distributed Work™ — which we've used with tech companies worldwide to support their distributed teams.   At Inclusion in Progress, we define distributed work as physical distribution (remote, hybrid and in-office) and geographical distribution (global and multicultural). Which means that even before March 2020, our teams were already distributed. Today, the success of your distributed teams depends on enabling collaboration across difference, geography, culture and time zone — so you can avoid costly attrition due to misunderstandings and inefficiencies; attract and retain top talent; improve communication and collaboration; and increase your global reach and market share.   Utilizing our three-step framework, we've supported companies with aligning their people-focused initiatives with business critical objectives, and deepening their capacity to understand and address specific issues facing their globally distributed teams. If you'd like to collaborate with us this year to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call.   #psychologicalsafety #leadership #inclusivedistributedwork #futureofwork TIMESTAMPS: [5:55] Empowering distributed teams with a shared culture beyond office walls. [8:10] Distributed work is a natural evolution of work, enabling collaboration across differences for success. [13:02] The benefits of enabling inclusive behaviors, mitigating bias, and strengthening communication protocols. [16:11] Strategies for fostering psychological safety in distributed teams. LINKS: info@inclusioninprogress.com www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress  Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap" Listen to our previous episode where we discuss how Inclusion in Progress got started and 3 Ways Sponsorship Can Address the Gender Gap in Leadership Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.  

Don't call it remote work. Today Johna and Greg dive into distributed work– the future where there is no office vs. remote, there are just asynchronistic workers and their computer screens. Leaders have to move beyond “management by walking around” or “onboarding by shadowing.” They need to carefully select their ecosystem of tools (and tools... Read more »

Don't call it remote work. Today Johna and Greg dive into distributed work– the future where there is no office vs. remote, there are just asynchronistic workers and their computer screens. Leaders have to move beyond “management by walking around” or “onboarding by shadowing.” They need to carefully select their ecosystem of tools (and tools... Read more »

Don't call it remote work. Today Johna and Greg dive into distributed work– the future where there is no office vs. remote, there are just asynchronistic workers and their computer screens. Leaders have to move beyond “management by walking around” or “onboarding by shadowing.” They need to carefully select their ecosystem of tools (and tools... Read more »

In this special episode of LinkedIn Presents: Redefining Work Reports, I sit down with Shelby Wolpa to discuss insights from her 2024 Distributed Work: People & Practices Report.

In this mini-series, we are focusing on the power of distributed teams to take companies at all growth stages to the next level. Webflow has been a pioneer in leveraging a distributed workforce since 2013, VP of People Mike Podobnik joins Katie to discuss how Webflow has grown and expanded with its team, and the lessons learned along the way. They discuss the challenges and opportunities of a global workforce, and how to foster community across borders. Join Oyster's Free People Builders CommunityThis podcast episode was produced by Quill.

The fundamental skills of leadership have changed in the 2020s. Whether you're brand-new to a leadership role or a seasoned veteran, the remote work boom has added a new layer of complexity to your work.What does it mean to lead in a virtual space and how can we connect, communicate, and inspire others without that face-to-face contact? Stephan Dohrn has been asking these questions for longer than most. In fact, they have been key to his work with Radical Inclusion, Remote-how, and his own consulting business.He joins me in this episode to explain and explore the changing face of leadership in the age of remote work, the new skills that are needed, and how we can facilitate teams and their leaders into happier, more productive remote working arrangements.Find out about:Why leadership — and the work of those under leaders — is more habitual than we realiseHow to make a team gel because of (not in spite of) their different working stylesWhy traditional, ‘static' teams are becoming outdatedHow remote work has made leadership easier and more fruitful, as well as its challengesWhat to do when ‘team building activities' don't appeal to individuals within a teamTools and tips for facilitating team conversations without in-person connectionsDon't miss the next episode: subscribe to the show with your favourite podcast player.And download the free 1-page summary, so you can always have the key points of this episode to hand.Put the episode's best takeaways into practice with Skillding. Visit skillding.com/workshop to begin your journey from learning to doing. Track your progress as you hone your new skills. Start now!Links:Watch the video recording of this episode on YouTube.Connect to Stephan:On LinkedIn.Explore Stephan's businessSupport the show:Make a one-off donation and contribute to the ongoing costs of running the podcast.Support the showCheck out the podcast map to see the overview of all podcast episodes: https://workshops.work/podcast-map

Sponsored by Nola Simon Advisory: Learn More From This Bonus Podcast Episode This week, I happened to notice an article published by someone who does similar work as me.  He recommended tying hybrid/remote or work from home (whatever version of distributed work the company offers) to performance metrics. I have several issues with this approach as I've had to live with this type of policy.  I broke my foot and ended up on leave, had a massive car accident which also required a medical leave, 2 deaths in the family, settling the estate from hell all while working full time and parenting two kids and helping my husband run his home renovation business. Life happens. Feeling as though you can lose your flexibility at any moment, doesn't make you feel valued and supported as an employee.  

If you listen to many episodes of my podcast, you'll note that I keep the intro really short.  I'd rather focus on the guest and the ideas as well as any takeaways we can highlight.  Same with the outros.  I might ask you to rate and review the podcast on your favourite player.  I might mention my website www.nolasimon.com or ask you to check me out on LinkedIn but I've never really done a full blown ad for my consulting business Nola Simon Advisory. I don't have a sponsor - I fully fund the podcast and all the research I do.  With the exception of 2 books featured on this podcast, I've bought the books in order to prepare for the interviews. I don't love ads interrupting podcasts when I listen to other shows.  I came up with the idea to do a bonus episode so I can add this into show notes.  That way you can listen to me talk about why I podcast and how it fuels my business if you want to click on the episode. You can easily avoid it if you are not representing an organization who might want to work with me.  I'm a B2B consultant but I want my podcast and the information and ideas to help not only my ideal clients but anyone who is interested in learning about hybrid/remote and the future of work.  I want to be the resource I needed 10 years ago when I was starting to advocate for workplace flexibility.   All my info for the business is nicely in the shownotes.  I try to always make sure my website and Linkedin profile are in the show notes for each episode but I don't always remember.  If I add the link for this episode to the notes for each episode, it's much less work.  It also makes it easier for anyone to refer me to someone looking for my consulting and speaking services. The podcast and the majority of my work on social media is free.  Substack is free for 6 months and then there is a small monthly fee (it's an experiment). The work that keeps my lights on and pays my bills is the consulting work and the speaking engagements.  This is where I need help with introductions, recommendations and referrals. I'd love to add community into the mix but that's been harder than expected. Who Am I? I'm an international consultant who has advised hybrid/remote work teams for the last 10 years (well before it was a daily headline). I've worked for 5 different corporations, 2 of them global, over the last two decades. I pioneered hybrid work and have worked some version of hybrid/remote since 2012. If I'm tossing metrics, I like to mention that I owned business-critical relationships totalling more than $1 billion. My deep expertise means that I've been interviewed extensively in the media - newspapers, television, radio, magazines. I spoke at a world-class conference about the positive impacts of hybrid/remote on work and wellness. I am well-connected and have the ear of senior transformation consultants and futurists around the globe. I run the Hybrid/Remote Centre of Excellence, a membership designed to support & inspire C-Suite, HR experts and leaders. It's unlike anything else in the world. This cutting edge resource is powered by my podcast of the same name - 30 episodes & counting & thousands of downloads. I'm focusing my efforts on becoming one of the best resources for B2B hybrid/remote education today. The #1 skill for the 21st century is navigating uncertainty. You don't have to do it alone. If you have been tasked with creating hybrid/remote strategy and are feeling overwhelmed with content, statistics, opinions (no shortage of those!!), I can help you make progress. What you get when you work with me: deep research innovative thinking leadership through storytelling expertise in difficult conversations future-focused creativity initiative accountability employee perspective co-creation ability to operationalize change How does my work make people feel? ´You are the voice of the unheard employee.' ‘I need you to speak to my management team. I don't think they have any idea how to do hybrid well.' ´I've been working remotely for 20 years and it's so good to see someone talk about remote in such a positive way. Thank you for being an advocate.' ´I had to speak with you because it's so rare to find like-minded people who are willing to go on camera and advocate for a better future of work.´ The work I do with you helps you create long-term solutions that will not only retain and attract staff, it will help them thrive. You will ensure the business is set up to succeed but also be at the forefront of leadership. FAQs: Watch Nola answer the top 10 questions she's asked + 1 bonus question she wishes people would ask Media: Nola Simon media appearances Podcast Guest Appearances: Spotify podcast guest playlist - Nola Simon Testimonials: Read What People Say About My Work Social Proof: Subscribe to the newsletters: Hybrid Remote Excellence - Substack The Throughline Project - LinkedIn Free Stuff: Nola Simon - Hybrid/Remote Futurist - NolaSimon.com | LinkedIn Nola Simon (@nolasimontjo) on Threads Nola Simon (@nolasimontjo) • Instagram photos and videos YouTube Pinterest TikTok   Follow the Podcast Love the Podcast - Rate & Review   Email: nola@nolasimon.com Phone: 905-960-6794 Website: www.nolasimon.com  

Konstantin Ribel: Rebuilding Scrum Team Dynamics To Overcome Remote Work Anti-Patterns Read the full Show Notes and search through the world's largest audio library on Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Konstantin recounts a team's struggle rooted in prioritizing individual tasks over collective effort. Daily meetings centered on status updates fostered a fragmented and siloed work environment. The team working remote made the issue even worse, making it hard to have face-to-face interaction and pair-working. All of these patterns resulted in underperformance. Konstantin advises regular team gatherings, emphasizing the importance of on-site collaboration. He underscores the human element, urging teams to function cohesively as people. Featured Book Of The Week: The Miracle Morning by Hal Erold In this segment, Konstantin delves into how his morning routine, inspired by "The Miracle Morning," by Hal Erold has profoundly influenced his role as a Scrum Master. He emphasizes the critical link between personal and professional development, crediting the book "Extreme Programming Explained" for its condensed wisdom. Konstantin highlights Kent Beck's mantra of "do more of what works" and expresses a preference for pair working, acknowledging its occasional impracticality. He consistently applies the insights gained from this book, advocating against the anti-pattern of delayed feedback in his work with teams.   [IMAGE HERE] Do you wish you had decades of experience? Learn from the Best Scrum Masters In The World, Today! The Tips from the Trenches - Scrum Master edition audiobook includes hours of audio interviews with SM's that have decades of experience: from Mike Cohn to Linda Rising, Christopher Avery, and many more. Super-experienced Scrum Masters share their hard-earned lessons with you. Learn those today, make your teams awesome!     About Konstantin Ribel Konstantin drives organizational success through innovative thinking, simplifying processes, and building high-performing teams. With a strong track record in change management and process optimization, he leads agile transformations and applies systems thinking for adaptable, thriving businesses in dynamic industries. You can link with Konstantin Ribel on LinkedIn. 

Marks links:Personal SiteAtlassian Company SiteAtlassian PlaybookAtlassian University

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Annie Dean, VP of Team Anywhere at Atlassian, about implementing a successful distributed work model.You can learn about Atlassian at https://www.atlassian.com/

The predecessor to the office was Florence's Uffizi Gallery – an admin building to the Medici mercantile empire. That was in… 1560. In the centuries to come, work was revolutionized, with perhaps the most well-known inflection of Ford Motors adopting the 40-hour work week in 1926. The cubicle? We have Robert Propst to thank for that, entering the picture in 1968. It wasn't until the 80s when the Internet appeared on the scene and wifi released in 1997, forever changing the way people live and work. Since then, companies have continued to adopt many of the practices from the 20th century, despite the possibilities being fundamentally different.COVID sent a shock into that system, forcing many people to adopt a distributed model and despite much debate about what the future holds, this episode will highlight the many ways that companies are continuing to adapt.Will companies shift toward more asynchronous work? How will a distributed model shift the way we hire? How will companies attract top talent, and is remote the only benefit that matters? What workers and companies will come out on top of this sea change?And of course… is the office dead? We'll address these questions, and much more!Topics covered:00:00 - History of remote work3:27 - Is the office dead?7:05 - Async vs sync16:18 - Building culture remotely27:15 - Attracting top talent31:16 - The evolution of benefits36:04 - Remote work vs work39:29 - Location-based pay46:36 - Open salaries51:23 - Vetting top talent55:32 - The need to adapt58:39 - Rewriting the rules1:03:09 - Infrastructure gapsResources: GitLab's Remote Handbook: https://about.gitlab.com/handbook/Deel's Salary Insights Tool: https://www.deel.com/salary-insightsDeel's State of Global Hiring report: https://www.deel.com/state-of-global-hiring-2022Deel:Deel's website: https://www.deel.com/Deel on Twitter: https://twitter.com/deelAlex on Twitter: https://twitter.com/BouazizalexSafetyWingSafetyWing's website: https://safetywing.com/SafetyWing on Twitter: https://twitter.com/safetywingSondre on Twitter: https://twitter.com/SRaschGitLab: GitLab's website: https://about.gitlab.com/GitLab on Twitter: https://twitter.com/gitlabDarren on Twitter: https://twitter.com/darrenmurph Stay Updated: Find us on Twitter: https://twitter.com/a16zFind us on LinkedIn: https://www.linkedin.com/company/a16zSubscribe on your favorite podcast app: https://a16z.simplecast.com/Follow our host: https://twitter.com/stephsmithioPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. For more details please see a16z.com/disclosures.

With much coverage of technology lined with pessimism, the a16z Podcast returns to highlight the bright side of technology, alongside the founders building it. But before featuring the solutions in progress, we wanted to explore why building the future is still so important.And who better to traverse this ground than a16z's own cofounder Marc Andreessen, who has built and invested in the future time and time again, especially when it wasn't the obvious thing to do.Together with Marc, this episode explores technology through the lens of history – including the three stages of human psychology as we encounter new technologies, how that process often manifests in regulation, when to change your mind, the Cambrian explosion of opportunity coming from distributed work, the importance of founder-led companies, and perhaps most importantly, we examine why there's still much reason for optimism. Resources:Marc on Twitter: https://twitter.com/pmarcaPessimist's Archive: https://pessimistsarchive.org/ Stay Updated: Find us on Twitter: https://twitter.com/a16zFind us on LinkedIn: https://www.linkedin.com/company/a16zSubscribe on your favorite podcast app: https://a16z.com/podcastsFollow our host: https://twitter.com/stephsmithioPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. For more details please see a16z.com/disclosures.