Training Industry Magazine - March/April 2021 - 50

as close to your computer or phone's
camera as possible. Depending on the
position of that camera, this may mean
looking directly at the camera rather
than at the screen. However, if you're
working on a laptop, positioning
the video-conferencing window at
the top and center of the monitor
should suffice.

Left unchecked, this sort of behavior
can destroy camaraderie between
team members, ruining relationships
and even careers. That's why it's crucial
to help your team shift toward a hybrid
mindset and way of collaborating.

Emphasize inclusion.
Don't leave it up to
chance.
In a hybrid environment where some
people are in the office while others video
conference in, on-screen employees are
often forgotten and have a harder time
participating in the conversation.
One way to get around this is to have
everyone dial in " remotely. " It might
seem awkward to have employees
video conferencing while sitting at
adjacent desks, but conducting the
meeting virtually puts everyone on
a more level playing field. By having
everyone video conference in, you can
set the same expectations of every
participant regarding how they should
engage in the call.
Unfortunately, this solution still doesn't fix
the issue of water cooler conversations.
For instance, let's say six colleagues
meet virtually to prepare an important
presentation; four are in the office, and
two are at home. When the meeting is
over, the four in-office employees go to
lunch together and finish the presentation
- effectively excluding the two
remote employees.

Start by providing clear expectations.
For
example,
all
work-related
conversations must be held via agreedupon communication channels. Then,
model the behaviors you want your
reports to display. Stop someone
when they drop by your office to
chat and ask whether this needs to
be communicated to others on the
team. If so, how do they intend to
do that? Finally, enforce equitable
communication with appropriate rewards
and consequences.
It's hard work to change a culture, but
it's necessary work. The end result will
be a more cohesive and truly inclusive
workplace.

Create moments
to connect.
When you can't just grab someone for
a quick coffee, you have to find other
ways to connect with them on a personal
level. Virtual happy hours are a popular

way to build comradery, and -with a
little more effort - you can host virtual
talent show or trivia night to help your
team, department or organization bond.
In one-on-one conversations, try asking
less predictable questions to elicit a
more personal response. A simple
question like " What are you doing for
fun these days? " can get a discussion
going. And, instead of simply asking how
employees are doing, ask employees to
use an animal or weather comparison to
describe how they're feeling. " I'm feeling
like a heavy rain cloud, " or, " I feel like an
anxious puppy, " is far more descriptive
than, " I'm fine. "

Focus on what's
achievable for you.
Virtual happy hours and animal metaphor
questions are all great if they fit with
your leadership style. But, opening up
lines of communication with your reports
doesn't need to be a big production; it
can be as simple as holding open office
hours and inviting folks to drop in to
ask a question or just catch up. The key
is finding ways to communicate that
are congruent with who you are as a
person and as a leader. At the end of
the day, you have to find methods that
are natural and sustainable for you. That
is how you will be the most effective in
making the hybrid workplace work for
your organization.
Scott Simmons is the CEO of Ariel. He
brings more than 20 years of experience
leading sales teams and managing
complex client relationships to his role.
Email Scott.

Executive Summary
Hybrid workforces are here to stay, so what does it take to successfully lead a dispersed team? First and
foremost, communication. By being present, intentional, creative and authentic in both in-person and virtual
interactions, leaders can keep their reports engaged and build a culture of enthusiastic collaboration.

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Training Industry Magazine - March/April 2021

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