Working remotely builds organizational resiliency

For many, moving from everyone’s-working-from-the-office to everyone’s-working-at-home isn’t so much a transition as it is a scramble. A very how the fuck? moment.

That’s natural. And people need time to figure it out. So if you’re in a leadership position, bake in time. You can’t expect people to hit the ground running when everything’s different. Yes, the scheduled show must go on, but for now it’s live TV and it’s running long. Everything else is bumped out.

This also isn’t a time to try to simulate the office. Working from home is not working from the office. Working remotely is not working locally. Don’t try to make one the other. If you have meetings all day at the office, don’t simply simulate those meetings via video. This is an opportunity not to have those meetings. Write it up instead, disseminate the information that way. Let people absorb it on their own time. Protect their time and attention. Improve the way you communicate.

Ultimately this major upheaval is an opportunity. This is a chance for your company, your teams, and individuals to learn a new skill. Working remotely is a skill. When this is all over, everyone should have a new skill.

Being able to do the same work in a different way is a skill. Being able to take two paths instead of one builds resiliency. Resiliency is a super power. Being more adaptable is valuable.

This is a chance for companies to become more resilient. To build freedom from worry. Freedom from worry that without an office, without those daily meetings, without all that face-to-face that the show can’t go on. Or that it can’t work as well. Get remote right, build this new resiliency, and not only can remote work work, it’ll prove to work better than the way you worked before.

4 thoughts on “Working remotely builds organizational resiliency

  1. I find it interesting that the last few posts about WFH have generated the least amount of blog comments in a long time.

    1. I wonder if the lack of comments isn’t necessarily an indicator of hits/engagement. I’ve hit this blog more times in the past 2 months than I have in the past 2 years.

  2. I really liked your article, but will not post it to my network due to the language. Just something to think about.

  3. One of my first thoughts when I heard that many companies were making their employees work remotely was that this upheaval will draw a clearer line between which companies and which employees are able to adapt. I’m glad I’ve been reading your books and blog so I can be one of them!

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