Hybrid

How to run a hybrid team meeting

  • Instal monitors into your conference room can be helpful in displaying those who are remote so it feels like they are in the room with you.
  • Always keep someone on standby who is tech savvy. Then that individual can step in and solve any tech-related issues without jeopardising the call itself. Ideally, there would be someone on both ends of the hybrid team meeting….
  • The alternative to this being having each of your tream trained on how to troubleshoot the most likely tech issues to arise.
  • Don’t forget that any hybrid team meeting is also the ideal opportunity to share info across the team. We advise aiming to share as much as possible. Even if this is just to promote inclusion, and that no member of the hybrid team is being forgotten.

digital leadership skills

Our digital leader 2021 tips

  1. Apply the four types of Empathy
  2. Be an advocate for work-life balance
  3. Create time for social / non-work activities
  4. Ask for and share feedback regularly
  5. Offer individual support directly…
  6. … as part of your regular 1-to-1’s
  7. Use empowerment built upon trusting worker-manager relationships
  8. Instill work meaning
  9. Always be transparent
  10. Prioritise ‘connectedness’ over constant messaging
  11. Use any tech that facilitates ‘remote working‘
  12. Establish communication norms and expectations

digital leadership skills

How to help remote leaders adapt to hybrid working

Many companies have committed to continuing some form of remote working post-pandemic. Probably, hybrid working.

Remote Worker Wellness, lady's hands at laptop
Digital Transformational Leadership

Digital Transformational Leadership

that said, for graduates and other newly onboarded new employees, 2020 and 2021 have their own challenges. Not just poor broadband, working from your bedroom or other home working distractions.

The major difficulties have firstly been integrating new staff into team and company cultures. Secondly, and aligend with the first is how best to train and transfer knowedge – especially for knowledge workers when there is no one-on-one interaction.

Hiring managers are particualrly eager to learn how best to integrate new graduates within remote working set-ups.

Well-being is another priority for HR managers. The need now to facilitate healthy staff relationships among employees. As well as providing all the communicatation and digital collaboration resources needed to support remote working teams.

Digital leadership

Remote Leadership skills

  • Many employees report they’ve been as productive or more productive while working remotely. 45% of newly remote workers said their sense of belonging suffered after they started working from home.
  • This is why companies need to make a concerted effort to address new employees’ social and emotional needs by introducing them to people across departments. Also, by setting up unstructured time that provides a chance to build relationships without the pressure of deadlines or other stresses.
  • Managers who have demonstrated emotional intelligence and a firm understanding of the company’s mission and values should be mentors to new employees.
  • Ongoing training and professional development opportunities should be available, particularly to recent graduates and other young employees, who place a premium on education in the workplace.
  • There are many strategies for bringing young remote workers on board and helping them feel comfortable in their new roles.
  • Hiring managers and HR professionals should remember that the era of remote work doesn’t mean the importance of human connection has diminished.

Remote leader

Establish team roles and team responsibilities

Some of your team will thrive working remotely, whilst other reports will feel less motivated.

It’s important that you check-in with each of your team as part of your regular 1-to-1’s. This can be simple as asking, How are you doing? to test the water for how well they are currently coping.

Your team will outline their current challenges to you. Then, as the transformational skills leader you need to constantly reassess their relative strengths and weaknesses.

Our other remote leader skills content

Leader Psychometric Tests to purchase

Hogrefe’s and Hogan’s Leadership Assessments available

BOMAT (Form D)
Leadership Judgment Indicator LJI-2 (Global)
Hogrefe (Sales) LJI-2
Leadership Judgement Indicator LJI-2 (Standard)
NEO-PI-3 (Self-report)
Hogan Personality Inventory
Hogan Development Survey for motivation
Motives, Values, Preferences Inventory

Other Popular Senior Assessment Tests available

  • MBTI for personality type
  • California Personality Inventory for personality traits
  • Transformational leadership
  • Emotional Intelligence measures: the Emotional Judgement Inventory
  • Resilience measures
  • Leadership derailers such as Hogan’s Dark Side
  • FIRO B for interpersonal relations

– – –  Remote leader  – – –

Senior Executive Assessments Projects

  • BBC Worldwide development centres and feedback report writing for the leadership group
  • BAe Systems development centres and feedback delivery for senior managers
  • British American Tobacco development centres (in the UK and Ukraine) and report writing
  • BNP  Paribas development centres, report writing, feedback, development plan coaching
  • King’s College London – development events as part of the change programme
  • Director-level assessments and report-writing for Hilton and Radisson hotels
  • Executive assessments for various NHS Primary Care Trusts (Chairman level)
  • Financial Services Authority – assessing and report writing
  • Assessing/report writing for the Department for International Development (Senior Directors), the Ministry of Justice and Dept. of Health
  • 2-year recruitment project for all levels of a shared service centre (the DVLA)

Executive Assessments

In-depth individual executive assessments are for senior-level appointments. It’s always important to find the right person for a job and to sift out unsuitable applicants. For high-level recruitment, it’s particularly important, since a poor selection can prove to be an extremely expensive mistake.

Executive Profile Fit

The candidate goes through a series of tests and exercises, including an extensive interview. The executive assessment uses high-level aptitude tests and a general personality questionnaire. Plus other more specific personality questionnaires, such as those that measure relationship building or conflict management.

Bespoke role plays also feature in executive assessments depending upon the nature of the role, for example, a media-handling role-play exercise if that is pertinent to the job.

Remote leader

General Personality Tests available for Executive Assessments

  • SHL’s Occupational Personality Questionnaire (the 32-scale OPQ).
  • Kenexa’s OPI.
  • OPP’s 16PF5 Personality Questionnaire, MBTI Step I, MBTI Step II and the California Personality Inventory.
  • Saville Consulting’s Wave Styles.
  • Talent Q’s Dimensions.

Specific Personality Tests available for Senior Executive Jobs

  • Hogan Development Survey (de-railers)
  • Kenexa and SHL’s Motivation Questionnaires
  • FIRO-B (relationship building)
  • MBTI for Teams (team relationships) and MBTI for Coaching
  • EJI and EIQ (emotional intelligence measures)
  • Thomas-Kilmann Conflict Mode (conflict management)
  • SHL’s Corporate Culture Questionnaire and Customer Contact Styles Questionnaire

Remote leader

Korn Ferry Executive Assessments available

Dimensions
Drives
Logical test
Numerical test

– – – Senior Executive Jobs  – – –

Pearson Executive Assessments Available

Raven’s Standard Progressive Matrices (v2.0)
Watson-Glaser II (Form D)

Aon Hewitt Executive Assessments Available

Focus Styles
Swift Analysis Aptitude
Comprehension Aptitude
Swift Executive Aptitude
Wave Professional Styles
Strengths
Workplace English

– – –  Remote leader  – – –

Psytech Executive Assessments Available

15 FQ+
Adapt-G

Hogrefe Executive Assessments Available

BOMAT (Form D)
LJI-2 (Global)
(Sales) LJI-2
LJI-2 (Standard)
NEO-PI-3 (Self-report)

Hogan Executive Assessments Available

Business Reasoning Inventory
Development Survey
Motives, Values, Preferences Inventory
Personality Inventory

Cut-e Executive Assessments Available

Scales numerical
sx Scales
Scales verbal
Shapes
Typing exercise
Views

Remote leader

Leader Assessment – Leadership Climate Indicator


PSI’s Leadership Climate Indicator LCI measures leadership climate set by individual leaders, groups of leaders, or both. It provides powerful diagnostic information to inform strategic initiatives such as culture change or other organisational development programmes.

Insights generated through the LCI:

Provides leaders with feedback about the climate they create.
Enable senior leadership teams to understand how employees feel being led by them.
Builds openness and trust.
Cultivates a leadership climate that will create a culture of sustainable high performance.
Helps organisations increase employee engagement, well-being and productivity.
Enables targeted L&D and leadership development strategies.

Contact Us Today