The Great Debate
Working from anywhere.
It’s a key attraction for many, but is working from anywhere the best for creating deep and lasting team culture?
It's Friday afternoon, and as I stand at the sink washing up my coffee cup, I'm struck by how much my end-of-the-workday rituals have evolved. It wasn't long ago that this simple act would be followed by rounds at the pub, celebratory team dinners, or even mountain biking with colleagues. Today, it's swimming lessons with my primary-school-age children. Admittedly, there's less alcohol involved now (certainly in the pool), but this change stands out as a reflection of today's evolving work culture.
Before remote work became an option, I can't fathom how I would have balanced my professional responsibilities with my personal commitments. This isn't about choosing between an afternoon drink and time with my kids; it's about something more fundamental. I genuinely doubt that I could have managed the demanding roles I've held while being present for both the significant and everyday moments of parenting. Given the timing of swimming lessons, the rigid structure of my previous work patterns simply wouldn't have allowed me to do both.
The Dual Impacts of Hybrid Working
In the days following this reflection, I found myself thinking deeply about the impact of hybrid work. While it’s been a game-changer for me personally, I recognize that team dynamics and cohesion can sometimes suffer. At the core of leadership lies relationships—the bonds you build with each team member are crucial to success and culture. Countless studies, books, and thought leaders reinforce this truth: results flourish when the right culture and teamwork are in place.
Balancing these competing priorities is a challenge I face, and I know my team does too. This isn't just about working parents; it's about everyone. People want—and need—lives outside of work. As leaders, we should encourage this. Personal experiences enrich creativity, insight, and connections—all vital for a thriving team. Reflecting on when my team's culture was at its best, it was during times of shared physical workspaces and the consistency that only in-person collaboration can provide.
This presents a difficult balancing act for leaders. While most organizations offer overarching guidance on work styles, the true implementation falls on individual managers. Finding the sweet spot between the flexibility of remote work and the value of in-person connection is one of the most critical leadership challenges of the next decade.
Nothing is a really ever a binary decision
Yet, as with most complex decisions, the reality isn't binary. Some leadership principles remain timeless—listening to your team, understanding their needs, and fostering flexibility were valuable long before remote work became widespread. These principles still hold true today. Building trust and offering autonomy, while ensuring accountability, remains a cornerstone of effective leadership.
Currently, I'm applying the same mindset I use for approving vacation requests. My philosophy is simple: you're an adult, you have my trust, and I believe you’ll manage your responsibilities. This trust, of course, comes with accountability, and feedback is key when adjustments are needed.
I'm also considering "team days," where we intentionally come together in person. Organizing these takes effort, and I take on that responsibility to allow my team to focus on their core work. Flexibility is crucial, especially with a geographically dispersed team. Striking the right balance—ensuring collaboration without imposing unnecessary demands—is vital for long-term success.
As new generations of leaders enter the workforce, hybrid working will no longer be an adjustment but the norm. However, I hope that the importance of in-person collaboration remains a priority. The challenge for aspiring leaders is to adapt, innovate, and find ways to foster meaningful connections while embracing the flexibility that modern work demands.