Leading Hybrid Teams

Summary 

Does this sound familiar? Robbie working remotely can’t find the current process map his team is developing and when he sends an instant message and then a phone call to the team lead there is no response, so he sits and frustratingly waits.

There are benefits to remote and hybrid work from the flexibility of time for life and living to managing the well being needs of self and others including child/elder care. The key to performance success with hybrid teams is to create clear expectations around communications, time frames, and shared resources and to communicate them actively among all teammates. Creating a culture of open conversations, curiosity, and trust in the intentions of everyone, regardless of location and time, is the framework hybrid teams require to work effectively and efficiently with each other.

Research and our personal experience have shown trust is a key factor in team performance, and by extension, in organizational performance. As COVID-19 brought about a sudden shift to hybrid and virtual collaboration, the need for trust-building in new ways was seen. In this session we will explore how you can foster trust and develop the communication and workflow process techniques needed within your hybrid and virtual team.

Learning Objectives

• Describe what a hybrid team is in terms of people and place
• Identify 5 key process techniques used in creating performance success for hybrid teams
• Identify 6 key questions to use in determining whether to have in-person events
• Describe 2 different modes of communication and 4 modes of information need that can benefit the hybrid employee

After years helping organizations strategically develop, engage, and retain talent, Bill Ryan founded Ryan Consulting, LLC. Blending deep expertise in learning, talent development, and technology, he partners with clients to advance business goals by optimizing people, process, and purpose.

Bill has led performance support and instructional design initiatives in government, corporate, and healthcare settings. His corporate leadership experience includes serving as CLO and CIO, guiding talent growth and technology adoption to drive impact. He has partnered with organizations like the Center for Internet Security, Liberty Mutual, Delta Faucet, and education institutions to implement customized strategies addressing gaps in competencies, leadership capabilities, staffing, and retention.

Recent projects include developing a competency-based hiring framework for retail, a state workforce development initiative expanding talent pipelines, a leadership development program for manufacturers, and introducing “Workflow Learning” techniques with Vignettes Learning.

Bill holds a Ph.D. in Computing Technology in Education and is deeply passionate about the intersection of learning and technology. He is eager to collaborate with new partners seeking innovative yet practical strategies for empowering people and organizations. Visit www.williamjryan.com and reach Bill at bill@williamjryan.com or (502) 797-2479.