Greetings Decision maker,
As flexible work schedules become increasingly popular, one crucial aspect of employee development has taken a hit: mentoring. Recent findings by WFH Research show that on-site employees devote more time to mentoring and professional development than their remote counterparts. No wonder leaders who previously showed strong support for flexibility like Marc Benioff and Mark Zuckerberg changed their minds, at least about junior staff, pushing them to come to the office for three days a week – but also asking senior staff to come to the office to mentor recent hires.
Unfortunately, their proposed solution is wrong-headed. Mandating in-office attendance for most of the workweek is bound to lead to attrition, resistance, disengagement, and lowered productivity. And it will not be very effective for mentoring, either: senior staff resent coming to the office with the sole goal of mentoring junior staff by osmosis. They tend to go to their office or cubicle, put on their headphones, and try to avoid interacting with anyone else. Instead, the solution is a structured mentoring program that embraces flexible schedules.
To learn more, check out this blog.
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Prefer video to text? See this video based on the blog:
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If you prefer audio, listen to this podcast based on the blog:
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"I contacted Dr. Gleb to talk to him about our company, the growth that we're experiencing, and the need to expand our capacity as a management team. He helped us understand the concept of biases and how we all have them, whether we're aware of them or not, and that generally we're unaware of them. It's stimulated growth within all of us, as we're all focused on being exceptional in what we do, but have to recognize that there were areas where we were not performing as exceptionally as we thought we were. Dr. Gleb's personal interest in each one of us has been exceptional: the one-on-one coaching helped us to open up to how these biases and other aspects that we're bringing to our jobs as
managers of this company are not benefiting ourselves or the company or the people we're working with. It's kind of like working out in the gym, if you've got a workout buddy that expects you to be there then you generally go and you do the workout. And so Dr. Gleb has been that workout buddy that keeps us mentally focused on growing our abilities, not kicking the can down the road. So that has really stimulated us all to push a little bit harder and recognize that as a team we're going to be much more effective if we take put in that hard work today to be better tomorrow, and it's already showing. That's why I would recommend Dr. Gleb and his services for helping any management team to recognize and understand how biases impact their decision-making and how they can overcome that and become a more effective and functional team."
Tom Kraft, Managing Director, Norpac Fisheries Export
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What's Up With Me
It was exciting to travel to Seattle to give a keynote for Microsoft on “Innovation in Distributed Teams via Behavioral Science and Generative AI.” It was at Microsoft’s annual conference for Chief Learning and Training Officers from Microsoft’s biggest clients. Of course, it’s flattering that literally the biggest company in the world wanted me to present on topics where it has such a clear leadership role. But what was most interesting were the conversations after the keynote with CLTOs about what they’re seeing among their companies. Many were excited about the opportunity to train their managers on new techniques for innovation. However, others were concerned about the term “distributed” in the title of my talk. The techniques I discussed
are great for fully office-centric work where teams are located in different offices, for hybrid work, or for fully remote work. But the CLTOs had worries that their managers would perceive the training as pushing hybrid/remote work, a topic that many managers feel concerned about. I was really surprised that even the term “distributed” - which encompasses all times of work arrangement - still seemed allergic to some managers. Funnily enough, my talk was originally going to be titled “Innovation in Hybrid and Remote Teams via Behavioral Science and Generative AI,” but Microsoft’s event planners asked me to change it because they felt worried about how their audience would react to the potentially troubling issue of flexible work. I guess they knew their audience!
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Would love to get your feedback on what you found most useful about this edition of the “Wise Decision Maker Guide” - simply reply to this email.
Decisively Yours,
Dr. Gleb
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Dr. Gleb Tsipursky
CEO of Disaster Avoidance Experts
PS: Are we connected on LinkedIn? If not, please add me.
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