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Remote Work. A better way?

December 15, 2020 by Chris Heuer

A BETTER WAY

One of the founding beliefs of Remotely is that we know better and should do better. Better at what? Everything.

We not only have the knowledge we already need somewhere in our world, but the wisdom is freely available to anyone willing to seek it. This is especially true regarding organizational design and leadership in a world where teams are distributed, untethered from geographical co-location, and rather suddenly thrust into a new work style.

As the shock wears off, visionary leaders are beginning to reimagine their organizations and how they can optimize their operations and improve the performance of their people. Some are even beginning to ask, is there a better framework or model for collaborating, innovating, and accomplishing our objectives then how we’ve been doing things? Are we doing the right things? in the right ways?

Where a decade ago, enterprises were not ready for a deeper level of transformation, many leaders see the opportunity to go from surviving to thriving in a new market environment. Still, the efforts to usher in the era of Social Business and Enterprise 2.0 lead to many lessons, and to many organizations who are now thriving, remotely. The difference between those thriving and those lagging? A different kind of culture with different mindsets, governance, systems, beliefs, and alignment amongst the people in the company and across the ecosystem.

In fact, there have been futurists, visionaries, and thought leaders modeling the future of work and how to improve the quality and consistency of outcomes since we developed concepts of management.  While this pandemic has been painful in too many ways to count, we may yet find a silver lining in a greater willingness of more leaders around the world to embrace governance models which may have been unplausible before the benefits of remote work became visible this past year.

In furthering this discussion, please join me this Thursday afternoon December 17, 2020 at 1pm PT when I will interview the cofounders of Governance Alive, John Buck and Monika Megyesi about their work to advance decentralized leadership with Sociocracy. For the last 12 years, they have been on the forefront of this movement, working with leaders from around the world to develop their governance model that unleashes the full potential value of the organization and its people.

In the spirit of Self Management, Sociocracy embraces many of the same concepts and practices which were part of my advisory work in advancing Social Business. It is a process and a way of working with others in almost any size organization, to distribute decision making and create a work culture that is inclusive of every voice, and respectful of every human. From what I have seen so far, it is based around establishing a common foundation upon which to work – a set of agreements about what we are doing, why we are doing it, and ultimately how we will do it together.

That said, I have much more to learn in the coming days as I prepare for the discussion. Most especially regarding how to better explain Sociocracy to others.

PS: Of note, Sociocracy formed/inspired part of the basis of Holacracy, so you may already be aware of some of these ideas. If so, I’d ask you to throw out your preconceptions, and join me as I look more deeply at what role the more flexible approach of Sociocracy might play in supporting the remote work revolution. Many thanks to Jess Allen of Governance Alive for reaching out to us, for introducing us to Sociocracy, and helping us set up this conversation and exploration of decentralized decision making.

Filed Under: Events, Workplace Culture Tagged With: Collaborative Productivity, culture, future of work, governance, Remote Work, sociocracy, work culture

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AvatarVanmala Subramaniam@VanmalaS·
19 Jan

In a hybrid work world, white-collar employers have embraced the concept of "hot-desking" (not having your own desk) as a savings tool. Employees don't love it. https://www.theglobeandmail.com/business/article-the-great-divide-over-over-hot-desking-while-companies-see-cost/

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AvatarRemotely Wire@RemotelyWire·
19 Jan

https://fortune.com/2022/01/07/omicron-remote-work-corporate-mistakes-cognitive-biases/

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AvatarBusiness Insider@BusinessInsider·
17 Jan

Yes, better pay and benefits are essential for retention.

But when employers fail to ensure that staff feel connected and fulfilled, they ignore what employees themselves say is driving them to reassess their relationship with their employers.

https://www.businessinsider.com/hidden-resignation-workers-employees-checking-out-job-side-hustles-2022-1

Reply on Twitter 1483106405729153025Retweet on Twitter 1483106405729153025179Like on Twitter 1483106405729153025818Twitter 1483106405729153025
AvatarRemotely Wire@RemotelyWire·
17 Jan

The folks at @CultureAmp have shared four areas that People & Ops teams should focus on in 2022.

One of them is to redefine perks since that foosball table in the office is gathering a bit of dust. ๐Ÿ˜€

Read the rest here.

#culture #remotework

https://www.cultureamp.com/blog/hr-trends-2022

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AvatarCosmic Wire@CosmicWireInc·
16 Jan

@chrisheuer Did you see the special airdrop you receive as an OG Minter of the #RubyMazur Mouth & Tongue NFTs?

IT's a collaboration piece by @1RubyTuesday and @jimevansTAZ called "Mazur's Rainbow"

This will be the only time it will be minted.

๐Ÿ™ for your #Raise4Ruby + Friend/FAM Support

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