• Skip to main content
  • Skip to primary sidebar
  • Skip to footer
Show Search
Hide Search
Clare Kumar | Inclusive & Sustainable Performance
1-855-356-FLOW (3569) | Contact
  • Speaking
  • Coaching
  • Products
  • Events
    • Thrive Sessions
  • Happy Space
    • Thrive Circles
    • Podcast
  • Blog
  • Media
    • Speaker Media Kit
  • About

leadership

Your Employees Need You To Believe That Working From Home Can Work

Man in chair looking at sticky notes with question marks on them

Are you a leader who has never believed in working from home? Like Marissa Mayer, former CEO of Yahoo! and my last corporate boss, you think that employees need to be in the office to get the job done. The trouble is with millions of workers now being told to work from home, working from home simply has to work.  It’s time for a mindset shift. I must add it is also the time to express the utmost compassion as we navigate this new way of working. We are all suffering different degrees of loss and how you serve as a leader will be remembered.

You may remember Ms. Mayer’s bold move in 2013 ordering all remote workers get back to the office or quit. Some reports suggest it was a much-needed effort to trim the workforce. Whatever the reason, it caused a huge uproar and admonishment from the likes of Richard Branson that it was a step backward.1  There is an abundance of research that confirms productivity and other measures are often improved when employees work from home, but that’s not the point of this post.

In 2008, my then leader became my last solely because of her conviction that employees must be in the office. My kids were three and five years old, and their dad had a demanding job requiring an almost two- and half-hour commute. I had worked from home successfully one day a week, for about a year and was performing well, but that didn’t matter. I was told I had to be in the office every day.

I had started to suffer some symptoms of burnout: headaches, trouble sleeping, low energy to name a few, and wanted to keep contributing if I could preserve my energy by continuing to work some of the time from home. I appealed to my boss’s analytical mind sharing an audit of my responsibilities which revealed that 90% of my interactive work was conducted over the phone or by email and only 10% was completed in person. Nope. Her reply to my offer to work from home 50% of the time was a hard “No”. I found it somewhat ironic that we were working for a company that sold the technology that enabled remote work.

Back to you. Let’s look at some of the concerns leaders have about people working from home. And by concerns, I really mean fears. Fears are based on beliefs, and it is those beliefs we must question, understand, and deal with. Along with each concern, I’ve included some questions you might ask yourself to help shift your thinking.

 

1. I can’t get anything done when I work from home, so how can anyone else?

Here you might be extrapolating your own beliefs about what works for you as being true for others.

Ask yourself:

  1. Am I being fair in thinking others will have the same challenges I do?
  2. How might I confirm that an employee is performing adequately?
  3. What communication could help me?
  4. What about different reporting?
  5. How will I bring this up if I am concerned?

2. I had to come into the office, so my team should, too.

In this case, you might be craving a sense of fairness.

Ask yourself:

  1. Is it reasonable to expect conditions to stay the same?
  2. Is it fair to restrict employees as if they are?
  3. What do I need to let go of to see this as an opportunity

 

3. If I can’t see someone working, how do I know they’re working?

This mindset reflects a lack of trust and possibly a need for control. It may have something to do with your own work style, but not necessarily. Note, the answer does not lie with an increase in remotely tracking work through random screenshots. Autonomy matters.

Ask yourself:

  1. What is causing me not to trust this employee?
  2. If there is a valid reason, can we build trust, or is this indicative of a bigger problem?
  3. If there isn’t, what can I do to experiment with trust?
  4. If I’m micromanaging, what effect could this have on my team?

 

4. I don’t think the team will collaborate effectively working from home.

There is no doubt in-person contact is the richest form we have but with video communication readily available we have a close second. Random interactions won’t happen, but it doesn’t mean you can’t encourage them.

Ask yourself:

  1. What can I do to stimulate informal communication?
  2. What formal initiatives could help encourage more effective collaboration?
  3. Could I improve psychological safety?
  4. Could I create more time to be creative, explore and experiment?
  5. How can employees be encouraged to build relationships at varying levels and across the organization?

 

5. We won’t have enough role modeling of leadership skills.

My former boss explained to me that this was her primary reason she wanted me in the office full time. We know from watching politics that leaders can be very effective from afar. So let’s not limit leadership by geography.

Ask yourself:

  1. What skills do I want to see shared?
  2. Between whom?
  3. In which other ways can this happen?

 

If you’ve been reluctant to embrace working from home, you owe it to your team to think more positively. Your team needs you to believe in them right now. It might require some creative thinking and thoughtful communication, and it will be worth it.

 

1 https://www.latimes.com/business/la-xpm-2013-feb-26-la-fi-yahoo-telecommuting-20130226-story.html


In April and May, 2020 I will be offering Live Q&A Zoom calls every Monday at noon EDT to answer questions on better working from home, personal productivity, and organization. Sign up by visiting www.clarekumar.com/workfromhome. You’ll receive my top “Three Ways to Better Work from Home” download and be invited to sign up for the session of your choice.

I also have a few spots open for private group coaching for individuals and leaders. Book a call with me to find out more.

Filed Under: Coaching, Leadership, Time Management Tagged With: leadership, productivity, remote work, work from home

Primary Sidebar

Categories

  • Arrange
  • Business Organizing
  • Coaching
  • Compass
    • Alignment
    • Awareness
    • Intention
  • Ergonomics
  • Events
  • Holiday Organizing
  • Home Office
  • Home Organizing
  • HSP – Highly Sensitive Person
  • Leadership
  • Liberate
  • Nurture
  • Organizing with Kids
  • Peace of Mind
  • Performance
    • Comfort
    • Fuel
    • Light
    • Mindset
    • Movement
  • Play
  • Productivity
  • Products
  • Reduce-Reuse-Recycle
  • Relationships
  • Rituals
    • Skills
    • Systematize
  • Technology
  • Time Management
  • Uncategorized
  • Wellness

Core Chair

Enjoy this code, CHAIRLOVE, to receive a special price for your Core Chair.

Visit the CoreChair website to order. 

In Canada: https://ca.corechair.com/
In the US: https://us.corechair.com/

Nitehood

Visit www.nitehood.com and to get 15% off, enter code SLEEPWELL

Book a discovery call with Clare? Click here to contact me.

Footer

Productivity catalyst, highly sensitive executive coach, and speaker, Clare Kumar cultivates sustainable performance in busy professionals so they can keep making rich contributions in all areas of life and achieve greater fulfillment.

She inspires leaders, professionals, employees and entrepreneurs to respect humanity and boost performance through marrying productivity and pleasure. After all, why shouldn’t you have fun while getting things done?

 

From the Blog

Highly Sensitive Patient Care – How much information do you want to share?

The SEED Model™ of High Sensitivity

LG Home Office Makeover Contest

how do you build connection with a dispersed workf how do you build connection with a dispersed workforce?
that’s exactly what Sally Page, co-founder of @work.tripp and I explore in the latest episode of the Happy Space Podcast.

“there is something very beautiful that happens when a team comes together in terms of their motivation and their kind of performance, when they really come together with purpose…but it’s really hard to do”

and i think it’s important to recognize that simply being together in an office, does not connection make. Dr. Vivek Murthy, when he was the 19th Surgeon General in the US, called out loneliness as an epidemic - before the pandemic. 

Sally recommends:

🧠intentionally crafting connection by building experiences, especially out of the office.

📅choosing a cadence depending on the growth stage of the team or project. quarterly is often ideal.

🎯 focusing on one key thing during the offsite. connection itself can be the goal.

🌳getting out into nature. many studies reveal the benefits and a change of scenery is more memorable.

what are you noticing about building connection at work?

🔗to podcast in bio

#connection #teambuilding #leadership #startup #worktripp #HSP #HappySpacePodcast #happyspacepod #coach
"stay away from the extroverts" said, Tom Peters w "stay away from the extroverts" said, Tom Peters
wait, what? this extrovert had a moment in our podcast interview.

read on to find out what happened in our conversation and why now, Tom says, “look for the quiet and sensitive”!

when I read "Tom Peters' Compact Guide to Excellence", my jaw dropped when he proclaimed that Susan Cain's book "Quiet" is the best business book of this century. the book opened Tom's eyes to the value of quiet, introverted people which had been completely missing from his and many organization's thinking.

in our conversation, when Tom suggested we "stay away from extroverts", being extroverted myself, i was compelled to lobby for sensitive extroverts and offer a counter-thought:

what if it isn't introversion and "quiet" that we need to value?

(i have rarely been accused of being too quiet, despite my middle name meaning "peace" - nice try, mum and dad!)

what if it is sensitivity?

highly sensitive people are superb noticers, process information more deeply, and are adept at synthesizing information. they also innately bring the much-needed empathy required in today’s challenging work world. the 30% of sensitive people who are extroverts (6% of the general population) are a special asset to any organization.

that said, HSPs also need more time to rest and recover during the work day. without that, we are at risk of burning out.

Tom reflects, "I said to somebody, I'm so sensitive to what's going on that I'm always overloading."

Tom immediately revised his "linguistic expression" to say, "look for the quiet and sensitive". I guess I ought to still work on being a bit quieter. ☺

have a listen as Tom and I explore what he calls “extreme humanism”. if we can create work experiences that respect humanity, imagine what we can accomplish.

we can definitely use more Tom Peters-like people in the world.

i'd love to hear what you think. please comment below or on your fave podcast platform.

🔗 link in bio

#hsp #hspcoach #clarekumar #highlysensitiveperson #inclusivity #empathy #sensitivity #leadership #extremehumanism #humanity #productivity
Instagram post 18351377770059912 Instagram post 18351377770059912
Tom Peters is intellectually irritated! he has bee Tom Peters is intellectually irritated! he has been fighting for extreme humanism for 45 years. 

“the message is clear. the message is simple. the message is powerful..."

future of work champions - what can we do to help Tom out? 
comment below!

🔗 in bio for full episode

#futureofwork #humanism #insearchofexcellence
Tom Peters has been revered in the world of busine Tom Peters has been revered in the world of business management ever since releasing the 1982 book In Search of Excellence with co-author Robert Waterman. selling shy of 5 million copies, it is recognized as one of the most influential management works.

in our conversation, we explore Tom’s deep respect for humanity which he refers to as Extreme Humanism. we dive into sensitivity, his fondness for “quiet” people, inclusivity, and the power of female leaders. we tackle the challenges of managing by zooming around and the need for a new kind of leader. 

while some understand a different leadership mindset is required for the current world of work, many don’t. we are, indeed, still in search of excellence.

🔗 to podcast🎙 in bio

#hsp #hspcoach #clarekumar #highlysensitiveperson #inclusivity #empathy #sensitivity #leadership #extremehumanism #humanity
if you want a 4-day week or are curious about impl if you want a 4-day week or are curious about implementing one, you’ll want to join Joe O’Connor an i as we unpack the in-demand 4-day week. 

Mon Mar 13 - noon - 1 pm EDT

the largest trial of the concept wrapped up recently in the UK and Joe was intimately involved. get the inside scoop and your questions answered. 

you’ll also have a chance to win a Sensory Matrix Assessment (you have to stay till the end!)

register via HappySpaceHotTopics.com

#flexibility #4dayweek #worklifeintegration
ooh, it was refreshing to feel spring in the air a ooh, it was refreshing to feel spring in the air at the
@homedepotcanada spring showcase.

from smart lighting, to durable and stylish outdoor furniture (metal that really looks like wood), to new storage solutions from @ryobi_canada 

chatting with the knowledgeable buyers and product specialists to learn what’s new and share some ideas was a highlight. as was seeing media friends. so good to see you IRL!

#FromDoToDone
“the number one thing you do if you want to impr “the number one thing you do if you want to improve performance is promote more women,” says Tom.

the corporate world can often be hard to navigate as a woman. inviting the compassion, understanding, and advocacy of our allies is what we need to design inclusive performance for all.

let’s keep our voices strong throughout the year.

this clip is from the upcoming episode of the Happy Space Podcast, "Still in Search of Excellence" with Tom Peters, dropping march 13th, 2023.

join Tom and me as we explore leadership as influenced by the pandemic, tensions between leaders and the workforce, and how to manage by Zooming around. we also find out why is Tom Peters "intellectually irritated"?

tune in on march 13th on your podcast player of choice, Youtube or www.clarekumar/podcast.

and if you're free, join us on monday at noon EDT for the Happy Space Hot Topics conversation unpacking the 4-day week with special guest Joe O'Connor, former CEO of 4-Day Week.

register via http://www.happyspacehottopics.com/ and be entered to win a prize. (you must be in attendance to win!)

#ALLin #inclusivity #women #leadership
a few hours drive east along the lake and happy to a few hours drive east along the lake and happy to be meeting my clients in Kingston. 

you’ll hear me talking a lot about remote work but sometimes it really is worth travelling to be in person. 

i encourage leaders to be intentional about why they bring people together in person. mix task and team, content and connection, function and fun and there is a greater chance employees will want to participate. 

#acknowledgetheask and make it worthwhile to show up. 

budget for the travel time, energy and expense required. recognize you’re making a withdrawal on personal time. 

design for well-being and performance will flow…
Load More… Follow on Instagram

Useful Links

  • About
  • Media
  • Praise
  • Contact
  • Privacy Policy
International Coach Federation Canadian Association of Professional Speakers National Association of Productivity & Organization Professionals Professional Organizers in Canada
  • Facebook
  • Instagram
  • LinkedIn
  • Twitter
  • YouTube

Copyright © 2023 Streamlife Ltd. · All Rights Reserved