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Don’t Confuse Hybrid with a Management Style

July 11, 2022

“Three days on, two days off!” Was how a prospective business coaching client greeted us at a recent VIM Executive Coaching executive leadership session. Not quite understanding him, clarification was needed. “Oh, we’re officially going hybrid,” was the joyful response, “I can wear my Hawaiian shirt and sip Mai Tai’s at lunch!”
He unfortunately follows many others in an uncomfortable mindset that hybrid somehow implies certain days are vacation or relaxation days.

No surprises here
Having devoted our business coaching and executive leadership passion for many to clients in a wide range of industries, we were interested – but not surprised – at the workplace shifts following the COVID-19 pandemic. The trend was taking root far before anyone had heard of lockdowns, virtual meetings or mRNA.
The business world had no choice but to become more hybrid. Workplaces had already become more remote, using more sub-contractors and overseas agents. Some organizations had the vision to respond to the changes while others seemed to fight it every step of the way. When the pandemic hit, some organizations were predictably “ready,” while others were locked in a mindset of playing perpetual catch-up. The unwillingness to be fully mindful to change quickly filtered to the executive ranks.
In case anyone needs the reminder, hybrid work weeks in any combination, do not imply “presence” on some says, and absence on others. There is obviously a physical difference. However, response to workplace issues require the same mindfulness and authenticity whether in front of people or in front of a computer screen.

You are the same
Clients have related rather amusing (or troubling – depending on your point of view) of co-workers on their “off-days” completely abusing the hybrid proposition. There is no need to relate some of the stories except to say it was an abuse of the issue of trust between co-workers, executives and those who report to them. Things are difficult enough without adding that additional layer (mistrust) on members of teams or customers or production workers.
There has never been a greater need for mindfulness training than in the present time, for it directly impacts the whole view of reaction versus response and authenticity versus inauthentic attitudes.
Reactive, inauthentic work environments are inherently unhealthy. It often implies a tiered system of ethical behavior; bias; a lack of equity; mediocre results; anger and even serious workplace safety issues.
A mindful environment implies equal ethics, from the CEO to the intern; diversity and inclusion; a striving for excellence (no matter the work arrangement); amicable work conditions (where everyone is heard) and a genuine caring for health and well-being.
It starts with executive leaders truly knowing themselves, and having an authentic response to challenges and change, not a blind reaction based on whim or expediency. Mindful, responsive workplaces share a common thread of accountability.

Whatever works best
In all of the debate as to what makes an effective hybrid office, what is often neglected is the topic of responsibility and personal sacrifice to one another. What is lacking is the topic of mindfulness. Organizations should never confuse a hybrid arrangement with a management style. Hybrid or not, mindfulness holds the key to effective, authentic organizations.

VIM Executive Coaching offers dynamic, highly effective coaching programs for executives and entrepreneurs. Our unique approach combines ancient wisdom and techniques with modern approaches. We would be happy to offer you a FREE, NO OBLIGATION coaching consultation! Please click on the link below.

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