Still Adjusting to Remote Working? I’ve Been Doing It for 20 Years.

by Eric Hanson

For the past ten years, I’ve been fortunate enough to work remotely and managed teams who do the same for over two decades. As a result I was prepared for 2020’s exodus from the office. I made the important decision to live in Northern California, away from the major tech hubs of and not once did I feel like my career path was stifled. In fact, I was promoted to my current role as CMO while working from home. Based on my experience, I’ve outlined three key things for other to consider as we approach this post-pandemic economy.

Successfully running hybrid teams 

While we’re all remote now, the New Year is expected to usher in a more hybrid work setting. Many employees will remain at home, some in the office, and others will choose to do a bit of both. Either way, the office won’t look like it did in February. My team has discovered new ways of working this year, especially as parents are dealing with challenges we never thought possible. Solutions involve offering flexible hours or a part-time schedule for parents, while they assist their children who are distance learning. No matter the situation, being flexible and empathetic is critical.

Supporting the personal growth of your employees is also one way to ensure the longevity of your team. There’s no reason that career-path exercises of the past can’t remain intact while everyone is remote. Make sure you’re still facilitating career development discussions on a regular basis. Share clear feedback, kudos and areas for growth the way you would in person. In the end, everyone involved will feel more excited, rewarded and challenged in their roles.

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6 quirky questions from real-life job interviews

By Judith Humphrey

Last month, I wrote an article about quirky interview questions—you know, the random queries that interviewers sometimes ask to see how well you think on your feet. The article generated a fair amount of buzz and many exchanges on social media. In a LinkedIn Asia survey, nearly 60% of respondents said they’d like to see an end to these off-the-wall questions. Some called them stress-inducing, and others felt they have little to do with the job.

Unfortunately, these quirky questions are here to stay. Interviewers who responded to the survey say they use them “to test out-of-the-box thinking” and “show how someone responds to a situation that hasn’t been planned.” They are used to assess a candidate’s mental agility—a quality in hot demand.  Below are questions that several interviewees I’ve corresponded with said they have been asked, and some suggested answers. Keep them in mind at your next job interview. 

1. IF YOU WERE AN ANIMAL, WHICH ONE WOULD YOU BE?

This common question is designed to reveal the job seeker’s personality and suitability for the role. Have some fun with it and choose an animal whose characteristics align with your prospective role.

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How Companies Will Stand Out Post-Pandemic

by Ulrik Juul Christensen

(Hint: It’s Not AI.)

In a post-pandemic world, companies undoubtedly will turn increasingly to advanced technologies — artificial intelligence (AI), robotics, and automation — to accelerate growth and improve profit margins. Such an arms race, however, will not be sustainable as even the latest technology will eventually become commoditized. Instead, the true point of differentiation will be well-educated human capital deployed dynamically to tackle challenges so complex that AI and automation will come up short.

To be clear, technology will be the foundation of digital transformation. As two experts from the World Bank wrote in Harvard Business Review, “Increases in efficiency brought about by digital technology can help businesses expand. Digital platforms can create entirely new occupations and jobs.”  Yet that opportunity will not be realized unless people are well-educated, not only when it comes to job-specific technical competencies, but also in 21st century skills such as critical thinking, communication, collaboration, and creativity, as well as character traits of leadership, ethics, citizenship, and grit.

Based on conversations I’m having with business leaders across multiple industries, and even what I see in our own company, I believe the key to future success — through this decade and beyond — lies in learning engineering. Essentially, that means offering the right learning opportunities to build relevant skills and ensuring that people take advantage of learning and development (L&D). As a chief learning officer (CLO) told me recently, “The pandemic has exposed the fact that L&D is not a ‘nice to have’; it is a ‘need to have.’”

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5 tips for leading IT remotely

By Bob Violino

With WFH and hybrid workplace strategies stretching into 2021, IT leaders must settle in to new work habits to ensure success in leading IT from afar.

Many people have had to adapt to working from home and other remote locations — at least part of the time — in the hybrid workplace that’s emerging because of the pandemic. That includes CIOs and other IT executives.

Whether executives are working remotely for one or more days per week or full time, leading IT has change significantly — and perhaps permanently.

The new working model affects many facets of management, including developing IT strategies, maintaining culture, driving change, and collaborating with business colleagues. The situation presents challenges, but it also offers growth opportunities for technology leaders.

Here are some suggestions from home-working IT leaders on how to make the most of the new environment.

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How to work with every damn Myers-Briggs personality type

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We got experts to weigh-in on how classic personality traits translate to remote work.

The shift to remote work has given many of us a new perspective on how we do our jobs. Without the context of a shared workspace or the rhythm of a typical office day, our own personalities are having far more of a say in our performance.

It follows, then, that the best way to maximize our output in a WFH environment is to better know our personalities – and those of our dispersed colleagues.

An efficient (and intriguing) way to manage this personality wrangling is via the tried-and-tested Myers-Briggs Type Indicator (MBTI). Generally regarded as one of the most accurate personality tests out there, the MBTI is widely applied within the business world, with 89 of the Fortune 100 companies utilising it.

“The MBTI is deceptively simple, but it’s also an extremely useful way to see how team members are inherently different, and how you can work together more successfully,” says occupational psychologist John Hackston, Head of Thought Leadership at the Myers-Briggs Company. “It’s a means to boost productivity in people, increasing their engagement and making them generally happier in their work.”

In other words, the MBTI might just be the key to turning your remote team into a smooth autonomous unit.

The 16 personality types and their traits

Based on Carl Jung’s Theory of Psychological Types, the MBTI is a self-reported personality survey that has been around in various shapes and forms since the 1940s. Respondents answer a series of simple questions about their feelings and preferences, eventually aligning with one of 16 personality types.

Each of these types is identified by four letters, starting with an E or an I (for extrovert/introvert) followed by S or N (sensibility/intuition), T or F (thinking/feeling), and finally a J or a P (judgment/perception). Each type also has a descriptor, e.g., “the analyst,” to further characterize the personality type in action.

Once you know your team members’ types, the thinking goes, you can better assign them to projects which match their preferences, proficiency, and proclivities. You can also communicate more effectively if you have a better idea of how people process information.

To get started, take the official Myers-Briggs test here (or try a similar free questionnaire, recommended by psychologists here), then check out our expert guidance below on how to work with each personality type. Continue reading