Training Day Blog

When offices reopen, many organizations will need to decide whether they want—or can—bring back all employees into the office. And some employees may decide they prefer to continue working from home for the long term.

Assessing how managers and executives respond to the COVID-19 crisis can be helpful in determining their future leadership path.

In the near term, offices will become less friendly, but, potentially, healthier places. And a much-preferred change of pace for us introverts.

From handshakes and business travel to job interviews and meetings, standard business practices may never be the same after COVID-19.

What resources are you offering employees to help them optimize their new, solitary work environment or to find solitude in a crowded home as they work remotely?

When in a group, people tend to look around the room for confirmation that their opinion is OK or to see which idea, already approved by the group, they can latch onto. When a meeting is happening by phone, it’s harder to gauge how others feel before offering your own response.

My assumption was working from home would make me more productive because I wouldn’t have the distractions of office life to contend with. After the first full week of housebound work, I’m not sure that’s true.

With its capacity to be free of human biases, artificial intelligence (AI) could make a significant difference in hiring, development, and promotion processes.

An article a few weeks ago in The New York Times talked about keeping Generation Z workers happy. The idea of hiring a consultant especially for that purpose was dangled. Is that really necessary?

It’s in the solitude and quiet that exciting new discoveries often emerge. If employees get a lot done, but have no time to consider what any of it means, then you end up with a workforce of robots.