Green Dot Consulting Group’s Post

The alternative is possibly something that people do not want. If Employers or managers do let people continue to work from home while still uncomfortable or not prepared for it you may see the rise of what is called 'bossware' or 'bosstech' used. These are software programs that can be loaded onto a computer or run in the background of an application suite such as Microsoft or Oracle and basically record every single keystroke, time, and file open and close. The development of this type of software will eventually be good enough to produce daily or monthly productivity reports on staff and even diagnose reasons for low productivity and performance. These programs are already being beta tested. Staff who work in the office and show up are less likely to be seen by bosses as needing to have them while bosses that have anxiety and a lack of confidence in their ability to manage remote teams may rely much more heavily on these systems. In summary, rejecting RTO in favour of WFH may speed up the adoption of bosstech which in the long run is not as favorable for workers. Discuss.

🎉 Another Milestone! 🎉 We are thrilled to announce that our episode of The KeyHire Podcast featuring Chris Hanslik, Chairman of BoyarMiller, has surpassed 2000 downloads! 🚀 In this insightful episode, Chris dives into the challenges the business landscape has faced over the past few years. From navigating isolation to embracing back-to-office initiatives, Chris shares invaluable methods to preserve, promote, and enhance company culture during these turbulent times. 💡 Key Takeaways: Adaptability: Strategies for maintaining a strong company culture amid changing work environments. Engagement: Techniques to keep employees connected and motivated, whether remote or in-office. Innovation: Ideas for fostering a culture of creativity and resilience in the face of world events. If you haven't had the chance to listen to Chris' episode, you can here: https://lnkd.in/g-aRCSCp Join us in celebrating this achievement and learning from one of the industry's leading voices on how to build a thriving company culture! hashtag #Podcast #BoyarMiller #CompanyCulture #Leadership #BusinessAdaptation #KeyHire #Milestone #SmallBusinessGrowth #Agility #BusinessStrategy #KeyHireSmallBusinessPoscast #BusinessPodcast #growmybusiness #hiringstrategies #Leadership #Management #SmallBusiness #Managementtipsforsmallbusiness

Alignment of the formal leaders and the informal network is a problem for return to office initiatives. The hierarchical leaders can’t agree and the informal networks have an agenda that runs counter to the return to office narrative. This impacts role modelling and storytelling. The commitment to the change is uneven. Trust is being damaged. This is why I interviewed Jeppe Vilstrup Hansgaard about the 6 change blockers. https://lnkd.in/gc3NSK5W

How does one of the #SixChangeBlockers harm the return to office initiatives and overall change commitment? 🔎 Listen to the Goodpods podcast where Jeppe Vilstrup Hansgaard talks about the #SixChangeBlockers, #ThreePercentRule and why done WITH and done BY beats done TO the people.

Conflict at work is unavoidable. Whether it’s a heated debate over who gets the corner office, a clash between departments on resource allocation, or someone’s pet peeve about leftover fish in the office microwave, workplace disputes are a part of life. But, as irritating as they are, these conflicts are also inevitable—and necessary. Wait… what? Necessary? Rethink how you handle conflict. Listen to today's episode as Martin Stillman, MD, JD shares strategies that go beyond quick fixes and show how true resolution starts with understanding. Listen here: https://buff.ly/4dMtryE

🚨New episode of #BeatsWorking is out. Listen now at https://lnkd.in/gWYpCfTF 🤝 Most of us would like to feel respected at work, but sometimes we don’t. And sometimes, our co-workers feel disrespected by us.   Julie Pham, PhD, has built a career on understanding where all the confusion comes from. She’s a #TEDx speaker, consultant, and the best-selling author of the book “The 7 Forms of Respect.”   Dr. Pham doesn’t believe in the old saying, “Treat others the way you want to be treated,” because others may have a completely different concept of #respect than you do. Instead, she has what she calls the “rubber band rule.”   In this episode, Dr. Pham talks more about that rule and why, as someone who teaches #curiosity as a practice, she believes every workplace should cultivate an atmosphere of curiosity and learning.   “My biggest takeaway from this conversation is Dr. Pham’s strategy for talking with co-workers about our differences,” says #BeatsWorking host Mark Wright. “It safely opens the door for honest conversations that can lead to true understanding of the people we work with.” #RespectAtWork #CuriosityMatters #WorkplaceCulture #CareerInsights #ProfessionalDevelopment

The curse of the badly run meetings This is an interesting article from the Economist on poorly run meetings. It tells a story from WW2, when a US intelligence agency issued recommendations to occupied European citizens on how to sabotage Nazi system. It suggests behaviors to confuse, demoralize and delay Nazi bureaucracy. (I quote): * Manager-saboteurs should ensure that three people have to approve things when one would do. * Employees should spread disturbing rumours. * Everyone should give lengthy and incomprehensible explanations when questioned. Sounds like a modern work space? If you are behaving like this, your “cover is blown”. See also page-28 of the referenced manual, below… https://lnkd.in/eeW3U2vP from The Economist

Trust is the cornerstone of meaningful connections and respect. Yet, do you ever feel like you're just going through the motions, trying to get noticed without putting in real effort? 🤔 It's like building a house on shaky ground. The key to earning respect and trust isn’t about being seen or heard—it’s about showing up and participating. When we truly engage with others, we’re not just doing something for them; we’re doing something for ourselves. 💪 By building connections, fostering relationships, and creating a sense of community, we earn the right to be heard and trusted. 🌈 Yes, showing up and contributing to the greater good builds a solid foundation of trust. It's not just about our actions, but our intentions. When we put in the effort to understand and support each other, we create a sense of belonging and security—essential for building trust. This is when we become part of something bigger than ourselves. – so message for today? Show up, be present and engage and see how that affects trust in the workplace and in your relationships. Did this message resonate with you? If so, tune into our latest interview with Brian Schwagerl, Esq., MCR, Global Real Estate & Sustainability Strategist as he shares his expertise on building trust through transparency, honesty, and active listening. Learn how to create a culture of trust where employees feel comfortable sharing concerns and asking questions, leading to a more productive and innovative work environment. https://buff.ly/4cAdCdR Follow Brian Schwagerl: LinkedIn: https://buff.ly/3zfeYfW Instagram: https://buff.ly/4cuaJeI website: brianschwagerl.com #TrustAndRelationships #LeadershipDevelopment #TrustWorthyLab #TrustWorthyTuesday #TrustWorthyPodcast

Alignment of the formal leaders and the informal network is a problem for return to office initiatives. The hierarchical leaders can’t agree and the informal networks have an agenda that runs counter to the return to office narrative. This impacts role modelling and storytelling. The commitment to the change is uneven. Trust is being damaged. This is why I interviewed Jeppe Hansguaard about the 6 change blockers. https://lnkd.in/gKKZitUr

Trust is the cornerstone of meaningful connections and respect. Yet, do you ever feel like you're just going through the motions, trying to get noticed without putting in real effort? 🤔 It's like building a house on shaky ground. The key to earning respect and trust isn’t about being seen or heard—it’s about showing up and participating. When we truly engage with others, we’re not just doing something for them; we’re doing something for ourselves. 💪 By building connections, fostering relationships, and creating a sense of community, we earn the right to be heard and trusted. 🌈 Yes, showing up and contributing to the greater good builds a solid foundation of trust. It's not just about our actions, but our intentions. When we put in the effort to understand and support each other, we create a sense of belonging and security—essential for building trust. This is when we become part of something bigger than ourselves. – so message for today? Show up, be present and engage and see how that affects trust in the workplace and in your relationships. Did this message resonate with you? If so, tune into our latest interview with Brian Schwagerl, Esq., MCR Global Real Estate & Sustainability Strategist as he shares his expertise on building trust through transparency, honesty, and active listening. Learn how to create a culture of trust where employees feel comfortable sharing concerns and asking questions, leading to a more productive and innovative work environment. https://buff.ly/4cAdCdR Follow Brian Schwagerl: LinkedIn: https://buff.ly/3zfeYfW Instagram: https://buff.ly/4cuaJeI website: brianschwagerl.com #TrustAndRelationships #LeadershipDevelopment #TrustWorthyLab #TrustWorthyTuesday #TrustWorthyPodcast