WEBVTT 1 00:00:01.280 --> 00:00:04.599 Welcome to Hacking Your Leadership. I'm Chris and I'm Lorenzo. And Lorenzo on 2 00:00:04.639 --> 00:00:08.000 this episode, I want to talk about an article that I saw on LinkedIn 3 00:00:08.560 --> 00:00:12.720 that that kind of triggered me just a little bit. And it's got a 4 00:00:12.759 --> 00:00:16.120 little bit of a clickbaity title, but I think the information in it is 5 00:00:16.239 --> 00:00:21.480 relevant, very relevant right now. Actually, the title of the LinkedIn article 6 00:00:21.679 --> 00:00:28.120 says, want a promotion, don't work from home, very very very clickbaity, 7 00:00:28.239 --> 00:00:33.640 very very very clickbaity, and very like the There's a half of my 8 00:00:33.719 --> 00:00:37.119 brain read that and thought those are fighting words right there, and the other 9 00:00:37.159 --> 00:00:39.359 half of my brain read that and went, yeah, there's probably some truth 10 00:00:39.399 --> 00:00:41.719 to that, you know. So it's a both like there's a there's this 11 00:00:41.759 --> 00:00:47.799 like kind of duality of parts of me that fight against each other because of 12 00:00:47.960 --> 00:00:53.679 I see so much in terms of the benefits of both of both situations that 13 00:00:53.799 --> 00:00:56.119 I think there's a lot of benefit to working in office. I think there's 14 00:00:56.119 --> 00:01:00.240 a lot of benefit to working from home. And and these are decisions that 15 00:01:00.640 --> 00:01:03.799 companies make all the time in terms of forcing their employees or you know, 16 00:01:03.840 --> 00:01:07.920 you know, removing options and their companies where employees get to make these decisions 17 00:01:07.920 --> 00:01:12.200 on their own. And you know, in the context of this article really 18 00:01:12.239 --> 00:01:19.000 focuses around the situations where where employees can kind of make decisions not just within 19 00:01:19.040 --> 00:01:21.840 their organization, but in terms of what job to take all together, what 20 00:01:22.000 --> 00:01:26.319 organization to work for, and so the there's a lot of data in this 21 00:01:26.480 --> 00:01:29.680 I and I like that it's data driven. It's not just one person's opinion 22 00:01:30.079 --> 00:01:32.200 that you could say, well, they just want their employees to come to 23 00:01:32.239 --> 00:01:34.799 work or they just want to be work from home. It's backed by data, 24 00:01:34.799 --> 00:01:38.519 and I like that aspect of it. But it's it's got some compelling 25 00:01:38.799 --> 00:01:45.079 reasons why if you are in an organization and you have the opportunity to work 26 00:01:45.120 --> 00:01:49.680 from home, but your organization as a whole isn't typically work from home, 27 00:01:49.120 --> 00:01:53.079 that you may want to consider what the what the implications are of that decision 28 00:01:53.079 --> 00:01:56.439 before you take it. Yeah, there's two things that kind of stuck out 29 00:01:56.439 --> 00:01:59.920 to me right away, and you know, just the evolution of the workforce 30 00:02:00.120 --> 00:02:02.599 and so right now, according to this article, it says nearly twenty percent 31 00:02:02.640 --> 00:02:07.759 of all employees with a college degree or higher worked fully remotely as of December, 32 00:02:07.800 --> 00:02:12.439 So like literally as of like a month ago, twenty percent of employees 33 00:02:12.439 --> 00:02:15.560 with a college degree or higher. That that's I mean, that's tremendous like 34 00:02:15.599 --> 00:02:17.120 that, that seems like a really big number compared to what it used to 35 00:02:17.159 --> 00:02:21.800 be. And then it also says the pandemic absolutely right. And then it 36 00:02:21.840 --> 00:02:25.120 also says people who work in office every day aren't promoted any more frequently than 37 00:02:25.280 --> 00:02:30.439 hybrid workers. So this really, this all of its context is like work 38 00:02:30.479 --> 00:02:35.039 from home one hundred percent, Like it's not. The comparison here isn't like 39 00:02:35.400 --> 00:02:38.120 hybrid working and in those that are always in the office, it's like, 40 00:02:38.599 --> 00:02:39.599 based upon this data, it's like, no, no, you are one 41 00:02:39.680 --> 00:02:44.639 hundred percent work from home. And according to this, the data says that 42 00:02:44.719 --> 00:02:49.840 you're you know, workers are getting promoted thirty thirty one percent less frequently than 43 00:02:49.879 --> 00:02:53.759 people who work in the office at least part time. So again it's like, 44 00:02:53.840 --> 00:02:55.439 that's what the data is showing up here. But I think it's something 45 00:02:55.439 --> 00:03:01.599 for us to definitely unpack because it appears is that the workforce is continuing to 46 00:03:01.680 --> 00:03:06.319 increase that number from a work from home standpoint, And now to your point 47 00:03:06.360 --> 00:03:10.240 earlier, we're getting to the point where this is becoming you know more than 48 00:03:10.479 --> 00:03:19.159 just maybe you know individual contributor jobs or jobs where where there isn't like career 49 00:03:19.199 --> 00:03:23.039 pathing or promotional opportunities. To have more people working from home means that you 50 00:03:23.039 --> 00:03:25.800 need to have more layers of leadership to be able to help to lead those 51 00:03:25.800 --> 00:03:29.439 people that are working from home. So there's going to be more jobs that 52 00:03:29.479 --> 00:03:32.680 way. But also the size of the organization, the percentage of people working 53 00:03:32.719 --> 00:03:38.439 from home versus in office, These become really big factors when it comes to 54 00:03:38.520 --> 00:03:44.319 the opportunities that would exist in maintaining career growth while only working from home. 55 00:03:44.520 --> 00:03:47.159 Right, right. So I'll start by saying that you know my personal opinion 56 00:03:47.280 --> 00:03:51.919 only and based on what works for me. I love the idea of a 57 00:03:51.960 --> 00:03:55.319 hybrid work environment. I think there's a lot of work that in my personal 58 00:03:55.360 --> 00:03:59.560 life that I could do that doesn't need to be done in an office. 59 00:04:00.159 --> 00:04:04.439 I get so much value out of the in person interactions with people that the 60 00:04:04.479 --> 00:04:12.039 idea of being wholly in office or wholly at home, it leaves things on 61 00:04:12.080 --> 00:04:14.560 the table that I think I would I want to have in my life. 62 00:04:14.560 --> 00:04:18.199 So I like the idea of hybrid environments. What this article is talking about 63 00:04:18.279 --> 00:04:23.399 is not those people, obviously, and it's also not talking about the people 64 00:04:23.759 --> 00:04:28.160 who are work from home in organizations where everybody works from home, Like there 65 00:04:28.160 --> 00:04:30.319 are organizations out there that don't have a home office, they don't have a 66 00:04:30.399 --> 00:04:33.639 location, like the job is a work from home job. There are outside 67 00:04:33.680 --> 00:04:38.759 salespeople. There are you know, over the phone customer service reps where you 68 00:04:38.800 --> 00:04:42.360 sit a home office and you know your your house is quiet, you put 69 00:04:42.399 --> 00:04:45.560 on headphones and you take calls all day, like where there isn't a place 70 00:04:45.560 --> 00:04:47.639 to go to if you wanted to. That's not what this is talking about. 71 00:04:47.759 --> 00:04:51.639 What this is saying is that if you if you work in an organization 72 00:04:53.040 --> 00:04:56.680 where where there is a home office, there is a location to go to, 73 00:04:57.319 --> 00:05:00.680 and you have the option of being fully remote, you want to be 74 00:05:00.199 --> 00:05:05.079 that. There's some trade offs when it comes to the likelihood of you getting 75 00:05:05.120 --> 00:05:10.120 promoted, and it really it comes down to a numbers thing. If there 76 00:05:10.160 --> 00:05:15.040 are a certain number of promotions that happen per year, and ten percent of 77 00:05:15.040 --> 00:05:18.040 your company works from home and ninety percent of your company works from the office, 78 00:05:18.399 --> 00:05:21.639 then it stands to reason that ninety percent of the promotions will happen from 79 00:05:21.680 --> 00:05:25.519 people who work in the office and ten percent of the promotions will get be 80 00:05:25.519 --> 00:05:30.360 given to people who work from home, and that means that your competition is 81 00:05:30.439 --> 00:05:34.639 less people, but it's also probably fiercer because the number of opportunities is lower 82 00:05:34.680 --> 00:05:38.519 as well, And so that's something you have to consider if you are in 83 00:05:38.560 --> 00:05:41.199 a work from home, you know, work from home role as opposed to 84 00:05:41.279 --> 00:05:44.519 one that can be done in the office. The other thing to consider is 85 00:05:44.839 --> 00:05:47.399 proximity bias is something it's a real thing. It's something that's been talked about 86 00:05:47.439 --> 00:05:51.600 for a while, and it just means that the people that are close to 87 00:05:51.680 --> 00:05:55.959 us are the ones that we create relationships with, that's all it means. 88 00:05:56.120 --> 00:05:59.759 And the people that you have relationships with are the ones that are more likely 89 00:05:59.759 --> 00:06:02.639 to be advocates for you in the doors and windows that open it for you 90 00:06:02.680 --> 00:06:08.480 in your career versus people who you have transactional relationships every once in a while 91 00:06:08.519 --> 00:06:11.000 over a zoom call. Yeah, I think that's such an important part of 92 00:06:11.040 --> 00:06:14.920 it, because again I think there's you know, there's there's ways that you 93 00:06:14.959 --> 00:06:17.240 have to look at it when you're thinking about career, career advancement and promotional 94 00:06:17.279 --> 00:06:21.040 opportunities, and like step one in that is like you have to have the 95 00:06:21.040 --> 00:06:25.439 outcomes of whatever job you have now, Like you have to have outcomes that 96 00:06:25.480 --> 00:06:28.480 are measured in a way that show that you're ready for the next job that 97 00:06:28.639 --> 00:06:31.519 you are, Like you're you're, you know, kind of a quality candidate 98 00:06:31.560 --> 00:06:35.920 for a promotion because you're doing the job that you currently have at a certain 99 00:06:36.000 --> 00:06:40.279 level or higher. Then you get into the space where, okay, well, 100 00:06:40.319 --> 00:06:43.959 now what happens if I've got five people that all are doing that level 101 00:06:43.959 --> 00:06:46.800 of work. Now I have to start to make a decision as a leader, 102 00:06:46.800 --> 00:06:48.920 and like what's the difference is like, what are what are the skills 103 00:06:48.920 --> 00:06:51.959 that are needed? What's the you know, what's what's the relationships that they 104 00:06:51.959 --> 00:06:56.800 have with their peer group? What have I been able to see and witness 105 00:06:56.800 --> 00:07:00.720 in regards to their leadership, how they inspire people, how they mentor people? 106 00:07:00.279 --> 00:07:02.600 You know, what does it looks like when they work in under pressure? 107 00:07:02.879 --> 00:07:08.160 Like these are things that now if everybody is all coming to the table 108 00:07:08.360 --> 00:07:12.879 and are all producing the outcomes that are needed for a promotion, now we 109 00:07:12.920 --> 00:07:17.079 start to get into some of these other types of filters that require observation, 110 00:07:17.199 --> 00:07:21.519 that require relationships that require you know, the ability for a leader to assess 111 00:07:21.639 --> 00:07:27.920 their talent, their potential via seeing how they do the work. And to 112 00:07:27.959 --> 00:07:32.519 your point, you know that typically in many organizations, is easier to do 113 00:07:32.600 --> 00:07:36.360 when you're around people, when things happen, when you're in meetings, when 114 00:07:36.399 --> 00:07:43.399 you're having informal conversations, when you're seeing how they do different things throughout an 115 00:07:43.439 --> 00:07:46.519 officer with a team. It's not that you can't see that in work from 116 00:07:46.519 --> 00:07:51.240 home or the virtual world. It just requires a different level of intention, 117 00:07:51.360 --> 00:07:55.959 a different level of focus, a different way to observe those same types of 118 00:07:56.000 --> 00:07:59.399 behaviors, you know, the same way that that person can, you know, 119 00:07:59.439 --> 00:08:01.720 have a conversation with a peer around helping them to get better. I 120 00:08:01.759 --> 00:08:05.160 can sit at the table and listen to that. I can be five feet 121 00:08:05.199 --> 00:08:09.839 away and see what's going on, or I can log into the virtual meeting 122 00:08:09.839 --> 00:08:13.120 and see how they do Like there are ways for many of these things to 123 00:08:13.160 --> 00:08:16.800 be done, both in person and virtually. But there is also reality when 124 00:08:16.839 --> 00:08:22.839 we're looking in this comparison that as a leader, if that leader is spending 125 00:08:22.920 --> 00:08:26.319 their time either hybrid or in an office, they're going to have more time 126 00:08:26.360 --> 00:08:31.039 with those individuals. If the leader is one hundred percent also work from home, 127 00:08:31.200 --> 00:08:35.600 or they spend time leading a fully work from home team. Then it 128 00:08:35.639 --> 00:08:39.440 really becomes on the leader to make sure that they are assessing those things in 129 00:08:39.480 --> 00:08:43.720 a way that allows them to understand and see the potential and capabilities of each 130 00:08:43.720 --> 00:08:48.159 of the individual people. And so I think it's important that you know you 131 00:08:48.200 --> 00:08:54.720 said this earlier there. If a company is ninety percent in office hybrid and 132 00:08:54.840 --> 00:08:58.600 ten percent work from home, that means that if there are promotions and career 133 00:08:58.639 --> 00:09:03.600 progress, a much smaller percentage of that's going to happen in the work from 134 00:09:03.639 --> 00:09:05.159 home team. If that's ten percent. If you're work from home, you 135 00:09:05.200 --> 00:09:09.840 want to stay at work from home, your potential for promotion is much smaller 136 00:09:09.879 --> 00:09:13.159 if you're a smaller percentage of the whole. If you're in an office or 137 00:09:13.279 --> 00:09:18.320 hybrid and you have ninety percent of the employee base there, those opportunities for 138 00:09:18.320 --> 00:09:22.159 promotions will be a lot higher. There'll be a lot more of them based 139 00:09:22.159 --> 00:09:26.759 on the numbers and data alone, And you have to understand that if again, 140 00:09:26.840 --> 00:09:31.200 if work from home works for you, those types of jobs will probably 141 00:09:31.279 --> 00:09:35.159 be fewer and far between, and the competition will be much heavier because it's 142 00:09:35.399 --> 00:09:39.279 only the people that are working from home, right right. I think about 143 00:09:39.279 --> 00:09:45.440 my time working in corporate HR for Best Buy from two thousand and nine through 144 00:09:45.480 --> 00:09:50.120 twenty eleven, and you know, I wanted to live in southern California, 145 00:09:50.200 --> 00:09:52.200 and so I stayed living in southern California, and I would fly to Minneapolis 146 00:09:52.320 --> 00:09:58.840 about one one or two weeks a month for over the span of two years. 147 00:09:58.080 --> 00:10:01.600 And so I was up there probably a total of maybe you know, 148 00:10:01.720 --> 00:10:07.679 thirty or forty weeks total over the course of two years. There was this 149 00:10:07.759 --> 00:10:11.840 kind of like main kind of quad or hub area where these four buildings kind 150 00:10:11.840 --> 00:10:13.960 of came together and you had to kind of walk through it almost like a 151 00:10:13.360 --> 00:10:18.519 high school quad, you know, where people walk from one building to another 152 00:10:18.559 --> 00:10:20.919 to go to meetings and stuff like that. And I tended to want to 153 00:10:22.000 --> 00:10:26.679 sit at a table in that kind of hub area. Whenever I wasn't actively 154 00:10:26.679 --> 00:10:28.240 in the meeting or meeting with somebody, like I was just getting work done, 155 00:10:28.360 --> 00:10:31.600 I'd want to be in that area. And the reason why I wanted 156 00:10:31.600 --> 00:10:35.360 to is because the number of people that walked by who I saw and struck 157 00:10:35.480 --> 00:10:41.559 up conversations with was was very high. Now in the total time that I 158 00:10:41.639 --> 00:10:46.840 did that, there were probably half a dozen projects that came onto my plate 159 00:10:46.960 --> 00:10:50.279 that I was able to do good work as a part of because of just 160 00:10:50.360 --> 00:10:54.960 happening to be sitting there when someone walked by and we struck up a conversation 161 00:10:56.000 --> 00:10:58.639 about what they were working on, and I said what I was working on, 162 00:10:58.879 --> 00:11:01.120 and then we talked about where the those two roads can intersect and we 163 00:11:01.120 --> 00:11:03.519 can help each other out and we end up doing good work together. And 164 00:11:03.559 --> 00:11:07.159 that became a relationship, and it became a project, and it became something 165 00:11:07.159 --> 00:11:11.000 else to put on my resume, so to speak of, you know, 166 00:11:11.080 --> 00:11:15.840 a personal work experience. Now, of all of the hours spent in that 167 00:11:16.000 --> 00:11:18.039 place, if that only happened, you know, five or six times, 168 00:11:18.240 --> 00:11:22.080 you could say that the average was really low. But it happens zero times 169 00:11:22.159 --> 00:11:26.120 during the weeks that I was at home right zero times. And so the 170 00:11:26.320 --> 00:11:33.919 idea of what doors open simply because you happen to be somewhere when something happens 171 00:11:33.279 --> 00:11:37.720 versus not being there when it's happening, I don't think that can be undercut. 172 00:11:39.320 --> 00:11:41.919 You know, we think about, you know, a person in the 173 00:11:41.960 --> 00:11:43.519 office and all of a sudden there's a fire, not a real fire, 174 00:11:43.679 --> 00:11:46.799 a figurative fire, a project that comes a deadline that's all of a sudden 175 00:11:46.840 --> 00:11:50.759 do something to change and they're working hard at it. If you happen to 176 00:11:50.799 --> 00:11:54.440 be walking by their office when this is happening and you see that they're kind 177 00:11:54.440 --> 00:11:56.159 of in a in a little bit of a tizzy, being able to jump 178 00:11:56.200 --> 00:11:58.600 in and say what can I do? Help? Can I can I help 179 00:11:58.600 --> 00:12:03.000 you get through this for the moment, if you're working from home, you 180 00:12:03.080 --> 00:12:05.320 won't know that's happening until it's already solved by whoever is there to help that 181 00:12:05.320 --> 00:12:09.000 person to solve it. Now. Is that is that okay? Sure? 182 00:12:11.000 --> 00:12:16.039 But there's a toll that that takes over the long term in terms of the 183 00:12:16.120 --> 00:12:20.840 relationships that you were able to create just by being there when things happen, 184 00:12:22.200 --> 00:12:26.799 and I've gotten I've gotten personal a lot of value over those just happen stance 185 00:12:26.840 --> 00:12:30.120 opportunities that come that you don't know if it's going to lead to anything, 186 00:12:30.279 --> 00:12:35.720 but eventually something does. Because everything is about relationships and everything is about what 187 00:12:35.840 --> 00:12:39.000 people you have kind of in your bullpen who will go to bat for you 188 00:12:39.039 --> 00:12:41.440 to say, Hey, I want Chris on this project. I want Lorenzo 189 00:12:41.480 --> 00:12:43.799 on this project. We did great work to other last year on this thing, 190 00:12:43.039 --> 00:12:46.720 and I want him on this again. I think Lorenzo should be promoted. 191 00:12:46.919 --> 00:12:50.240 I don't think Chris should be laid off in the next round of layoffs 192 00:12:50.240 --> 00:12:52.559 because of the work that was done on this project and that project and that 193 00:12:52.600 --> 00:12:56.720 project. All of these things batter in the context of your name coming up 194 00:12:58.000 --> 00:13:01.559 in the room when you're not there, and we talk about it in a 195 00:13:01.559 --> 00:13:03.559 lot of episodes. We said some of the biggest decisions around your career are 196 00:13:03.600 --> 00:13:07.559 made when you're not even in the room. That's what when we talk about 197 00:13:07.559 --> 00:13:09.759 relationships mattering. Yeah, And what we got to be careful of though as 198 00:13:09.799 --> 00:13:13.440 well, is like it's not a matter of trying to convince or talk through 199 00:13:15.039 --> 00:13:18.440 why you shouldn't work from home, right rights, These are these are real 200 00:13:18.519 --> 00:13:22.399 examples of things that you've you know, kind of experienced yourself, things that 201 00:13:22.399 --> 00:13:26.440 we can see. But the reality is that there's also a piece of this 202 00:13:26.600 --> 00:13:31.279 that I think is just the way that some organizations and some leaders even view 203 00:13:31.720 --> 00:13:35.600 work from home as something that's new and like, let's be honest with it, 204 00:13:35.679 --> 00:13:39.480 like there's data here from I think Nick Bloom from Stanford Professor had popped 205 00:13:39.480 --> 00:13:46.080 into here to share some data around just how leaders, managers, and non 206 00:13:46.120 --> 00:13:50.600 managers think about the culture impact of something like work from home, And the 207 00:13:50.600 --> 00:13:56.440 funny part is about sixty percent all say it's about the same. The difference 208 00:13:56.600 --> 00:13:58.879 as far as like what they believe the culture will be in the future, 209 00:13:58.879 --> 00:14:00.960 it would be about the same, you know, with the work from home. 210 00:14:01.360 --> 00:14:05.480 The difference is that with leaders and managers there is a much higher percentage 211 00:14:05.480 --> 00:14:09.679 that says they think that the work from home piece will have a more of 212 00:14:09.679 --> 00:14:15.159 a negative impact on culture than those that are non managers, right, And 213 00:14:15.240 --> 00:14:18.200 that's interesting to see that because I think that to your point, while there 214 00:14:18.279 --> 00:14:22.240 can be a lot of things that for a fact, can be helpful in 215 00:14:22.320 --> 00:14:28.120 building the relationships that can help to move your career along, there's also this 216 00:14:28.200 --> 00:14:31.279 piece of it that if people consistently look at it that way, your leaders 217 00:14:31.320 --> 00:14:33.679 look at it that way as like, well, this is something that's not 218 00:14:33.720 --> 00:14:37.960 good for us or not good for our culture, then that even whether it's 219 00:14:37.519 --> 00:14:43.919 unconscious, conscious or explicit bias is going to happen in some of the decision 220 00:14:43.960 --> 00:14:46.559 making that's going to be out there. And so like if you've chosen to 221 00:14:46.639 --> 00:14:50.039 work from home and that works best for you and that's what you want to 222 00:14:50.080 --> 00:14:54.360 do. These are some things that you really can't control to a degree, 223 00:14:54.759 --> 00:14:58.639 but you can have an influence on the relationships and the work that you do 224 00:14:58.759 --> 00:15:03.799 to build that career. So I think that's also important to call out because 225 00:15:03.840 --> 00:15:07.519 I think that this is something that from a workforce and from a leadership evolution 226 00:15:07.639 --> 00:15:11.240 standpoint, that that that leaders are working on and working through right now, 227 00:15:11.960 --> 00:15:16.919 and and I think over time, these these numbers will start to more align 228 00:15:16.960 --> 00:15:20.000 with themselves in regards to the negative or positive look when it comes to like 229 00:15:20.039 --> 00:15:22.679 work from home at hybrid working right. And let's be clear, there are 230 00:15:22.720 --> 00:15:28.679 a lot of really bad reasons why why managers and leaders want people to work 231 00:15:28.720 --> 00:15:31.679 in office. And if you have the option of working from home and your 232 00:15:31.759 --> 00:15:37.879 leader or manager can't articulate why it's better to work in office, then and 233 00:15:37.919 --> 00:15:39.960 it's just because you know, they want to be able to, you know, 234 00:15:39.320 --> 00:15:41.559 keep their eye on you, or they want to be able to they 235 00:15:41.639 --> 00:15:46.840 feel like they have a harder time leading someone who is remote, so they 236 00:15:46.840 --> 00:15:50.240 want that person in the office. That's that's the wrong reason to work from 237 00:15:50.399 --> 00:15:54.919 office. You know that that that that's really way into your decision of whether 238 00:15:54.000 --> 00:15:56.840 or not you're in the right job as opposed to your working for the right 239 00:15:56.840 --> 00:16:00.519 person, whether or not or instead of you know, just decision to work 240 00:16:00.519 --> 00:16:03.360 from home or not. And so again this isn't This is all about just 241 00:16:03.440 --> 00:16:07.879 trade offs and as long as you go into it with your eyes open and 242 00:16:07.919 --> 00:16:11.559 you're making a decision in terms of what's best for you short term, long 243 00:16:11.639 --> 00:16:15.919 term, your goals, in terms of your career, your family life, 244 00:16:15.159 --> 00:16:19.879 the balance that you have. It's not about trying to change what that is. 245 00:16:19.960 --> 00:16:25.200 It's about making sure that you feel like you are armed with the information 246 00:16:25.720 --> 00:16:30.960 and that you have the right to make that decision for yourself in a way 247 00:16:30.000 --> 00:16:34.799 that works best for you, knowing that it's really difficult to have something that 248 00:16:36.480 --> 00:16:40.039 lets you have the best of everything. Everything in life is a trade off. 249 00:16:40.919 --> 00:16:41.840 The trade offs that are important to you are the ones you have to 250 00:16:41.840 --> 00:16:45.200 decide on your own, and no one should be deciding that for you. 251 00:16:45.240 --> 00:16:48.080 Absolutely, And with that it brings us to this episodes one minute hack. 252 00:16:48.240 --> 00:16:51.759 But first, if you works from our sponsors all right, for this episode 253 00:16:51.799 --> 00:16:53.600 is one minute hack. If you're a work from home employee and you have 254 00:16:53.639 --> 00:16:59.120 the opportunity to do either. So your job is such that you have peers 255 00:16:59.120 --> 00:17:02.759 that work in off or hybrid and you have peers that work from home, 256 00:17:03.080 --> 00:17:07.279 and kind of the option is yours to make. There are some very strategic 257 00:17:07.319 --> 00:17:11.640 things you can do to kind of make sure that you are setting yourself up 258 00:17:11.680 --> 00:17:15.519 for success when it comes to doors being opened for you in the future when 259 00:17:15.599 --> 00:17:19.440 compared with people who are working in all types of roles, both in office 260 00:17:19.440 --> 00:17:23.759 and hybrid as well. The first one is around proactive visibility. Make sure 261 00:17:23.799 --> 00:17:27.799 that you are scheduling check ins with your manager. The next one is around 262 00:17:29.119 --> 00:17:32.960 making sure that your impact can be quantified. So track your metrics, track 263 00:17:33.000 --> 00:17:34.200 your performance, whatever that looks like, being able to speak to it in 264 00:17:34.799 --> 00:17:38.680 a moment's notice so that you can quantify what your value add to your organization 265 00:17:38.839 --> 00:17:42.160 is. Building relationships. We've talked about this before. This is huge. 266 00:17:44.000 --> 00:17:47.440 Engage in the activities that you do. If it's a virtual meeting, don't 267 00:17:47.440 --> 00:17:49.000 be the one that just sits there with the camera off and you know, 268 00:17:49.119 --> 00:17:53.240 being quiet and taking all the information in, especially if you're in a zoom 269 00:17:53.279 --> 00:17:56.960 meeting with people who are all in a room together, and you're the one 270 00:17:56.000 --> 00:18:00.920 who's not in that room, be the one speaking up and can contributing and 271 00:18:00.960 --> 00:18:03.759 making sure that your a valuable impact on whatever that meeting is, even if 272 00:18:03.799 --> 00:18:08.960 you are virtual, and then continuously learning, always be learning about more about 273 00:18:10.000 --> 00:18:12.599 the organization, more about the ways you can contribute in ways that make step 274 00:18:12.640 --> 00:18:17.119 outside of your role or that help people who don't work in the same roles 275 00:18:17.160 --> 00:18:19.160 that you work. Anything that you can do to make sure that you are 276 00:18:19.319 --> 00:18:23.599 visible, contributing and creating relationships are things that will help you in the long 277 00:18:23.680 --> 00:18:26.599 run. If you want to make sure that you continue to be able to 278 00:18:26.640 --> 00:18:30.200 work from home but not have as many doors closed for you in terms of 279 00:18:30.240 --> 00:18:32.440 promotability. Yeah, and I think that's what's important. Again, there's so 280 00:18:32.440 --> 00:18:37.039 many factors here in regards to the potential based upon the organization and opportunities that 281 00:18:37.119 --> 00:18:41.160 happen there. But I think that, you know, if there's one big 282 00:18:41.200 --> 00:18:45.119 takeaway that I would say is continuing to build your relationships across the board, 283 00:18:45.440 --> 00:18:48.319 continuing to be proactive with how you're sharing your work, how you're making sure 284 00:18:48.359 --> 00:18:52.960 that your outcomes are not just you know, kind of at expectation but are 285 00:18:53.000 --> 00:18:56.759 really like in a space where you're showing the potential to be promoted to the 286 00:18:56.799 --> 00:19:02.720 next role, and you know, pushing yourself from a from a learning standpoint. 287 00:19:02.920 --> 00:19:04.799 You know, I think these things are important to see because I think 288 00:19:04.839 --> 00:19:08.799 when when leaders are making decisions for opportunities, you know, it's not just 289 00:19:08.799 --> 00:19:11.839 a matter of Okay, you've done this job, well, now if I 290 00:19:11.880 --> 00:19:15.039 give you this next job, like, can you do it? Like? 291 00:19:15.119 --> 00:19:19.200 The idea is like I've seen the behaviors I've observed and understood, you know, 292 00:19:19.640 --> 00:19:22.640 how you were finding success in your current role, and I believe that 293 00:19:22.680 --> 00:19:27.279 you can apply those same behaviors and skills into the next role, because then 294 00:19:27.319 --> 00:19:30.000 that will allow you to be successful there, which then can promote you to 295 00:19:30.079 --> 00:19:33.240 the next role. So a lot of this is making sure that you know 296 00:19:33.359 --> 00:19:38.480 you're getting time with the decision makers and sometimes that is your direct boss. 297 00:19:38.519 --> 00:19:42.680 Sometimes there's others people that are involved, and so you know, proactively engaging 298 00:19:42.680 --> 00:19:48.119 with them outside of an interview process or when a job is open. It 299 00:19:48.160 --> 00:19:52.000 is critical to making sure that people are very familiar with not just your body 300 00:19:52.000 --> 00:19:53.799 of work, but where you want to go, how you want to grow, 301 00:19:53.920 --> 00:19:59.559 and the work that you're able to do, you know, driven by 302 00:19:59.599 --> 00:20:02.599 the behavior and the skills that you have. Right. I think the last 303 00:20:02.640 --> 00:20:08.039 thing I want to say on this is that because of the emotions around a 304 00:20:08.039 --> 00:20:14.960 lot of these decisions, because they involve people making decisions that inherently involve trade 305 00:20:15.000 --> 00:20:18.279 offs in terms of how they're able to engage with their spouses and partners and 306 00:20:18.400 --> 00:20:22.920 kids and personal life and work life and their promotability. These are all things 307 00:20:22.960 --> 00:20:30.519 that are emotional because they are very personal to the individuals making these decisions. 308 00:20:30.640 --> 00:20:33.880 Because of that, it can be easy to look at the title of the 309 00:20:33.000 --> 00:20:37.279 article that is being cited here by LinkedIn, which the title of the article 310 00:20:37.319 --> 00:20:42.000 directly says new data shows remote workers are losing out on promotions. Don't make 311 00:20:42.000 --> 00:20:48.279 the mistake of reading that and thinking that it says remote workers should be losing 312 00:20:48.279 --> 00:20:52.039 out on promotions. Look at the data and look at ways that you can 313 00:20:52.119 --> 00:20:56.839 make it so these things don't impact you as much, and don't fall into 314 00:20:56.839 --> 00:21:00.359 the trap of trying to make a values or culture argument on it. The 315 00:21:00.440 --> 00:21:03.720 chips are going to fall where they may, and every organization is going to 316 00:21:03.759 --> 00:21:06.839 be different. What you can do that will help you out is what you 317 00:21:06.920 --> 00:21:08.759 need you to help you out, and these are the strategies that we talked 318 00:21:08.759 --> 00:21:12.119 about in this episode to make sure that you can continue making decisions that are 319 00:21:12.480 --> 00:21:17.000 the best support the spirit of how you want to engage with your work and 320 00:21:17.039 --> 00:21:18.720 your personal life. Absolutely and what that brings us to the end of this 321 00:21:18.759 --> 00:21:22.799 episode, this is hacking your leadership. I'm Lorenzo and I'm Chris, and 322 00:21:22.839 --> 00:21:23.000 we'll talk to you all next time.