The TRENDS and Dynamics on our Minds

Hybrid + Virtual Workplace

Leading in a hybrid workplace will require structure and discipline! We have the tools and capabilities to accelerate your success of building both your CULTURE and TALENT Bench!


  • Over 50% of the workforce is “remote-capable” meaning they could effectively work remotely in their roles
  • If no remote work options were offered by a current employer—54% of workers working exclusively from home would look for another job—-38% of Hybrid workers said same

Top Reasons for work location preference:

  • Avoid Commute
  • Better for overall Well-Being
  • I need flexibility for family or other obligations
  • The option to work in person with co-workers
  • I feel more productive and connected to my organization

There is a NEW “Will of the Workplace”

  • 4 in 10 want to work 2-3 days in office; 3 in 10 want less than 2 days/week in office
  • 4 in 10 want complete autonomy; 6 in 10 want some structure on days in office

Microsoft 2022 World Trends Index (N=31,000)

  • Jobs that offered a “remote option” 1 in 67 in 2020; today 1 in 7
  • The big questionWhy are we going back to the office—what is the value of the physical space?

HBR Article—What great Hybrid Cultures do differently (Stainer and Li)

  • Treat everyone as REMOTE (whether in office or not—level playing field)
  • Shift to ASYCHRONOUS communication vs. synchronous—record or write messages vs. live (time zones issues)—have questions forwarded in advance
  • Use technology to produce artefacts—recorded zoom calls; transcripts
  • Make communication boundaries clear—how long to respond to chats? Emails? Agree on working hours—this can eliminate interruptions/disruptions. Spontaneous is thought to be good—only if it’s not disruptive

MBO Partners 2021 Survey among nearly 7,000 US Workers

  • 68% of independent workers stated they felt more secure working independently (up from 32% in 2011; 53% in 2019)
  • In 2021 the number of independent workers grew sharply up 34% to 51.1M from 38.2M in 2020
  • 87% are Happier on their own
  • 78% are Healthier on their own


Leadership is a BEING state not a DOING state! Why has our Well-Being taken so long to make it onto the Leadership Agenda? WELL one thing’s for sure---It’s here to STAY! Our programs are integrated and holistic! There is no “work you” and “home you”----JUST YOU!

GALLUP February 2022---15,000 full and part time workers

  • Percentage of employers who care about employee Well-Being PLUMMETS!
  • Fewer than 1 in 4 employees feel their employer cares about their well-being—lowest in nearly a decade
  • In 2014 equally low–pandemic caused it to double reaching a high of 49% and now as pandemic eases it is plummeting back to previous levels
  • Employees who feel an employer cares about their well-being are 69% less likely to look for a new job
  • Blended work and life now more important; employee well-being matters more than ever to both resiliency of employees and their organizations
  • Additional benefits of employers caring about well-being
    • 71% less likely to experience a lot of burnout
    • 5X more likely to Advocate for their organization as a place to work and that they trust the leadership
    • 3X more likely to be engaged in work
    • 39% more likely to thrive in their overall lives
In Gallup’s database—top organizations have more than 6 in 10 employees saying their company cares about their well-being 2-3X the national average

MBO Partners 2021 Survey among nearly 7,000 US Workers

  • 87% of independent workers are Happier on their own
  • 78% of independent workers are Healthier on their own

Upskilling + Reskilling

The new work requirements for all roles---be a lifetime learner! If you are not upskilling and re-skilling you are falling behind! Want to surge ahead---UPSKILL early and often---YES before you need to apply the skill----ACQUIRE and practice it! Our programs will set you up for current and continuous success here!


  • By 2025 50% of the workforce will require re-skilling

Deloitte 2019 Human Capital Trends Report

  • Re-skilling an internal candidate costs 1/6 compared with hiring or training an external candidate

LinkedIn 2021 Workplace Learning Report

  • 91% of companies; 81% of employees claim that upskilling and re-skilling boosted productivity levels
  • 51% of Learning and Development professionals had plans to launch upskilling programs in 2020—a few months after pandemic hit—that number jumped another 15%

McKinsey 2021 N=898---How to address Capability Gaps

  • 53% Building skills of existing employees
  • 23% External hires
  • 20% Redeploying employees
  • 6% Contracting

Generational Dynamics

Hey Boomer and Gen X leaders---are you in touch with how critical your learning programs are to your talent bench right now? Seriously, you can be a Rockstar or a Rock with your approach here. We can help you be a TALENT MAGNET, build stronger leaders and secure longer-term retention! Interested?

Deloitte 2019 Human Capital Trends Report

  • 94% of Millennials would stay with a company longer if they invested more in their learning and development

LinkedIn 2021 Workplace Learning Report

  • GEN Z watched 50% more video hours per learner in 2020
  • GEN Z values personal learning paths more than any other generation

Microsoft 2022 Trends Index (N=31,000)

  • Nearly 50% of Millennials, Gen Z and workers in general are ready to do work in the METAVERSE!

Leadership Talent Bench

Leaders are not born—they are MADE! And a Talent bench that is not aggressively INVESTED IN will be a LIABILITY for you! Your actions have consequences—we can give you CHOICES on how to invest in your Leadership POTENTIAL and transform it into Performance!


  • Companies fail to choose right candidate with right talent 82% of the time
  • Managers account for at least 70% of the variance in employee engagement across business units
  • ONLY 1 in 10 people possess the talent to manage (the right individual engages; creates a great culture; retains top performers)
  • ONLY 2 in 10 exhibit some of the characteristics and can function at a high level of management with coaching and development


  • Create a compelling vision that motivates employees to take action
  • Use Assertiveness to drive outcomes and overcome adversity as well as resistance
  • Create a clear culture of Accountability
  • Build Relationships—mainly through Trust and Transparency
  • Make decisions based on productivity NOT politics

Source: McKinsey

  • $160,000—extra annual cost for managing JUST ONE NASTY Leader

Skip Pritchard BLOG

  • 50% of new executives fail within 18 months

CEB Research

  • Executive failure happens 5-7 times for every 10 executive hires
  • Why? Cultural alignment #1 Reason

CEO Magazine

  • The cost of a failed CEO is roughly 3X their salary

The Leadershipforge.com

  • The cost of executive (non-ceo level) failure is 2.5X their salary

Microsoft 2022 World Trends Index (N=31,000)

  • Authors of survey “The past 2 years have taught us that CULTURE will stand or fall with Managers”