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We polled 1,153 employees,and 52% said they work, at least some of the time, from their home office. And when they do, many feel their colleagues don’t treat them equally. Remote employees are more likely to report feeling that colleagues mistreat them and leave them out. Specifically, they worry that coworkers say bad things behind their backs, make changes to projects without telling them in advance, lobby against them, and don’t fight for their priorities.

Overall, remote employees may enjoy the freedom to live and work where they please, but working through and with others becomes more challenging. They report that workplace politics are more pervasive and difficult, and when conflicts arise they have a harder time resolving them. When remote members of a team encountered common workplace challenges, 84% said the concern dragged on for a few days or more, while 47% admitted to letting it drag on for weeks or more.

And these problems don’t just affect relationships. Remote employees report larger, negative impacts of these challenges than their on-site colleagues on results, including productivity, costs, deadlines, morale, stress, and retention.

While managers may be tempted to respond to these findings by ending remote work programs and bringing everyone back to the office, we don’t recommend that. Instead, they should encourage habits that lead to feelings of trust, connection, and shared purpose.

We asked our survey respondents to describe a manager who is especially good at managing remote teams. Most were able to, buta few said they’d never had, heard of, or seen one. We asked respondents to share positive stories and describe specific skills these managers practiced to facilitate productive working relationships with remote workers. From over 800 informants, we identified seven best practices:

Check in frequently and consistently. Use face- to-face or voice-to-voice contact. Demonstrate exemplary communication skills. Make expectations explicit. Be available. Demonstrate familiarity and comfort with technology. Prioritize relationships.

Our research shows that a lack of close contact with people inhibits the formation of trust, connection, and mutual purpose — three ingredients of a healthy social system. However, managers who practice these seven types of intentional behaviors can increase the likelihood that “out of sight” does not lead to being left out.

Joseph Grenny is a four-time bestselling author, keynote speaker, and leading social scientist for business performance. His work has been translated into 28 languages, is available in 36 countries, and has generated results for 300 of the Fortune 500. He is the cofounder of VitalSmarts, an innovator in corporate training and leadership development.

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is a bestselling author, keynote speaker, and leading social scientist for business performance. He leads the research function at VitalSmarts , a corporate training and leadership development company. His work has been translated into 28 languages, is available in 36countries, and has generated results for 300 of the Fortune 500.

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Great article. It's important for the remote employee to also stay engaged with their colleagues to ensure a two-way relationship of inclusion.

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for Leadership and Community Engagement

What are you doing here? Possibly the hardest question to answer, but we can help. You will have to answer the question for yourself, but through our leadership development programs, we can help you discover your purpose.Leadership is about people, voice, learning, and action. It's about connecting with your heart to understand your ability to change the world. It's constantly evolving, but staying true to itself. The Holden Center is going to take everything you think you know about leadership, stretch it, challenge it, push it, and build you into the leader you've always wanted to be.

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Catalyst: noun—a person or thing that precipitates an event or change. That’s you. Maybe you just don’t know it yet. Catalystis the first step to discovering what kind of leader you are and how to build communities. Everyone leads a little differently and you are the only one that can choose the authentic path that is right for you. Get ready to explore your skills and start something extraordinary in this one-day workshop.

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Your journey to becoming a leader has brought you to this point, but what have you already picked up along the way? All leaders are not created the sameand each brings their own style and strengths.You know what your strengths are—you use them every day. But how do your strengths combine with another person's strengths? What strengths complement yoursto form the most versatile and effective team?The strength of ateam is in the individual and the strength of the individual is in ateam. You can use your strengths to make a lot of change, but imagine what you can do with the strengths of a team. Learn how your strengths stand outand will make your team that much stronger.

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Why Scenarios?

The terra incognita of the future is beyond the ken of scientific projection and social prophesy. Although deep uncertainties—and human choices not yet made—undercut our capacity to predict what will be, scenarios help us to imagine what could be. Global scenarios are stories about how history might unfold in this century. Beginning with contemporary trends and driving forces, each embodies different assumptions on the resolution of critical uncertainties and human choice—thought experiments for stimulating imagination, alerting us to dangers, and inspiring corrective action. Exploring the frontiers of the possible helps gives soul, sight, and direction to the blind march of history.

Future Paths

The Global Scenario Group, precursor to GTI, introduced a simple and widely-used "taxonomy of the future" to organize the possibilities. At the highest level, three broad channels— Conventional Worlds , Barbarization , and Great Transitions —radiate from the present into the imagined future (see graphic).

Conventional Worlds are governed by today’s dominant forces of globalization: economic interdependence deepens, dominant values spread, and developing regions gradually converge toward rich-country patterns of production and consumption.

Barbarization explores the very real risk that Conventional Worlds strategies prove to be inadequate for addressing mounting environmental and social stress, and problems spiral out of control, leading to a general crisis and the erosion of civilized norms.

Great Transitions examine worlds that transcend reform to embrace new values and institutions in pursuit of a just, fulfilling, and sustainable civilization.

We consider two variants each for Conventional Worlds, Barbarization, and Great Transitions, a total of six visions.

Click on the images for a description and visualization of each vision.

By the Numbers

Detailed simulations of four scenarios—Market Forces, Policy Reform, Fortress World, and Great Transition—for eleven world regions:

Scenario overview

Highlights

Interactive tool

Futures in Motion

Data tables

Detailed Results

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A framework for understanding the current crisis and developing a vision and praxis for a just and sustainable future

Journey to Earthland: the Great Transition to Planetary Civilization

Great Transition: The Promise and Lure of the Times Ahead An overview of the global scenarios

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