Dr Kristen Shockley discusses telework on APA podcast, Speaking of Psychology

He’s a former magician and junior Olympic springboard diver. Adam also tackles emotions and mental obstacles that impact our work, like loneliness, procrastination, burnout and bouncing back from rejection. In immersive interviews, Adam vividly brings his observations to life, weaving together stories with social science and revealing key insights in a friendly, accessible style. Have#isolation&#confinementaffected you during the pandemic? What will happen if we will face further lockdowns and social interaction interdictions? This episode of Making Remote Work is about#mentalhealthwith renowned Sheryl Bishop, Professor Emeritus at The University of Texas Medical.

It’s critical that we look for opportunities for change, growth, advancement, and ways to become stronger. Mastering virtual meetings inspires many considerations. While the basics – such as proper equipment – are key, taking it to the next level calls for additional consideration. Mastering virtual meetings calls for a presentation that is not only clear and easy to understand, but also one that grabs and holds the audience. Virtual meetings have become part of everyone’s new reality.

How do you minimise additional team cognitive load in a remote setting?

She works with organizations that are implementing/ developing an agile workforce. Her passion is to bring people and processes together through connectivity and technology to work effectively. She develops vital people and talent metrics to enhance the force and improve productivity through change/ people transformation. The belief is a happy, diverse, and engaged workforce is a hard-working one given all the right resources.

organizational psychology remote work podcast

First, looking at returning to the office, we see that this discussion has become even more nuanced as companies have had longer to grapple with this question. One specific issue that has been raised, is that of equity in returning to the office. In a hybrid setup, workers who are in the office less than others, tend to suffer a social penalty that can harm career advancement and other similar outcomes. But, according to Tsedal Neeley in an interview with Adam Grant, many employees of color show a stronger preference for hybrid or remote work, due in part to a reduced exposure to microaggressions at work. Microaggressions in the workplace, therefore, have received attention in the applied world as well as in some recent publications by SIOP members (e.g., King et al., 2022). There does not seem to be a simple solution moving forward, but clearly steps to make the workplace (be it virtual or in-person) more psychologically safe for every employee is necessary to ensure an effective return to the office.

On this episode of Dare to Lead

The two of them have just published a new remote team interactions workbook that builds on some of that thinking, setting it in a new remote working context. Team Topologies is a book that’s been referenced by both our previous guests, Susanne Kaiser, and Randy Shoup. It’s also on the Container Solutions recommended reading list, which I will include a link to in the show notes, and it is a book we at Container Solutions reference frequently on our own client engagements. I’m absolutely delighted to have Manuel join me on the podcast today to talk both about it. The pandemic has brought upheaval into our existence.

Want Hybrid Work to Succeed? Trust, Don’t Track, Employees – Harvard Business School Working Knowledge

Want Hybrid Work to Succeed? Trust, Don’t Track, Employees.

Posted: Fri, 22 Oct 2021 07:00:00 GMT [source]

So in March and April, and we surveyed them again most recently in September and the three most common challenges for individuals were isolation and loneliness, motivation and then their physical workspace. I suppose my journey with work and remote work starts with my original degree, remote work podcast which was in business and in studying business, I became really interested in why people do what they do. And I went on to study organizational and work psychology and that got me really thinking about individual differences in work in the ways that we work in how we can work better.

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