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Spotlight – Elise Attridge, Morgan, Lewis & Bockius

October 2021 Spotlight on Flex

Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For our October 2021 Spotlight on Flex we are pleased to share insights from Elise Attridge, Associate, Morgan, Lewis & Bockius LLP.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule? How has the firm and/or your clients contributed to this?

Elise Attridge: After my first child was born in 2016, I started working at an 80% reduced hour schedule. At that time, I had been a Litigation Associate at Morgan Lewis for five years.

When I first shared the news that I was pregnant to members of firm management, multiple people offered me the opportunity to work on a reduced schedule when I returned from maternity leave, which I was thrilled about because I’d heard of other working mothers taking this approach. And because the firm had raised it first, I felt extremely supported in the decision to work a reduced hours schedule.

I’ve been on that 80% arrangement ever since. It’s been about five years now and I’ve gone on to have two more children.

Right from the beginning, I received excellent advice from one of our litigation partners. Even though I planned to be in the office four days a week, she recommended that I have childcare available for all five days. I took that advice to heart and it really helped me ensure that I am able to be successful with my flexible schedule. My arrangement is that our nanny comes four days a week, and I target Monday as my day off to be with my children. But my nanny is available all five days if I need her to work, which sometimes I do.

While working four days a week is my goal, that is not always feasible, particularly as a litigation attorney because I have deadlines that are out of my control and unavoidable periods of heavy workloads.

So, I don’t measure the success of my reduced schedule on a weekly or even monthly basis. There are certainly some months where I work full-time hours.  Instead, I measure my reduced schedule on a yearly basis. I can then balance those periods of heavy workloads — for example, when I have depositions or a trial — with more time off at slower points in the year. It is a constant, and sometimes tricky, balancing act.

So far, however, because of my approach, I think I’ve been successful at having that work-life balance that works for me, my family, my firm and my clients.

The firm definitely has been giving me ongoing support during my flexible schedule. And in terms of my clients, I would guess that most, if not all, of my clients probably don’t even know that I work on a reduced schedule. It’s certainly not a secret. Even though I’m on a reduced schedule, once I’m on a case, I’m still 100% committed to delivering great legal work and exceptional client service. So that’s why calibrating my schedule on a yearly basis is so important, because there are times when I need to meet client needs, even if it’s on a Monday.

 

Getting to Know Our Conference Speakers – Peter Katz

We are thrilled to have an impressive line-up of prominent leaders, influencers and change-makers speaking at our 2021 Virtual Annual Conference on November 3.  We will be introducing these dynamic and engaging speakers here on our blog. We asked our speakers to answer a few questions about themselves and hope you find the answers as fascinating as we do!

This week’s “Getting To Know Our Conference Speakers” post highlights Peter Katz a JUNO-Nominated Musician and Storyteller.  Peter is going to close out the afternoon with a “Keynote Concert” – part concert and part keynote!  Through his presentation, “Showing Up Wholeheartedly in Our Lives,” Peter hopes to pull attendees in and leave them inspired to show up with purpose every day.

Read on to learn more about this inspirational singer-songwriter’s advice, personal mantra and vision for the future. 

Diversity & Flexibility Alliance: What is the most meaningful advice you have received? Who has had the most influence on your career?

Peter Katz: I’ve received a lot of great advice in my life, but the thing that first comes to mind is the notion that ‘feeling is healing’ that my best friend Joce (who also happens to be an incredible therapist) shared with me.  Essentially, the way to the other side of our dark moments is walking right through them.  Our typical reflex is to numb, to distract, to avoid, and that never gets us closer to the other side. So I’ve trained myself (as much as possible), to allow the feelings, to get curious about them, to sit next to them and listen to what they have to say, and as I do that, I find that I’m able to move through them with greater completion, more wisdom learned and deeper inner-peace.
  
As far as biggest influence on my career, that’s a hard one to narrow in on, but I’ll go with my mindfulness coach Dr. Tammy Berger.  She has been a stabilizing force over the last several years, allowing me to tune in to my inner-knowing and make decisions from that place.  It’s a bumpy ride, I haven’t perfected it by any stretch of the imagination, but that work with her has fundamentally shifted my ability to function in the world on all levels, including in my career. 

 

DFA: What have you learned in the last year that has changed your perspective?  Have there been silver linings to the  pandemic?

PK: I’ve been reflecting a lot over the last year about the lens through which I see the world.  Beyond the pandemic, I’ve been keenly aware of the social injustices, systemic racism and history of oppression that has permeated our world.  And as I’ve become increasingly aware of it, I’ve become increasingly aware of how privileged I’ve been in relation to it all. So much of the last year has been about listening and learning and seeking to notice the lens, and then see what I can do about creating a more connected and more just world through how I show up within it.  

There has been a major silver lining professionally from the pandemic in that I embraced the virtual modality of presenting and performing very early on.  I was quick (and privileged to be in a position) to invest in the gear, learn the skills and get myself up and running on virtual, and it has lead to the best year I’ve ever had professionally.  I’ve been able to speak/perform to over 50,000 people virtually since this all began which is pretty staggering to me.  Being able to be virtual means I can do multiple events in a day, reach people anywhere in the world, and really create impact with greater reach and efficiency than ever before.  I certainly miss in-person, but I’m grateful for the way I’ve been able to rapidly expand my network and impact through the emergence of virtual work. 

 

DFA: What do you know now that you wish you knew then?

PK: Oh gosh… the list is long!  I wish I knew the price of housing was going to do what it did… But I think the thing I know now for certain is that I can actually survive anything.  I don’t know that I realized just how resilient I am, and had I known that then, maybe I would have stressed a little less when everything fell apart. 

 

DFA: How do you pay it forward or inspire others?

PK: I have always tried to approach whatever I’m doing out in the world from a place of service. It’s actually sound business to do things from a place of service (because if you actually make people’s lives better, they will tend to be repeat customers), but more than business, I truly ask myself “what’s in it for them?” vs “what’s in it for me?”  I try to embrace the notion that there’s enough out there for everyone. So, for example, as soon as I had a handle on how to give performances and talks virtually, I created free resources to help other artists and speakers rise up and be able to do the same.  Some people advised me not to do that as I would be helping the “competition,” but I just wanted to raise the game for everyone.  As a result, I literally had hundreds of musicians and speakers reach out to me saying that my resources helped them make the shift and get back working.  And, I still had the best year I’ve ever had, so there’s room enough for everyone.  I guess I feel like it’s our duty, when we climb out of a hole, to turn around and help lift the next person up.
 

DFA: What can we be doing to create more inclusive organizations?

PK: I think it comes down to asking great questions, and to allowing equal hearing of the voices responding.  How do you create situations where every voice has a chance to be truly heard?  You ask great questions, and you create containers where everyone can turn to someone else and share that answer. You guide that process with a sound understanding of what creates psychological safety, and you listen to/implement from what emerges.  The wisdom is in the room, it’s in the people who make up the ecosystem.  It takes courage and humility as leaders to admit we don’t have the answers, and it’s also very liberating to free ourselves from that pressure. Our job is not to have the answers, it’s to create the conditions for the answers to emerge. 
 

DFA: What’s your vision for the workplace of the future?

PK: I see the workplace of the future as one that embodies the word ‘humanity’.  Where there is less of a disconnect between who we need to be on the outside, and how it feels to be who we are on the inside.  Of course there’s still professionalism and standards, but we need to recognize that we are human. And as humans, we can only deliver our best, most creative, most innovative, most inspired work when we have taken care of our human-ness.  When we are well fed, well rested, connected to nature, connected to love and to each other, then we can do our best work.  The physical and emotional state that we’re in, is far more important than whatever it is we’re trying to do, and whatever it is we’re trying to do will be so much greater if those foundations are in place. 
 

DFA: What book is on your nightstand? Or what TV shows got you through the lock down?

PK: I have about 20 pages left of ‘Who Not How’ by Dan Sullivan and Benjamin Hardy which I have LOVED. Totally rethinking how I structure my business and life.  And I also just started reading “Permission to Feel” by Marc Brackett. I’m only about 30 pages in to that one but wow, also totally inspiring and ties back to that ‘feeling is healing’ notion I was mentioning earlier.  Very powerful so far. 

As far as TV shows, I’m the worst when it comes to pop culture as I haven’t seen any of the shows, but I did watch ‘The Office’ for the first time during the pandemic and wow… what a gem of a show that is.  Brought me a LOT of joy watching that 🙂
 

DFA: What’s your personal mantra?

PK: For the longest time my mantra has been ‘A year from now you’ll wish you started today,’ but I’m leaning towards new mantras these days (I still like that one, but I think I’m good at this point in the motivation department. I’m more interested in feeling my human-ness).  I have a little mantra I say every morning that I got from my mindfulness coach (which comes from Metta meditation).  I say “may I be free from pain and suffering, may I be filled with loving kindness, may I meet each moment with an open heart’ (and then I send that out to others).  I like that mantra a lot.  It has been very grounding and calming.

Don’t miss Peter Katz and our other 2021 Speakers on

Wednesday, November 3.

Register now!

Getting to Know Our Conference Speakers – Judge Tonya Parker

We are thrilled to have an impressive line-up of prominent leaders, influencers and change-makers speaking at our 2021 Virtual Annual Conference on November 3.  We will be introducing these dynamic and engaging speakers here on our blog. We asked our speakers to answer a few questions about themselves and hope you find the answers as fascinating as we do!

This week’s “Getting To Know Our Conference Speakers” post highlights an amazing Judge from Dallas County Texas, the Honorable Tonya Parker.  We really appreciate Judge Parker taking time out of her busy schedule to share some intriguing thoughts about her approach to her career and life.  Read on to learn more about this inspirational thought leader’s advice, personal mantra and vision for the future. 

 

Diversity & Flexibility Alliance: What advice do you have for future leaders?  

Judge Tonya Parker: Lead with empathy and by example. Be a trauma-informed leader who appreciates the impact and toll of world events, social issues, isms, and phobias on your team and yourself.

 

DFA: What gives you hope for the future?  

JTP: That people finally seem to understand the importance of their vote and voice in our Democracy, and fewer people are taking either for granted.

 

DFA: What have you learned in the last year that has changed your perspective? 

JTP: Living for months in fear of acquiring or transmitting a potentially deadly or debilitating virus to the people I love the most brought into focus that faith, family, and good health reign supreme.  While I try each day to be a great judge and a great mom, when circumstances outside of my control (like the pandemic) force me to choose between being a great judge and a great mom, I am resolved to be a good judge and a great mom.

 

DFA: Have there been silver linings to the  pandemic?

JTP: The periods of isolation afforded deep reflection that helped me prioritize my faith, health, and family.  I will never go back to the way it was before the pandemic where I worked to the point of exhaustion and then gave God, myself, and my family what was left of me. I no longer subscribe to a belief system that equates sacrifice to devotion or hard-work.

 

DFA: What’s your vision for the workplace of the future?

JTP: I think “flexibility” will be the focal point.  We all appreciate the need for in-person work environments but also know now what is possible with remote work options.  The companies who will be the most competitive in the marketplace will be the ones that offer flexibility and show empathy for their employees life/health circumstances.  Employees will show unrivaled loyalty to companies who don’t make them choose between being a great employee and a great person, parent, spouse, dog-mom, etc.

 

DFA: What activities, movies or TV shows got you through the lock down?

JTP: My niece got me hooked on All-American.  I am a sucker for any sports-themed show or movie.

 

DFA: What’s your personal mantra?

JTP: Pursue justice and embody truth.

 

Don’t miss Judge Parker and our other 2021 Speakers on

Wednesday, November 3.

Register now!

Getting to Know Our Conference Speakers – Lara Abrash

We are thrilled to have an impressive line-up of prominent leaders, influencers and change-makers speaking at our 2021 Virtual Annual Conference on November 3.  We will be introducing these dynamic and engaging speakers here on our blog. We asked our speakers to answer a few questions about themselves and hope you find the answers as fascinating as we do!

This week’s “Getting To Know Our Conference Speakers” post highlights our 2021 Keynote speaker, Lara Abrash, Chair & CEO of Deloitte & Touche LLP.  We really appreciate Lara taking time out of her busy schedule to share some intriguing thoughts about her approach to her career and life.  Read on to learn more about this amazing leader’s inspiration, goals and personal mantra. 

 

Diversity & Flexibility Alliance: What is the most meaningful advice you have received? Who has had the most influence on your career?

Lara Abrash: My mother raised me to believe I could be anything I wanted to be. When my three brothers and I were older, she pursued her dreams and went back to college in her forties to earn her degree. My mother was my first role model—and a very powerful one!

My mother taught me three main things that have stuck with me throughout my career.

  1. Dream big and pursue your goals with passion. My mother told me dreaming isn’t enough – a goal isn’t a goal until you say it out loud. She encouraged me to claim what I do and share how I am adding value.
  2. Building relationships and connecting with others. Each person has unique strengths —whether it’s a unique way of communicating and leading, or collaborating, teaming, and lifting others into the spotlight. Through sharing stories and being vulnerable, women and men can create these valuable connections and build strong relationships.
  3. The importance of well-being and self-care. My mother has always reminded me that I cannot take care of other people unless I take care of myself first. Well-being and self-care are essential to all of us. For me, it’s finding time to do what energizes me, whether it’s making it home from a business trip in time to play in a softball game or having dinner with my family and my mother. I make these things a priority and make myself a priority, so I have the energy to take care of my clients, my colleagues, and my loved ones.

DFA: What do you know now that you wish you knew then?

LA: I have learned that a strong work ethic and determination are vital but relationships – deep, trusting relationships – are essential and will take you further in your career than any technical knowledge.

 

DFA: How do you pay it forward or inspire others?

LA: People give me energy and fill my well-being tank. The people I work with on a daily basis are the reason I am still here at Deloitte. I have immense joy when the people I’ve mentored or coached throughout the years have succeeded. My current chief of staff, Amanda Di Salvo, is one of those people. She recently was promoted to managing director within our firm – a huge accomplishment. Her resilience, hard work, and generosity have driven her success and to be a part of her career journey is something very special. I believe being there and really listening is such a vital part of being influential in someone’s career…and life.

 

DFA: What can we be doing to create more inclusive organizations?

LA: I believe women have superpowers. In my recent LinkedIn long form blog post I talked about the three powerful values that have emerged as the centerpiece of modern leadership: Be vulnerable. Demonstrate empathy. Act compassionately.

While these three powerful values are often inherent in women leaders, they are essential values for all leaders so that we can learn from one another and draw upon the power of the diversity of our organizations, emerging stronger, more connected, and healthier—physically and emotionally.

It’s time for us to adapt. It’s time for leaders to focus on what’s most important now to those who look to us for inspiration, mentorship, and direction. It’s time to create an environment that inspires and empowers those around us to tap into the truly diverse, human capabilities that will be the foundation of differentiated organizations of the future.

 

DFA: What book is on your nightstand? Or what TV shows got you through the lock down?

LA: Ever since I was a young girl, I have whole-heartedly loved absorbing information. I constantly want to better myself and learn. I seek information in a variety of different channels. Most recently, Michelle Obama’s Becoming resonated with me. Regardless of your political views, her commentary on confidence, marriage, race, and womanhood spoke to me. Specifically, her quote, “If you don’t get out there and define yourself, you’ll be quickly and inaccurately defined by others.” Defining my vision and having the confidence to speak up is one of the main factors that led me to where I am today.

 

DFA: What’s your personal mantra?

LA: I’ve lived this quote personally: “It’s not about perfection, it’s about progress.” My life has been a series of different juggling acts – from sports, to school, to my family and friends, and my professional life – which fulfill my desire to keep pushing myself. I learned early on that showing up, taking calculated risks, and putting your best foot forward is what truly matters.

 

Don’t miss Lara Abrash and our other 2021 Speakers on

Wednesday, November 3.

Register now!

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Action Step – Creating a Successful Onboarding & Integration Program for Your Hybrid Work Environment

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center. 

 

Many organizations are in the process of designing hybrid work environments. While different organizations will need different hybrid work structures to support their unique needs, all organizations need to consider new ways to effectively onboard new employees and make them feel a part of their new organization. Based on our numerous conversations with leaders and employees, we have heard feedback regarding difficulty with integrating new employees during the pandemic. Therefore, organizations need to make sure to carefully think through their pre-arrival and onboarding processes, as well as modifications and additional infrastructure to support successful onboarding and intentional integration.

 

  1. Pre-Arrival and Orientation – Outreach to new hires prior to their arrival to let them know the timing of orientation and what to expect makes for a more comfortable introduction to the firm. Organizations should provide all new employees with an orientation (in-person, virtual, or a combination) on their first day. At a minimum, this orientation should include a message from the CEO/Chair, messages from group leaders, introduction and contacts from all support departments (i.e. IT; Human Resources; Word Processing; Marketing), and any specific organizational processes/procedures (i.e. billing codes; necessary contacts). Subsequently, each new employee should have a lunch/coffee (in-person or virtual) set up with a department leader/supervisor and peer employee.

Members: continue reading this Action Step in the Member Resource Center

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.

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Spotlight – Stephanie Salek, Hollingsworth LLP

September 2021 Spotlight on Flex

Our Spotlight on Flex showcases professionals from member organizations who exemplify personal and professional success while working a flexible schedule. Their stories illustrate the long-term benefits that flexible schedules offer to both individuals and organizations.

For our September 2021 Spotlight on Flex we are pleased to share insights from Stephanie Salek, Associate, Hollingsworth LLP.

Diversity & Flexibility Alliance: How have you made flexibility a priority and a success with your schedule? How has the firm and/or your clients contributed to this?

Stephanie Salek: After my son was born in 2018 and I took maternity leave, I knew that I wanted to return to work on a reduced-hours schedule.  Hollingsworth said that it would work with me to craft a schedule that fit my needs, and offered several different models of flex time, including a reduced-hours policy in which attorneys can work fewer hours overall at times convenient for them, and a part-time schedule for those who need a set schedule with defined hours of work.  Because my husband’s work schedule is less predictable, I wanted to have a defined work schedule for childcare purposes.  So I decided to try a part-time schedule in which I have set hours and leave at 5:30 pm three days per week, and work remotely 1 day per week.

It has worked out wonderfully.  For my part, I make sure to frontload work on projects by getting new projects off the ground and running immediately, and making a point of checking in on any delegated portions of a project early and often.  And because I am off on Fridays to care for my son, I make sure to do a full status check of each project every Thursday before signing off, so that projects continue progressing while I am offline.  I am grateful that my firm has been so supportive of this flex schedule, and I think our joint commitment to making it work is the reason for its success over the past 2.5 years.

 

Getting to Know Our Conference Speakers – Sang Lee

We are thrilled to have an impressive line-up of prominent leaders, influencers and change-makers speaking at our 2021 Virtual Annual Conference on November 3.  We will be introducing these dynamic and engaging speakers during the next couple of months here on our blog. We asked our speakers to answer a few questions about themselves, their approach to their career, and their lives.

This week’s “Getting To Know Our Conference Speakers” post highlights Sang Lee, Co-Founder & CEO of Thine.  With more than two decades of experience in law practice, legal recruitment, leadership coaching, and organizational and talent development, Sang helps strengthen companies and firms by providing ways to celebrate candidate and employer diversity, invigorate interviews, and deepen professional development possibilities. We can’t wait to hear more from Sang!

DFA: What is the most meaningful advice you have received? Who has had the most influence on your career?

Sang Lee: Loosely translated from Korean, which is the language through which the insight was dispensed, the most meaningful advice I’ve received – and try to incorporate into every aspect of my life –  is,  “If you’re going to grab at life, grab it with big hands.” My father, mother, two older sisters and I moved to the United States from Korea in 1976. Soon after our arrival, my father opened a wholesale jewelry business and operated it for 20 years out of a small and uncomfortable 350-square foot storefront. Despite the micro nature of his commercial footprint in NYC, my father never kept his belief system, his business strategies, or his dreams small. His influence on my career remains profound. Today, when I work through a nuanced decision, I still assess how my father might approach a challenging situation or undeveloped opportunity. I remind myself often to live a big-handed life.

DFA: What have you learned in the last year that has changed your perspective?  Have there been silver linings to the  pandemic?

SL: I’ve learned the extraordinary and unrivaled value of vulnerability. The pandemic – and all that it unleashed – forced a context where I’ve learned that sharing moments of fear, sadness, fatigue, and helplessness does not encumber my relationships or make me appear weak. Today, I am more forthcoming and vulnerable with my family, friends and colleagues, and my connections are stronger, more authentic and more dimensional. I am grateful for the learning.

DFA: What do you know now that you wish you knew then?

SL: Everything is a choice. Everything.

DFA: What can we be doing to create more inclusive organizations?

SL: We can notice who’s not included. We can notice when resources are allocated inequitably. We can actively, consistently and zealously pursue opportunities to create more diverse cultures. We can embrace diverse perspectives which creates greater inclusivity. Yes, yes, and yes, we CAN.

But when that seems too big for one person, we can observe ourselves and decide to disrupt our own life’s algorithms. Technology algorithms illustrate (thank you, Instagram ads and TikTok videos) that human behaviors are predictable. and self-perpetuating. We find comfort in what we’ve already experienced and hence, over-rely on these experiences to predict what we want for our futures. We watch the same type of movies (comedy), we order the same kind of takeout (spicy tofu banh-mi), purchase the same kind of gadgets (luxury kitchen appliances), and we let ourselves unconsciously befriend or work with the same types of people who deploy the same workstyles.

Becoming aware of the algorithms we’ve created in our personal lives and introducing diversity into the algorithm, creates a corresponding disruption in our worldviews, and introduces more inclusive thinking in our day-to-day, which will impact our organizations.

DFA: What’s your personal mantra?

SL: For decades, I have listened to my inner voice when it tells me to “Own the Awkward,” which is a reminder to honor my instincts when I am in an uncomfortable situation or conversation. I invite vulnerability – a powerful force –  into those situations by identifying the awkwardness of the moment, and do my best to work through it then and there, whether I am alone or with others. This phrase has been a driver for constant improvement in my communication skills and helped me to develop deeper and more authentic relationships with family, friends, colleagues and clients.

Don’t miss Sang Lee and our other 2021 Speakers on Wednesday, November 3.

Register now!

Diversity of Thought: The Secret to Growing Your Relationships and Book of Business

2021 Signature Seminar

Thursday, September 23, 1:00pm EDT

Featuring Mo Bunnell, author of The Snowball System, host of the video podcast Real Relationships Real Revenue and founder of Bunnell Idea Group (BIG).

Have you ever just connected with a new client, prospect or colleague?

It was easy. Time passed by quickly. It even felt…fun.

Here’s the thing: it wasn’t random.

Connecting quickly is a skill that can be understood and learned.

Join us for this power packed session where our business development expert Mo Bunnell will guide us into the science and steps of connectivity.

This session will decode how relationships are deepened. You’ll leave this session with a plan to work together better on client teams, deepen both internal and external relationships, and…bring in the meaty work you want.

Return to Office Strategies: Integrating Flexibility Into Your Organization’s Culture

2021 Signature Seminar

Friday, September 17, 1:00pm EST

Featuring Manar Morales, President & CEO, The Diversity & Flexibility Alliance.

As many organizations implement their Return to Office plans, it’s critical that flexibility is woven into the fabric of your organizational culture. Join Alliance President & CEO, Manar Morales, as she walks you through the strategies and support systems that are essential to the success of your hybrid workforce. Don’t miss this important seminar which will provide you with detailed guidance on how to maintain your organization’s unique culture while navigating this new phase in the evolution of the future of the workplace.

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Action Step – Building Your Training Program to Support Your Post-Pandemic Hybrid Workplace

The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center. 

 

Many organizations are rethinking their work environment post-pandemic. We learned a great deal during the pandemic regarding workplace flexibility and business continuity, leading many firms and companies to consider hybrid workplaces after the pandemic. While organizations will structure these hybrid work environments differently based upon their unique needs, all organizations will need to carefully think through different support structures and systems that will be needed for the new way of working. The Recommit stage of our Flex Recalibrated Framework discusses these additional support structures that will be needed to make your hybrid work environment succeed, including training. Organizations will need to train employees in order to arm them with new skills to make sure they can succeed in a hybrid world:

 

  1. Individual Strategies for Remote Work Success. Employees who will be working remotely, even part of the time, will need to learn best practices and strategies for being successful in a hybrid/remote work environment. These trainings should include real life examples to make the training more impactful. Teach employees effective ways to maintain connection and receive training in this new environment (i.e. intentionally reaching our/scheduling time with supervisors/colleagues; coming into the office when supervisors/clients come in; proactively asking to debrief after client meetings; maintaining visibility when coming into the office). Trainings should also discuss effective ways to handle challenges, such as communication/responsiveness difficulties, workload allocation challenges, maintaining and building connections, and creating effective boundaries.

Members: continue reading this Action Step in the Member Resource Center

 

To read this entire Action Step become a member of the Diversity & Flexibility Alliance. To learn more contact Manar Morales.