 I’m revisiting this 2018 assessment (of mine) of the hybrid model for working remotely to consider how the experiences of 2020-21 might revise that assessment and, more importantly, inform how such a model might be effective going forward.
In Part 1 of this series, I reflected on the rapid move to remote working necessitated by the COVID-19 pandemic. In Part 2, I looked at the lessons learned during the pandemic work-from-home situation. In Part 3.1, I looked back at the original four arguments about working remotely and reconsidered the first one – the economic argument and the financial considerations for organizations and employees. In Part 3.2, I considered the teamwork argument and whether co-location is an essential element of teamwork, or not. I concluded that co-location does not guarantee an engaged or productive workforce, which leads neatly to the third and fourth arguments…
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2021: What I learned about working remotely. Part 3.2 – Revisiting the Hybrid Model: Teamwork10/17/2021  I’m revisiting this 2018 assessment (of mine) of the hybrid model for working remotely to consider how the experiences of 2020-21 might revise that assessment and, more importantly, inform how such a model might be effective going forward.
In Part 1 of this series, I reflected on the rapid move to remote working necessitated by the COVID-19 pandemic. In Part 2, I looked at the lessons learned during the pandemic work-from-home situation. In Part 3.1, I looked back at the original four arguments about working remotely and reconsidered the first one – the economic argument. In this post, I’ll look at the next argument – teamwork. There has certainly been a lot to learn.  With the experiences of 2020-21 not quite yet in our past, and the lessons learned from that all around us, it’s time to revisit the hybrid model for working remotely to consider how that might be applicable going forward. In Part 1 of this series, I reflected on the rapid move to remote working necessitated by the COVID-19 pandemic. In Part 2, I looked at the lessons learned during the pandemic work-from-home situation. Now, in Part 3, I’ll look back at those original four arguments about working remotely to see how they might apply in the new normal of the working world.
 A medium-deep dive into philosophy - specifically, stoicism - this book was recommended by Kielyn Marrone, who I follow on social media after watching her the TV show "Alone" (where contestants are dropped off in the middle of nowhere and have to survive longer than other participants in order to win a big $$ prize). In Season 7, Kielyn stayed 80 days in the near-Arctic (shores of Great Slave Lake from mid-September through December). Watching her catch her first fish from the frozen lake was one of the most enjoyable moments on TV ever. She was the third last participant, and everything about her was intriguing and inspirational, including her frequent mentions of stoicism. On her Facebook page, she recommends this book; coincidentally, one of my current mentees is reading this book series by Ryan Holiday, and mentioned it during one of our earliest sessions. I took that as a sign.
 Gratitude: in addition to checking in and keeping in touch with each other, we can also contribute to each other's morale and work wellness by taking time to show genuine appreciation and gratitude for the work of our teams and colleagues. This advice isn't just for leaders - we all contribute to our work relationships and enhance them by showing genuine gratitude through recognition and appreciation.
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Who is Robyn?
My career as a research project manager is rewarding, dynamic, challenging, and fun. I'm looking forward to sharing my knowledge and experience in communication, organization, and common sense approaches in research management and leadership, and to enabling others to learn and grow in this exciting career. 
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