AECOM

Luana Bannister

As the hybrid work era reshapes our professional landscape, leadership development must evolve to meet new challenges. With an estimated 68% of companies offering location flexibility, it’s clear that hybrid work is becoming the norm. Rather than focusing on the usual skills and behaviors, addressing the unspoken needs of leaders navigating this complex environment is crucial. Here, I will explore three key themes that have emerged in recent years, offering insights beyond the conventional wisdom in blogs and articles.

Leadership development programs foster interconnectedness. By bringing people together, either in person or virtually and giving them time to collaborate, we create opportunities for finding common ground and shared experiences. When executed well, these programs help leaders build a community of understanding peers.

The reality is that returning to the office isn’t the same as it used to be. Even though we are physically present, we often aren’t there simultaneously as our peers. This means we miss the casual interactions that once fostered camaraderie—those simple conversations while refilling our coffee or chatting before meetings. For leaders, this change means translating initiatives and handling difficult conversations without the support of in-person camaraderie. Instead, they jump from one virtual meeting to the next, focusing on the following problem rather than creating space for meaningful connections. This isolation can make their roles feel more challenging and less fulfilling. In this environment, leadership development programs are more than a learning experience—they are a vital mechanism for restoring connection, strengthening leadership capacity and building the resilient networks leaders need to thrive.

“Leadership development programs are a vital mechanism for restoring connection. When leaders feel supported and valued, they’re more likely to extend that care to their teams”

Another crucial aspect of leadership development is flexibility. In our BANI world, everyone strives for work-life balance. By offering various learning modalities – from in-person, synchronous, to asynchronous – designed to support the realities of hybrid work, we create supportive learning environments that cater to diverse needs. When leaders feel supported and valued, they are more likely to extend that care and consideration to their teams. Theodore Roosevelt once said, “Nobody cares how much you know, until they know how much you care”. This principle underscores the importance of fostering a supportive environment for leaders.

Lastly, we play a crucial role in helping leaders return to the roots of leadership, which lie in conversations. The saying “model muddle,” rooted in mathematics, aptly applies to leadership development and highlights interconnectedness. Leaders must move beyond solely advancing strategy and make time for conversations, especially coaching conversations. These simple interactions—pausing to recognize someone, collaborating to solve a problem, or celebrating with the team— are the magical moments that build a positive culture incrementally.

In conclusion, building interconnectedness, providing flexibility and fostering meaningful conversations are essential for leadership development in a hybrid work era. While these strategies may not be a silver bullet, they can significantly enhance the work environment. By connecting with peers, embracing flexibility and prioritizing conversations, leaders can navigate the complexities of hybrid work and create a supportive, collaborative culture. Research shows that connected teams demonstrate a 21 percent increase in profitability over their less-connected counterparts.

Let’s apply these insights to our leadership practices, paving the way for a more connected and resilient future.