Most practitioners who have a people management role generally agree that whilst this aspect of their work can be challenging, it can also be incredibly rewarding. People management is often associated with the term soft skills. This is really a misnomer as it can be quite hard to accomplish. Practitioners who have outstanding technical abilities are frequently thrust into managing a team with very little practical training. Few possess the range of skills and approaches required to be entirely effective.
Remote working has presented us all with particular challenges. These include managing motivation and isolation, building team cohesion, juggling work-life balance, adapting to unprecedented levels of change and new modes of communication. Against this backdrop, the virtual environment has delivered both challenges and opportunities as firms learn to adapt to the new world order.
Initially, the rapid shift to remote working was perceived as a short-term emergency measure. However, it is now apparent that we are unlikely to ever entirely return to the work norms of the past. Since last March, we have been part of the largest social experiment in history. Therefore, as we face towards 2021, it is timely to move the focus from reactive to proactive thinking.
In their session Ashley and Margaret will reflect on the substantive and unprecedented changes that have taken place in the workplace landscape as a consequence of Covid-19. They will explore the impact on people management.