How to Navigate the Effect of Hybrid Working on Leadership Development 

In recent years, the landscape of work has undergone a seismic shift, particularly with the rise of remote and hybrid working models. This transformation has profound implications for the next generation of leaders and the way we approach leadership recruitment. In this article, I explore the challenges and opportunities that hybrid working presents for leadership development. 

The Learning Curve of Remote Work 

One of the primary concerns with remote working, especially for more junior and/or less experienced employees, is the potential impact on their learning and development.  

In the past, having someone physically present to guide and coach through challenging situations was invaluable. The informal learning that occurred through overhearing conversations and observing behaviours in the office environment is difficult to replicate in a remote setting. This “learning by osmosis” is a critical component of professional development that is at risk of being lost or at least diminished.  

Traditionally, learning in the workplace has been both technical and social, with employees gaining insights from observing and interacting with their colleagues and managers.  

Remote work, however, reduces visibility and the frequency of these interactions, making it harder for the next generation of leaders to see and experience ‘what good leadership looks like’. It’s worth highlighting they also potentially miss out on observing what bad leadership looks like.  This, for many is as an invaluable in the development of their own styles as seeing good leadership. 

Shifting Leadership Skills 

The skill set required for effective leadership has been evolving, and hybrid working has accelerated this shift. Gone are the days of the traditional, alpha-male leader. Today’s leaders need to exhibit empathy, emotional intelligence, and strong listening skills. These qualities are even more crucial in a remote or hybrid work environment, where traditional measures of leadership, such as technical competence, may not fully capture a leader’s effectiveness. 

In a world that often measures success by technical skills—whether you’re a lawyer, accountant, or salesperson—it’s essential to recognise and develop the underlying leadership qualities that may not be as immediately obvious.  

Therefore, leaders who excel in empathy and emotional intelligence can bridge the gap between technical competence and effective leadership. 

The Role of AI in Leadership Development 

AI is already transforming various industries, and its impact on leadership development is no exception. In fields like law, where junior lawyers traditionally learned through hands-on experience, AI can perform many of the tasks that were once part of their training. This raises questions about how future leaders will develop the necessary skills when much of the foundational work is automated. 

As AI continues to evolve, it’s crucial to find new ways to train and develop junior professionals. This might involve more structured mentorship programs or innovative training methods that leverage technology without losing the human element. 

Adapting to a Hybrid World 

The shift to hybrid working happened almost overnight, and businesses are still struggling with making it work for everyone. Leadership skills and capabilities have not yet caught up with this change. Many of today’s leaders were promoted under a different model and are now navigating the new landscape. 

Future leaders will need to foster a strong sense of culture and purpose within their teams, especially when working remotely. They must be adept at managing a diverse workforce, including individuals from different cultural backgrounds and generations. This requires a deep understanding of diversity in all its forms, from neurodiversity to generational differences. 

With an ageing workforce, leaders need to bridge the gap between different generations, ensuring that both younger and older employees feel valued and supported. 

Leaders should also think about how to measure performance. In a hybrid world, traditional metrics of performance, such as hours worked, may be less relevant. Leaders should focus on output and results, rather than just input. 

Conclusion 

The future of leadership in a remote and hybrid world is complex and multifaceted. It demands a shift in how we develop and recognize leadership skills, with a greater emphasis on empathy, emotional intelligence, and adaptability. As we navigate this new landscape, it’s essential to find innovative ways to support the next generation of leaders, ensuring they have the tools and opportunities to thrive in a rapidly changing world. 

This article was written by Basil le Roux, Partner and Head of our HR Leadership Practice.