The pandemic created an extraordinary collective unfreeze of practices and processes.
Employees dropped some traditional work habits, developed new skills and changed their networks.
Now in the refreeze stage, many executive teams are in the process of creating more permanent and new ways of working.
While organisations are on their own unique path, collectively I have observed four phases that companies are engaging with: understanding the current situation; reimagining what is possible; modelling and testing; and acting and creating.
Prof. Lynda Gratton’s latest article for HR magazine, details these four stages further.
You can read part one of the piece here.
And part two here.