Latest / Hope + Possibilities: Trust, Leadership + Strategic Foresight / Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work

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Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work · Hope + Possibilities: Trust, Leadership + Strategic Foresight

• 0:00
  I'll see you next time.
• 0:22
  Thank you for joining me.
• 0:23
  My name is NOLA Simon, and I'm the host of the hybrid remote center of excellence.
• 0:27
  And I wanted to actually do a different sort of podcast because I actually
• 0:32
  am exploring the Google notebook LM.
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  So it's an AI.
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  Function that actually creates a podcast.
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  That's honestly not real people.
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  It's just AI.
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  But the interesting thing is you can actually upload sources.
• 0:48
  So I've uploaded a Maclean's magazine interview with me.
• 0:53
  My LinkedIn profile, my website several of the media articles
• 0:58
  that have been written about me.
• 1:00
  In interview that Anna Burgess.
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  We're seeing did for me.
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  She was actually a guest on my podcast.
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  We did a whole exchange and my coach, Carrie twig actually
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  quoted me in an article that she had written about leadership.
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  So I've included all of those sources and.
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  Uploaded that to this Google notebook LM, and it's created a podcast.
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  Which is actually going to be the audio that you hear following.
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  So it's an interesting experiment.
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  I've done.
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  A hundred episodes.
• 1:30
  Looking at very various different topics.
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  And I've actually done it a solo episode, really to promote my business and explain
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  exactly what it is that I do for work, but it is really difficult to analyze
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  your own skills and abilities and pull together your pieces and actually
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  convey it in such a way that it truly.
• 1:54
  Advocates for yourself.
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  You have to be really gifted to step outside of yourself to really
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  Highlight.
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  The impact of your work.
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  And although I think that I'm fairly good at that.
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  I think this is better and it's actually really a cool use of AI.
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  And I wanted to share it with you in its entirety.
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  It's weird to listen to.
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  Like from my own perspective.
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  And I've experimented with several different version.
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  The first one made me laugh because it picked up my hatred.
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  It was a monopoly.
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  And gave him a vacation.
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  I like gamification in certain aspects, but I really truly do hate monopoly.
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  And that made me laugh quite a lot.
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  I, it's random in when it picks up.
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  I, it actually made me tear up at one point, because initially when I created
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  my podcast, I called it the Janice Oasis.
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  And.
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  Then I realized that there's a whole bunch of other ways
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  that people pronounce Janice.
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  I see Janice.
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  Some people say Janus.
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  I'm not sure what's grabbed Alexa would tell you that Janus is correct.
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  And so I didn't necessarily like the pronunciation difference.
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  But it actually pulled up on the symbolism and explain the symbolism behind the.
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  The whole name and that made me tear up because I'm like, I put so much thought
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  into the fact that the the Roman God has two faces, one looking towards
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  the fast one, looking towards the future and had explained all of that.
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  And I'm like, I've completely forgotten how much I'd written about.
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  The symbolism behind that name.
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  And it pulled it into the podcast and.
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  And that was really cool.
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  So it didn't make it into the final version.
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  But it did make me smile this morning.
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  So nothing is ever truly wasted is really what I'm telling you.
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  Will come back up in various different ways that you really didn't.
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  I plan on it now that can be bad and good.
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  But when it's actually pulling in work that you put out.
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  Pooping that it would have an impact.
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  And it comes up later.
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  That's.
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  Meaningful, it's touching, it's validating.
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  And so it's also very, truly very interesting.
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  Again, Yeah, you can put in all kinds of different stuff into.
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  The Google notebook LM and create your own podcast.
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  Now that is super cool.
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  For anybody who actually doesn't have a podcast from their own.
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  It's something that you could embed, send to people, put
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  into like your email signature.
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  Ah, it's really cool.
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  So anyways, I've created a podcast since I have a podcast and I
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  hope you enjoy listening to it.
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  I'd really like to understand your.
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  Reaction to it because, do these voices.
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  Put you on edge.
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  Do you find it engaging?
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  What do you like about it?
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  What do you dislike about it?
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  Where's the uncanny valley.
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  What makes you feel weird?
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  All of that reaction do you trust this?
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  How does it make you feel basically is what I'm interested
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  in because I know how it made me feel and I'm like, I feel bubbly.
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  You can hear it in my voice.
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  I feel bubbly and enthusiastic.
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  But I don't know how it's making other people feel.
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  It I've really loved to know what the reaction is on this.
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  So anyways enjoy.
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  Welcome back everybody to another deep dive.
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  Yeah.
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  Today we're tackling something that I think a lot of people
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  are thinking about these days.
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  Yeah, for sure.
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  Building trust and leading effectively, in this crazy new
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  world of hybrid and remote work.
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  We've got an expert with us today and you might actually find that.
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  Her perspectives resonate with some of your own experiences.
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  So we're going to be exploring insights from Nola Simon.
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  She's an internationally recognized consultant.
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  And she specializes in this area of hybrid and remote work.
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  Have you ever felt like there's a disconnect?
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  Oh, total.
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  Between what a company says their values are and how they actually operate.
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  Yeah.
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  Particularly when it comes to trust and flexibility in the workplace.
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  Yeah.
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  Absolutely.
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  That's what we're going to be unpacking today.
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  Yeah.
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  It's a common experience.
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  Yes.
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  What I think is so fascinating about Simon's approach is that
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  she really emphasizes a very fundamental shift in mindset.
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  She doesn't just give you tips or, tech solutions or something like that.
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  She challenges us to really redefine how we think about trust.
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  Yeah.
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  Especially in the context of hybrid and remote work.
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  Where so much feels uncertain.
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  And in flux.
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  Yeah.
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  I love that she goes so deep into the human aspect of it all.
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  Oh, totally.
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  She references Rachel Botsman's definition of trust a lot, which is a
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  confident relationship with the unknown.
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  Yeah.
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  What do you make of that definition?
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  I think it's Brilliant.
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  Because it really reframes trust as something that's dynamic, not just
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  about predictability or control.
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  It acknowledges that in today's work environment, things
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  are constantly changing.
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  Yeah.
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  And that effective leadership really requires this ability
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  to navigate ambiguity.
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  Not shy away from it.
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  In fact, Simon even argues that traditional workplaces with
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  their rigid policies and constant surveillance actually breed distrust.
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  Interesting.
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  Yeah.
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  That really resonates with me.
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  Yeah.
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  I've definitely worked in places where the policies seem designed to
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  catch people doing something wrong.
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  Instead of empowering them to do their best work.
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  Exactly.
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  Simon actually shares some personal stories about that too, right?
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  Absolutely.
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  Yeah.
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  She talks about the anxiety she felt.
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  Okay.
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  Due to Inconsistent leave policies at a previous company, never quite
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  knowing if taking time off to care for her children would be paid or not.
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  Oh, wow.
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  That kind of uncertainty really eats away at trust.
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  And makes you question the company's true commitment to their employees.
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  Yeah.
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  And it's almost like those policies, Yeah.
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  Create this expectation that you have to prove you're working all
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  the time, even when you're not.
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  And I've heard that called performative work.
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  Yes.
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  Where employees feel pressured to constantly be on.
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  Totally.
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  Even to the point of burnout.
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  Exactly.
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  And Simon experienced this first hand.
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  Really?
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  She shares this.
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  Pretty harrowing story about getting into a serious car accident, directly
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  caused by exhaustion from overworking.
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  And she was pushing herself to alleviate her employer's anxieties
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  about her remote work performance.
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  So it's a really stark reminder of the very real human cost.
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  of a lack of trust and the pressure to constantly prove your worth.
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  Yeah, it's a powerful example of how a lack of trust can actually
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  undermine productivity and well being.
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  Totally.
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  Even if it's not, always as dramatic as a car accident.
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  So many people are struggling with burnout.
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  Oh yeah.
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  From this always on culture.
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  For sure.
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  What are some of the other ways that this pressure manifests,
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  maybe in less obvious ways?
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  I think it can show up as presenteeism where people are online but
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  not truly engaged or a fear of disconnecting even for short periods.
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  It can lead to, difficulty prioritizing and setting boundaries.
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  And ultimately it just erodes creativity and innovation because people are so
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  focused on proving they're working that they don't have the mental
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  space to actually do their best work.
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  That makes so much sense.
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  Yeah.
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  So how do we break free from this cycle?
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  Simon talks about building trust.
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  But how do we actually do that?
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  Yeah.
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  Especially when so many traditional workplace structures.
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  Yeah.
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  Seem designed to do the opposite.
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  Yeah.
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  I think Simon proposes this three pronged approach.
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  Okay.
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  First one is.
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  Emphasizing the importance of truly valuing employees and upholding
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  company values consistently.
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  So it's about moving beyond lip service and demonstrating through
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  actions that you trust your team.
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  So this could mean things like offering flexible work arrangements.
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  with that question or prioritizing employee well
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  being or providing opportunities for professional development.
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  So it's about walking the walk.
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  Yeah, exactly.
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  Not just talking the talk.
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  For sure.
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  What about her other suggestions?
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  So the second strategy focuses on empowering managers, giving them
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  the autonomy to make decisions and support their teams effectively.
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  Okay.
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  And this demonstrates trust in their leadership and helps
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  create A more responsive and supportive work environment.
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  Think about it.
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  Yeah.
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  If managers feel micromanaged and distrustful.
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  Yeah.
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  That attitude is gonna trickle down to their team.
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  So it's like creating a culture of trust from the top down.
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  Totally.
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  What's the third piece of the puzzle?
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  Okay, so the third strategy is all about understanding.
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  Okay.
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  What it actually means to be trustworthy.
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  Okay.
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  So this involves a degree of self reflection.
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  Both on an individual and organizational level.
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  Are you truly living up to your stated values?
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  Are you modeling the behaviors you expect from others?
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  Yeah.
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  It's about recognizing that building trust is an ongoing process.
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  Not a one time fit.
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  And not just checking a box.
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  Yeah.
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  Okay, so it sounds like there needs to be this pretty fundamental shift.
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  Yeah.
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  Yeah.
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  Yeah.
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  In how we approach leadership and workplace culture, Simon
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  also talks about the difference between transparency and trust.
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  Yes.
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  Can you unpack that a little bit?
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  Yeah, sure.
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  It seems like those two concepts are often used interchangeably.
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  Yeah, and that's a crucial distinction.
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  Transparency is about providing information and context.
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  But it's not the same as trust.
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  Okay.
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  Simon argues that sometimes transparency can even be used.
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  Okay.
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  to mask a lack of trust.
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  For example, Yeah.
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  If a company is constantly monitoring employees, and sharing that data
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  under the guise of transparency, Okay.
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  it can actually create a more distrustful environment.
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  Because it feels like you're being watched and judged.
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  Exactly.
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  Even if you're doing everything right.
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  Totally.
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  It seems like real trust goes deeper than just sharing information.
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  Yeah, for sure.
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  It's about believing in people's intentions and capabilities.
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  Speaking of believing in people.
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  Yeah.
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  I know Simon is a big proponent of visionary leadership.
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  I've always found that concept a little bit nebulous.
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  Yeah.
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  What does it actually mean to be?
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  A visionary leader, especially in this context of remote and hybrid work.
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  Yeah, that's a great question.
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  Yeah.
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  And I think it's especially relevant now.
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  Simon often quotes leadership coach Carrie Twigg.
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  Who says that leaders without vision are just managers.
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  Interesting.
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  So visionary leaders are able to look beyond the day to day tasks
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  and inspire their team with a clear sense of purpose and direction.
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  Okay.
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  They're able to anticipate future challenges and opportunities and they're
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  willing to take risks and embrace change.
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  So it's not just about managing the status quo.
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  Exactly.
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  It's about guiding the team towards something bigger.
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  Yeah.
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  Even if that something is constantly evolving, right?
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  I know Simon has a great story.
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  He does.
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  About how her own visionary leadership style led to this
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  major breakthrough for her team.
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  Yes, she completely redefined her team's scope.
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  Wow.
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  Pushing beyond traditional boundaries.
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  Okay.
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  And this bold move driven by her vision and trust in her team actually led to
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  a billion dollar business relationship.
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  Wow.
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  It's a powerful example of what's possible when leaders have the courage
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  to trust their intuition and empower their teams to achieve ambitious goals.
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  That's incredibly inspiring.
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  It is.
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  But how do these grand ideas about Trust and vision actually translate
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  into the nitty gritty of designing a workplace, especially one that's
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  increasingly hybrid or remote.
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  That's where Simon gets really practical.
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  She outlines this framework for a trust based approach to workplace design.
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  Okay.
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  And it centers around three key areas.
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  Okay.
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  First, she emphasizes the importance of clearly defined strategies, goals,
• 13:51
  and expectations for employees.
• 13:53
  Okay.
• 13:53
  This ensures that everyone understands how their individual work contributes
• 13:58
  to the company's overall vision.
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  And it reduces ambiguity.
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  It's about providing that clarity and direction even when
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  people are physically dispersed.
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  Totally.
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  What else does she recommend?
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  So Simon also highlights the importance of crafting authentic and
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  consistent narratives around work.
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  Okay.
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  This means ensuring that the company's actions align with their stated values.
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  It's about telling a cohesive story.
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  Yeah.
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  That resonates with employees and businesses.
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  Builds trust I imagine this is where the storytelling element comes in it is
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  can you elaborate on that a bit more?
• 14:33
  Yeah, it seems like a powerful but potentially tricky tool.
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  Absolutely.
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  Simon is a big believer Yeah in the power of storytelling to shape workplace
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  culture Okay, but she cautions against manipulative storytelling, right?
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  You can't just tell a good story Yeah, your actions had to back it up right
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  if there's a disconnect between the narrative and the reality Yeah It actually
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  erodes trust and creates cynicism.
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  So it's about being genuine and walking the walk.
• 14:58
  Exactly.
• 14:59
  Yeah.
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  What kind of stories do you think companies should be telling to
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  foster a more trusting and human centered, That's a great question.
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  And I think it's something every organization needs to consider carefully.
• 15:13
  Yeah.
• 15:14
  It's about telling stories that celebrate individual contributions.
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  Highlight acts of trust and collaboration.
• 15:20
  Yeah.
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  And acknowledge challenges, honestly.
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  It's about creating a narrative.
• 15:25
  Yeah.
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  That resonates with employees lived experiences.
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  And inspires them to be their best selves.
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  So it's not just about telling positive stories.
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  It's about telling real stories.
• 15:35
  Yeah.
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  That reflect the complexities of work and the human experience.
• 15:38
  Exactly.
• 15:39
  What are some other ways that organizations can foster.
• 15:42
  Yeah.
• 15:42
  A more trusting and human centered work environment.
• 15:46
  Especially in this evolving landscape of hybrid and remote work.
• 15:49
  One crucial aspect is.
• 15:50
  One crucial aspect is.
• 15:52
  Recognizing and accommodating the diverse needs of employees.
• 15:56
  That makes sense, especially in a hybrid or remote setting, where
• 15:59
  people are juggling different schedules and responsibilities.
• 16:01
  Exactly.
• 16:02
  It's about offering flexibility, not just in terms of where people work,
• 16:05
  but also when and how they work.
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  So it's about trusting employees to manage their own time and workload effectively,
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  rather than imposing rigid structures that might not work for everyone.
• 16:17
  And it's also about creating a culture where people feel comfortable
• 16:20
  asking for what they need without fear of being judged or penalized.
• 16:25
  That sense of psychological safety is so important.
• 16:28
  Because if people don't feel safe speaking up, then you're never going to truly
• 16:33
  know what's working and what's not.
• 16:35
  Simon makes a really interesting point about the link between
• 16:38
  trust and adaptability.
• 16:40
  I'm curious to hear more about that.
• 16:41
  How does trust enable adaptability in the workplace?
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  She argues that when there's a high level of trust, people are
• 16:48
  more willing to embrace change and experiment with new ways of working.
• 16:52
  Because they know that they're not going to be punished for making
• 16:54
  mistakes or for trying something new that might not work out.
• 16:57
  Exactly.
• 16:58
  And that willingness to experiment is essential for organizations to thrive
• 17:03
  in today's rapidly changing world.
• 17:05
  It's about creating that environment of psychological safety, where people feel
• 17:08
  empowered to take risks and innovate.
• 17:12
  And to learn from your failures as well as their successes.
• 17:15
  That growth mindset is so important, but it can be hard to cultivate in a
• 17:19
  culture that's obsessed with perfection.
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  Which is why trust is so fundamental, because it creates the space for
• 17:24
  people to be vulnerable, to admit when they don't know something, and
• 17:28
  to ask for help when they need it.
• 17:30
  It's about recognizing that we're all learning and growing together.
• 17:34
  And that it's okay to not have all the answers.
• 17:36
  And I think Simon's own career journey is a great example of this.
• 17:39
  She talks about how she transitioned from a traditional corporate role to
• 17:43
  becoming a hybrid remote work consultant.
• 17:45
  So she was actually living and breathing these principles before
• 17:48
  she started advising others on them.
• 17:50
  Exactly.
• 17:51
  And what's so inspiring about her story is that she was an early advocate for
• 17:54
  remote work within her own company, even when it wasn't widely accepted.
• 17:58
  She was ahead of the curve, and she had to deal with a lot of pushback
• 18:01
  and skepticism along the way.
• 18:03
  But she persevered because she believed in the power of flexible work to create
• 18:07
  a better balance between work and life.
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  And now she's using her experience to help other companies make that transition
• 18:13
  to a more human centered way of working.
• 18:16
  It's a great example of how we can all be agents of change within
• 18:19
  our own organizations and beyond.
• 18:21
  And it's also a reminder that it's never too late to reinvent yourself.
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  It's about being open to new possibilities and embracing the unknown with a
• 18:33
  confident relationship with the unknown.
• 18:35
  Going back to that brilliant definition from Botsman.
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  And that's what Nola Simon is all about.
• 18:39
  She's a visionary leader who's helping us create a better
• 18:42
  future of work for everyone.
• 18:43
  And I think her work is more relevant than ever as we continue
• 18:46
  to navigate the complexities of the hybrid remote work landscape.
• 18:50
  So if you're looking for inspiration, guidance, and practical advice on how
• 18:53
  to build, Trust, foster vision, and create a more human centered workplace.
• 18:58
  I highly recommend checking out Nola Simon's work.
• 19:01
  You can find her on LinkedIn Substack and her podcast, The
• 19:05
  Hybrid Remote Center of Excellence.
• 19:07
  And with that, I think we'll wrap up this deep dive.
• 19:10
  It's been a fascinating conversation, and I hope you've all gained some valuable
• 19:14
  insights into how to lead effectively and build trust in this new world of work.
• 19:19
  I know I have.
• 19:20
  Thanks for joining us.
• 19:21
  Thanks.
• 19:22
  I'll see you next time.