Once the initial shock of transition has occurred, organisations will begin to ‘re-organise’ to ensure they are still delivering on their priorities and begin the ‘new normal.’

Staff Emotions

Motivated to respond to the crisis and keep colleagues and family safe

Novelty of WFH causes some enjoyment mixed with fear of what might happen

Mixed emotions – fear of unknown,  instability

  Expected Behaviours

Mobilised – shift focus and energy into to re-establishing the work environment

Enjoying the change/flexibility

Trying different approaches (eg. Working around home schooling; accommodating partners also working from home)

Testing boundaries (eg. Meeting etiquette; expected turnaround times)


Frustration may start to emerge in staff

Realisation of impact may cause increased anxiety and helplessness

Issues with responsiveness to challenges (e.g. teething problems with technology

  Leadership Challenge

Establishing new norms/ways of working

Refocussing teams on purpose and vision

Clarifying priorities, expectations and accountabilities

Providing structure and consistency (with flexibility)

Developing an inclusive approach to collaboration and social connectedness, without micro-managing

Coaching teams through change

Business Challenge

Determining capacity and resource requirements

Confirming and clarifying deliverables for the short term

  Recommended Action

Virtual learning series on remote collaboration and communication (eg. Using ‘third space’ to transition between roles/meetings etc. and be present in the moment)

Virtual learning series on holding difficult conversations

Additional Resources