Now that we are mostly coming out of the pandemic here in the US, it feels like we and our organizations are collectively staring at a giant RESET button but are not at all sure what will happen if we push it.

This is the last in a series of six posts about social cohesion, an emerging idea about organizational success that could determine the future of workplaces.

This is the fifth in a series of six posts about social cohesion, an emerging idea about organizational success that could determine the future of workplaces.

This is the fourth in a series of six posts about social cohesion, an emerging idea about organizational success that will shape the future of workplaces.

This is the third in a series of six posts about social cohesion, an emerging idea about organizational success that will shape the future of workplaces.

This is the second in a series of six posts about social cohesion, an emerging idea about organizational success that will shape the future of workplaces.

This is the first in a series of six posts about social cohesion, an emerging idea about organizational success that will shape the future of workplaces.

While planning and implementing a distributed work program often takes 6 – 12 months, this shift in how everyone was working happened literally overnight; so clearly none of the usual planning took place. There was barely time to make sure workers had the tools and technologies to work effectively from home, much less address any existing unwritten rules focused on a distributed workforce.