Building Hybrid Teams Program

This program helps organisations establish structure and support for hybrid and remote working.

The goal of this program is to work with your organisation to design a ‘human-first’ hybrid culture. Thinka has a comprehensive understanding of the occupational, social, emotional and physical needs of people to thrive in hybrid contexts. We have completed extensive research into hybrid working, consulting with leaders and organisations all around Australia to identify best practice.

Thinka’s model for a healthy hybrid culture

Program Purpose

This Building Hybrid Teams Program supports organisations to review their systems and processes for hybrid and remote working. It helps organisations in all industries evolve, so they can maintain high performance and continue to foster collaboration. This program focusses on the development of a functional hybrid work environment and upskilling employees in communication rhythms and methods. When employees feel supported with the right structure for hybrid working and have access to flexible working arrangements, it can help with engagement and retention.

Partnering with organisations across Australia, we know that businesses face unique challenges in this modern world of work. Here are a few:

  1. Increased responsibility: More and more, employees are given greater responsibility and autonomy than ever before – especially in hybrid working environments. Team members are expected to take ownership for managing projects and tasks and be accountable to results. Remote teams who can manage their time and prioritise will cope better with working from home and collaborating online. 
  2. Work-life balance: Balancing work and personal responsibilities is challenging but remote employees skilled in hybrid working strategies can better manage their time and workflows. This gives them an edge on dealing with multiple priorities and delivering on responsibilities in both work and life. 
  3. Complex world of work: Living in a ‘VUCA’ (volatile, uncertain, complex and ambiguous) environment means that remote workers need to be able to cope with multiple tasks and constant challenges. Coronavirus pandemic recovery, economic instability and hybrid working have all changed the way we experience work. Specific skills for hybrid and remote working help teams balance priorities and keep stress at bay. 
  4. Constant upskilling: Professional development is not an event and upskilling is continually required in a world of work that is constantly evolving. Remote employees need to continue to learn and elevate skill levels, so they must manage their time effectively to include upskilling and employee training as part of their work rhythm. 
  5. Complex macro environment: Organisations are dealing with rapid technological change, a fluctuating economy, and rising expectations from consumers. Remote employees need critical thinking skills to help them solve complex problems and create good communication rhythms with other team members.

Overall, these challenges present a strong case for setting up a training program for remote teams, so they can thrive in a hybrid work environment and the ‘new normal’.

Program Benefits

With the help of this Building Hybrid Teams Program, participants can enhance their capability in areas such as:

  1. Priority setting: Remote employees successfully manage tasks and responsibilities when they stay focussed on priorities and goals. Employees can develop this kind of skillset by identifying high value versus low value tasks, clarifying expectations and deadlines, and flexing and adapting where needed. 
  2. Teamwork: Collaboration and teamwork contributes to a good team strategy in hybrid and/or remote workspaces when goals and outcomes are shared. When work is evenly distributed relative to people’s strengths, team members can work productively and apply energy to the right tasks. Regular check-ins with each other also help to keep projects on track. 
  3. Critical thinking skills: When employees engage in better decision-making because of sound critical thinking skills, it helps to reduce inefficiency. They properly assess problems or challenges and then set about implementing an action plan. Critical thinkers can also overcome procrastination and proactively seek support, leading to greater productivity in remote working. 
  4. Becoming active learners: Active learning is a critical skill for employees in today’s work environment, as they often need to upskill quickly to keep up with expectations. Employees who stay committed to being active learners continuously apply what they’ve learned on the job, increasing productivity and output. 
  5. Online collaboration: Effective remote workers learn how to collaborate in different ways using online communication channels. Employees with a flexible set of communication skills make good connections and stay on top of work priorities. They ask questions and actively engage with others to make sure projects are progressing.

When people in remote working environments develop practical skills to manage their time and productivity, organisations benefit from an improved workplace culture.

Program FAQs

What is a Building Hybrid Teams Program?

Thinka’s Building Hybrid Teams Program is specifically designed to help employees grow their skills in productivity, communication and online collaboration. It aims to provide learners with the skills, tools and resources necessary to thrive in a hybrid working environment. Our specialist facilitators have worked with many hybrid organisations across Australia and draw from these experiences to offer meaningful advice and practical strategies to learn from.

Why should my organisation offer a Building Hybrid Teams Program?

Being part of this program can help participants develop essential skills for hybrid working and build partnerships across a supportive community of peers. The networking opportunities are crucial to helping remote employees help each other.

Who can attend a Building Hybrid Teams Program?

This Building Hybrid Teams Program is designed for employees in hybrid and/or remote organisations. The frameworks and practical skills we focus on build competencies in personal productivity, as well as communication skills that help people build trust with others and stay focussed on projects.

Are Building Hybrid Teams Programs only available in person?

Thinka’s Building Hybrid Teams Program can be delivered in two formats – face-to-face or as online learning via Zoom – depending on the organisation’s set-up. It is typically made up of a series of training sessions with resources and tools to support real world application – so employees can apply practical skills straight away.

Often these are complemented by coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and supporting leadership development in each of the participants. Organisations might also opt for a blended program that makes use of an on demand webinars, eLearning and/or other forms of media.

Example program

Workshop 1

Design a hybrid culture statement and identify key driving behaviours for effective hybrid working.

  • Thinka runs a workshop with you to identify what the culture and behaviours need to look like to make hybrid working successful.

Workshop 2

Establish working styles and rhythms, and the guidelines for each working style.

  • Thinka runs a workshop with you to establish the acceptable working styles and rhythms for the organisation, and the guidelines for each style.

Workshop 3

Address the ‘four needs of hybrid working’ (occupational, social, emotional and physical) by designing strategies for empowering each one.

  • Thinka runs a workshop with you to design strategies for each of the four needs, supported by an action plan to implement these strategies.

Workshop Outline

Delivery Options

In Person Workshop

In Person

Virtual Workshop

Virtual (See Demo)

Key Outcomes

1. An established set of behaviours to empower hybrid working.

2. Working styles and rhythms that support the hybrid context.

3. Guidelines to support each particular working style.

4. Strategies for empowering each of the ‘four needs of hybrid’.

5. An action plan for implementing change in the organisation.

Possible Inclusions

1. Research presentation

2. Guest speakers

3. Tools for application

4. Assets (e.g. eLearning, video)

5. Coaching

6. Participant management

7. Consulting on change management

8. Activities

9. Meeting packs

10. Follow-up support

Target Audience

Leaders and their teams

Our in-person delivery option maximises opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – this in-person approach is valuable for building strong bonds and bringing people together to collaborate.
Our virtual delivery option breathes fresh life into the online experience with its almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built materials, participants can be assured of lively, dynamic sessions that have a distinct bias to action. Going virtual keeps program sessions succinct, sharp and focused on targeting particular skills in a dynamic way.
This is an empowering program for leaders and their teams to work together on an effective hybrid working approach. This type of collaboration will help the organisation achieve greater commitment to the behaviours that make hybrid working successful. Alternatively, this program can be tailored for just the leadership team – so they can design an effective approach to introduce to their teams.