Bryan Power

People are so much more skilled at doing really substantive conversations over video with people they don't work with. It's not that we weren't working on video before, but it tended to only be with your coworkers. But now it's just so normal to FaceTime with the grandparents or take video calls at networking meetings. This is just really proliferated on how often people are on video.

People are so much more skilled at doing really substantive conversations over video with people they don't work with. It's not that we weren't working on video before, but it tended to only be with your coworkers. But now it's just so normal to FaceTime with the grandparents or take video calls at networking meetings. This is just really proliferated on how often people are on video.

And so I think that's really opened up how people find out about new opportunities and how you get to know people because the time and place commitment is much lighter now.

And so I think that's really opened up how people find out about new opportunities and how you get to know people because the time and place commitment is much lighter now.

My personal point of view is that the remote environment is much tougher for leaders to do their job. And in many ways, it's easier or more desirable for employees. They have more access to getting out of work quickly. But so much of what leaders do is relationship-based. It's your network internally across the company.

My personal point of view is that the remote environment is much tougher for leaders to do their job. And in many ways, it's easier or more desirable for employees. They have more access to getting out of work quickly. But so much of what leaders do is relationship-based. It's your network internally across the company.

It's the ability to pick up signals that are nonverbal when you're in an environment. And those are much more difficult to pick up over video when you're in your house with like a fake background. And I think that's why so many leaders have pressured the system to come back into work. It's really about their needs as much as what's right for everyone.

It's the ability to pick up signals that are nonverbal when you're in an environment. And those are much more difficult to pick up over video when you're in your house with like a fake background. And I think that's why so many leaders have pressured the system to come back into work. It's really about their needs as much as what's right for everyone.

I think what's right for everyone is a different answer. But certainly you just kind of read the headlines. More and more senior executives you know, more experienced, 20, 30 plus years of experience. The bias is clearly to working in person. And I think it's because there's so much more information at their disposal to do their job.

I think what's right for everyone is a different answer. But certainly you just kind of read the headlines. More and more senior executives you know, more experienced, 20, 30 plus years of experience. The bias is clearly to working in person. And I think it's because there's so much more information at their disposal to do their job.

I also found too, one of the more interesting research, I probably can find it for you, scientific research based on how your brain remembers things, people in particular, is your brain responds to a 3D representation of a person. So in person, your brain imprints who you are. where a two-dimensional screen, like on a laptop, your brain doesn't imprint who you are as well.

I also found too, one of the more interesting research, I probably can find it for you, scientific research based on how your brain remembers things, people in particular, is your brain responds to a 3D representation of a person. So in person, your brain imprints who you are. where a two-dimensional screen, like on a laptop, your brain doesn't imprint who you are as well.

This is why I always found myself, like, I feel like I've met this person before and I can't remember. I thought I was just getting old, but I think there's actually, it's more difficult to retain that in-person meeting someone. It's not the exact same thing as meeting someone on video.

This is why I always found myself, like, I feel like I've met this person before and I can't remember. I thought I was just getting old, but I think there's actually, it's more difficult to retain that in-person meeting someone. It's not the exact same thing as meeting someone on video.

And so anything that's tied to building relationships or social capital, trust, which is really rooted in those things, it's just harder to do over video. It's not that it can't be done, but it's definitely more difficult. And there's lots of studies that have showed that.

And so anything that's tied to building relationships or social capital, trust, which is really rooted in those things, it's just harder to do over video. It's not that it can't be done, but it's definitely more difficult. And there's lots of studies that have showed that.

I think the classic nature versus nurture debate is kind of the jumping off point for everybody. I'm very much a nurture person. I feel like leaders are created by their environment versus the idea of a born leader. I've seen too many people who were incredibly impressive that If you had gone back 10 years before, you would not pick them as the person to really be that.

I think the classic nature versus nurture debate is kind of the jumping off point for everybody. I'm very much a nurture person. I feel like leaders are created by their environment versus the idea of a born leader. I've seen too many people who were incredibly impressive that If you had gone back 10 years before, you would not pick them as the person to really be that.

So when I'm looking for leaders just internally at the company, who's going to be promoted, who is a future CEO or something like that, I really try to just pay attention to how they're impacting the environment around them. how they get their job done as much as what they were able to accomplish. That approach tends to give you signals on what the future trajectory is going to be.

So when I'm looking for leaders just internally at the company, who's going to be promoted, who is a future CEO or something like that, I really try to just pay attention to how they're impacting the environment around them. how they get their job done as much as what they were able to accomplish. That approach tends to give you signals on what the future trajectory is going to be.