About Chris Dyer:

Chris Dyer is a recognized company culture and remote work expert. As a former CEO managing thousands of people, his companies consistently were named the best place to work. They have also been named a fastest growing company by Inc Magazine 5 times. Chris routinely consults and speaks, and Inc Magazine ranked him as the #1 Leadership Speaker on Culture. He has three best-selling books The Power of Company Culture and Remote Work and has been named #5 on the LeadersHum Power List, a Top 50 Voice in Leadership, a Top 40 Change Management Guru, a Top 50 Global Thought Leader, and a Top 50 leadership podcast, Top 50 HR Leaders Shaping the Future of Work, and a Top 101 Global Employee Engagement & Experience Influencers by Inspiring Workplaces and Work Buzz, just this year.

As a keynote speaker, his goal is to inspire audiences with a straightforward delivery, insightful candor, and engaging humor. His talks leave audiences permanently transformed, offering innovative perspectives on leadership to improve company culture and empower organizations to discover new successes. Countless companies have unlocked productivity, performance, and profits by implementing his 7 Pillar Strategy.

In this episode, Dean Newlund and Chris Dyer discuss:

Creating and maintaining a strong organizational culture in a hybrid work environment.
Prioritizing employee well-being while maintaining high performance.
Balancing between leadership and followership.
Transparency, trust, and sense of belonging among remote workers.
Misconceptions about leadership and the importance of empathy.

Key Takeaways:

Culture is defined by the norms and unseen behaviors of how work gets done. The speakers emphasized that culture isn't just the visible aspects like company values, but the unwritten rules and expectations around things like decision-making, communication styles, and handling challenges.
Prioritizing work-life balance and avoiding burnout is important for engagement. Leaders need to actively prevent overwork and create flexibility.
Leadership can be developed from within through small, project-based opportunities. Giving employees a chance to lead temporary projects and tasks helps identify potential and build skills with less pressure.
Transparency and daily check-ins are important for building a remote culture. Regular communication that is open about challenges and priorities helps remote employees feel informed and connected to decision-making.
Rather than getting lost in technical details, leaders should help employees understand how innovations may shape their work overall so they can adapt mentally to ongoing disruption.