{"id":3000034873,"date":"2021-05-07T17:21:00","date_gmt":"2021-05-07T21:21:00","guid":{"rendered":"https:\/\/www.wework.com\/ideas\/?p=3000034873"},"modified":"2021-07-12T17:21:17","modified_gmt":"2021-07-12T21:21:17","slug":"a-better-alternative-to-a-return-to-normal","status":"publish","type":"post","link":"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/a-better-alternative-to-a-return-to-normal","title":{"rendered":"A better alternative to a \u201creturn to normal\u201d"},"content":{"rendered":"\n<p>2020 was a year in which we were forced to do a lot of rethinking. We asked ourselves questions like, \u201cIs it safe to eat indoors in a restaurant?\u201d and \u201cCan I be productive when I can&#8217;t be in the same room as my colleagues?\u201d<\/p>\n\n\n\n<p>2021 and beyond is an opportunity for us to rethink more proactively and deliberately. What does it take to be an effective rethinker\u2014somebody who questions opinions, assumptions, and knowledge\u2014and how can you make that part of your organization\u2019s culture? I had a recent discussion with WeWork CEO Sandeep Mathrani about this at the WeWork Innovation Summit. <\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-4-3 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Global Innovation Summit | Adam Grant\" width=\"500\" height=\"375\" src=\"https:\/\/www.youtube.com\/embed\/PvytvMPrSRo?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2  id=\"create-a-culture-of-psychological-safety\"class=\"wp-block-heading\"><strong>Create a culture of psychological safety<\/strong><\/h2>\n\n\n\n<p>Psychological safety is that sense that you can take a risk without being punished. You can say \u201cI don&#8217;t know,\u201d or \u201cI made a mistake,\u201d or you could ask for help.&nbsp;<\/p>\n\n\n\n<p>We have extensive evidence that when teams have that psychological safety they&#8217;re actually <em>less<\/em> likely to make errors. We also know that psychological safety is a big driver of innovation, because when people feel like they can take risks, they let their ideas fly. When they feel like they can&#8217;t, they stay silent.<\/p>\n\n\n\n<p>Think about a boss who says, \u201cDon&#8217;t bring me problems, bring me solutions.\u201d That\u2019s a dangerous philosophy, because if people only speak up when they have a solution, you\u2019ll never hear about the biggest problems that are too complex for any one person to solve.<\/p>\n\n\n\n<p>The foundation of psychological safety is creating an environment where the canaries in the coal mine feel empowered to raise issues\u2014even if they don&#8217;t have the authority, expertise, or resources to tackle them. 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href=\\\"https:\\\/\\\/www.wework.com\\\/legal\\\/terms-of-service\\\" target=\\\"_blank\\\" style=\\\"font-size: 13.3333px;\\\">Terms of Service<\\\/a><span style=\\\"font-size: 13.3333px;\\\">&nbsp;and acknowledge our&nbsp;<\\\/span><a href=\\\"https:\\\/\\\/www.wework.com\\\/legal\\\/global-privacy-policy\\\" style=\\\"font-size: 13.3333px;\\\">Global Privacy Policy<\\\/a><span style=\\\"font-size: 13.3333px;\\\">.<\\\/span><br><\\\/p>\",\"container_class\":\"width 100\",\"element_class\":\"width 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       <script id=\"nf-tmpl-cell\" type=\"text\/template\">\r\n            <nf-fields><\/nf-fields>\r\n        <\/script>\r\n\r\n        <script id=\"nf-tmpl-row\" type=\"text\/template\">\r\n            <nf-cells><\/nf-cells>\r\n        <\/script>\r\n\r\n        \n\n\n<h2  id=\"surround-yourself-with-disagreeable-givers\"class=\"wp-block-heading\"><strong>Surround yourself with disagreeable givers&nbsp;<\/strong><\/h2>\n\n\n\n<p>Givers are the people constantly asking, \u201cWhat can I do for you?\u201d They\u2019re constantly sharing knowledge and solving problems. Givers are willing to do things that are not in their job description but are critical to the effectiveness of the team.<\/p>\n\n\n\n<p>Takers, on the other hand, are the people who want to know, \u201cWhat can you do for me?\u201d Takers like to hog the interesting, visible projects, dump the grunt work on everyone else, and get the lion&#8217;s share of the credit for collective achievements.<\/p>\n\n\n\n<p>But there are also personality traits called agreeableness and disagreeableness. Agreeable people are warm, friendly, polite. Disagreeable people are more critical, skeptical, and challenging.<\/p>\n\n\n\n<p>Agreeableness or disagreeableness is your outer veneer\u2014how pleasant it is to interact with you\u2014whereas giving and taking are your inner motives\u2014your values and intentions when you interact with others.&nbsp;<\/p>\n\n\n\n<p>Agreeable givers may seem like the best possible members of your support network because they love to encourage, reassure, and root for you. The problem is that agreeable people don&#8217;t like conflict, and often shy away from telling you what you need to rethink.<\/p>\n\n\n\n<p>In order to think and rethink effectively, we need disagreeable givers in our network. These are the people who are gruff and tough on the surface, but they&#8217;re doing it because they&#8217;re trying to help. They challenge because they care. They ask hard questions and give us the critical feedback we may not want to hear but <em>need<\/em> to hear.<\/p>\n\n\n\n<h2  id=\"build-a-challenge-network\"class=\"wp-block-heading\"><strong>Build a challenge network<\/strong><\/h2>\n\n\n\n<p>Your challenge network is the group of people you trust to tear your ideas apart. It includes disagreeable givers, the people who give us that accountability that we need to reexamine the way we&#8217;ve always done things.<\/p>\n\n\n\n<p>If you bring a practice, idea, or decision to a disagreeable giver, they will tear it apart in the service of making it better. Not only are they more passionate advocates for new and unconventional thinking, they&#8217;re also more credible advocates.<\/p>\n\n\n\n<p>In the past few years, I\u2019ve reached out to my most thoughtful critics, the best disagreeable givers in my professional life, and I\u2019ve said, \u201cHey you may not know this, but I consider you a founding member of my challenge network.\u201d&nbsp;<\/p>\n\n\n\n<p>I\u2019ve told them that there are times when I haven&#8217;t taken their feedback well. Sometimes I\u2019ve gotten defensive. Other times I saw it as a distraction, so I dismissed it. But I&#8217;ve always appreciated the way they pushed me to do better.<\/p>\n\n\n\n<p>\u201cAnd if you ever hesitate to tell me what you really think because you are worried you&#8217;ll damage the relationship or hurt my feelings, don&#8217;t,\u201d I\u2019ve told them. \u201cThe only way you can hurt my feelings is by not telling me the truth.\u201d<\/p>\n\n\n\n<p>That conversation empowered these people to give me much more thoughtful feedback than they would have otherwise.&nbsp;<\/p>\n\n\n\n<h2  id=\"question-best-practices\"class=\"wp-block-heading\"><strong>Question best practices&nbsp;<\/strong><\/h2>\n\n\n\n<p>The very idea of best practices scares me a little bit. Because the moment you declare a practice \u201cbest\u201d is the moment you declare there&#8217;s nothing that could possibly improve.&nbsp;<\/p>\n\n\n\n<p>Instead of best practices, we might want to look for <em>better<\/em> practices. One way to do that is to stop thinking like a preacher or prosecutor, and start thinking more like a scientist.<\/p>\n\n\n\n<figure class=\"wp-block-image size-body_horizontal is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/05\/iStock-1081465962_v1body-800x571.jpg\" alt=\"\" class=\"wp-image-3000034892\"\/><\/figure>\n\n\n\n<p>When you think like a preacher or a prosecutor, you spend too much time proselytizing your own ideas and trying to prove your case when somebody disagrees with you. When you think like a scientist, you don&#8217;t let your ideas become your identity\u2014and that can give you a lot more flexibility to rethink things.<\/p>\n\n\n\n<p>It means that when a product or service launch doesn&#8217;t work, you say, \u201cAll right, my hypothesis was wrong, or my experiment was not successful. Now I need to rethink my product, service, my market, or strategy\u201d\u2014and that flexibility allows you to try something that&#8217;s more likely to work.<\/p>\n\n\n\n<p>The beauty of thinking like a scientist is that it motivates you to look for reasons why you might be wrong, not just reasons why you must be right.<\/p>\n\n\n\n<h2  id=\"abandon-brainstorming-in-favor-of-brainwriting\"class=\"wp-block-heading\"><strong>Abandon brainstorming in favor of brainwriting<\/strong><\/h2>\n\n\n\n<p>Of course you want to make sure you&#8217;re getting the best ideas on the table. And the way most of us do that is to say, \u201cLet&#8217;s brainstorm.\u201d<\/p>\n\n\n\n<p>But we have over 40 years of evidence that you get more ideas, and better ones, by letting people work independently on their own. We consistently see three things going wrong in brainstorming meetings:<\/p>\n\n\n\n<p><strong>1. Production blocking: <\/strong>You can&#8217;t all talk at once in a group, so some ideas get lost.<\/p>\n\n\n\n<p><strong>2. Fear of looking stupid: <\/strong>People bite their tongue on their most original ideas.&nbsp;<\/p>\n\n\n\n<p><strong>3. The HIPPO effect:<\/strong> This stands for \u201chighest-paid person&#8217;s opinion\u201d\u2014and as soon as that&#8217;s known, people jump on the bandwagon and you end up with too much convergent thinking and not enough divergent thinking.<\/p>\n\n\n\n<p>The simple solution to all of these problems is to shift from brainstorming to brainwriting. Give people the prompt in advance and then let them think independently, knowing that individuals generate more variety and more brilliant ideas than groups do.<\/p>\n\n\n\n<p>Then, once you have all the ideas on the table, you let the group do the selection and refining. Use the wisdom of crowds to figure out which ideas are really worth developing.<\/p>\n\n\n\n<p>Virtual technologies were designed for brainwriting. The chat window on a video conference is perfect for it. I bring people into a meeting and say, \u201cWe&#8217;ve got something we want to rethink. Let me give you 10 minutes to think about this and then submit your ideas in the chat window. Then we\u2019ll all review them and go around and talk.\u201d<\/p>\n\n\n\n<p>Ideally, the leader doesn&#8217;t voice her opinion until everybody else has shared theirs, and that way they\u2019re less likely to feel pressure to conform to the HIPPO.<\/p>\n\n\n<div class=\"related-articles-sticky related-articles-sticky--inline-on-desktop\">\r\n        <div class=\"related-articles-sticky__holder\">\r\n            <div class=\"ray-grid\">\r\n                <div class=\"ray-grid__cell--span-full\">\r\n                    <div class=\"related-articles-sticky__header-wrapper\">\r\n                        <h3 class=\"ray-text--h3 related-articles-sticky__block-title\">\r\n                            Related articles\r\n                        <\/h3>\r\n                    <\/div>\r\n                    <div class=\"related-articles-sticky__wrapper\">\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/workspace-solutions\/eight-compelling-reasons-why-freelancers-choose-coworking-plans\" class=\"ray-image ray-image--1by1\">\r\n                                        <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"6635\" height=\"4426\" src=\"https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?resize=6635%2C4426\" class=\"related-articles-sticky__image\" alt=\"freelancer working in a WeWork coworking space\" srcset=\"https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=6635 6635w, https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=1536 1536w, https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=2048 2048w, https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Print_300DPI-20231031-Chicago-Lifestyle-19-copy.jpg?w=3000 3000w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/workspace-solutions\/eight-compelling-reasons-why-freelancers-choose-coworking-plans\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Eight compelling reasons why freelancers choose coworking plans\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    By\r\n    Reka Vagasi\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/whats-been-driving-rto-mandates-in-2025\" class=\"ray-image ray-image--1by1\">\r\n                                        <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"1895\" height=\"1264\" src=\"https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Web_72DPI-20231031-Chicago-Lifestyle-36-1.jpg?resize=1895%2C1264\" class=\"related-articles-sticky__image\" alt=\"team in meeting room at WeWork\" srcset=\"https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Web_72DPI-20231031-Chicago-Lifestyle-36-1.jpg?w=1895 1895w, https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/11\/Web_72DPI-20231031-Chicago-Lifestyle-36-1.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/whats-been-driving-rto-mandates-in-2025\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            What\u2019s been driving RTO mandates in 2025?\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    By\r\n    Reka Vagasi\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                        \r\n                            <div class=\"related-articles-sticky__item\">\r\n                                <div class=\"related-articles-sticky__image-wrapper\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/nine-core-traits-every-hybrid-team-member-needs\" class=\"ray-image ray-image--1by1\">\r\n                                        <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"1080\" height=\"720\" src=\"https:\/\/www.wework.com\/ideas\/wp-content\/uploads\/sites\/4\/2025\/10\/Print_300DPI_1080x1080-20221216-WeWork-Product-Shoot-Q4-4-1.png?resize=1080%2C720\" class=\"related-articles-sticky__image\" alt=\"Team members collaborating at a WeWork coworking space\" \/>\r\n                                    <\/a>\r\n                                <\/div>\r\n                                <div class=\"related-articles-sticky__container\">\r\n                                    <a href=\"https:\/\/www.wework.com\/ideas\/professional-development\/creativity-culture\/nine-core-traits-every-hybrid-team-member-needs\">\r\n                                        <div class=\"related-articles-sticky__caption-title\">\r\n                                            Nine core traits\u00a0every hybrid team member\u00a0needs\r\n                                        <\/div>\r\n\r\n                                        <div class=\"author\">\r\n    By\r\n    Reka Vagasi\r\n  <\/div>\r\n                                    <\/a>\r\n                                <\/div>\r\n                            <\/div>\r\n                                            <\/div>\r\n                <\/div>\r\n            <\/div>\r\n        <\/div>\r\n    <\/div>\r\n\n\n\n<h2  id=\"practice-intermittent-collaboration\"class=\"wp-block-heading\"><strong>Practice intermittent collaboration<\/strong><\/h2>\n\n\n\n<p>My colleague Anita Woolley studied virtual software teams working remotely and found that there were two dominant patterns of communication:&nbsp;<\/p>\n\n\n\n<p><strong>1. Low-frequency, high-intensity: <\/strong>The teams were not in touch every day, but when they were in contact, they had messages flying back and forth.<\/p>\n\n\n\n<p><strong>2. High-frequency, low-intensity: <\/strong>When teams were in touch much more regularly, there weren\u2019t quite as many messages per hour.<\/p>\n\n\n\n<p>And the data showed that intensity, not frequency, ends up predicting productivity, creativity, and remote collaboration. The low-frequency, high-intensity teams<strong> <\/strong>were able to fall into a pattern that&#8217;s known as burst enos\u2014their collaborations are literally bursting with energy and ideas.<\/p>\n\n\n\n<p>Engagement is higher when you&#8217;re synchronized in time with the people on your team, so with these bursts, teams are engaging in intermittent collaboration.<\/p>\n\n\n\n<p>They might be working independently for a few days, generating lots of ideas. And then they have not just shared meeting time but also shared work time where they know their colleagues are online, ready to jump in if they have a problem or need some help.<\/p>\n\n\n\n<p>When you give people a chance to collaborate intermittently, you\u2019re letting them do individual work and then dedicating a separate time when everybody&#8217;s available for group work.<\/p>\n\n\n\n<p>In the coming months, business leaders\u2014from startups to enterprise companies\u2014will continue to ask themselves, \u201cHow do you bring a group of people together and make them more than the sum of their parts?\u201d These ideas get at the answer.<\/p>\n\n\n\n<p><em>Adam Grant is a professor of organizational psychology at The Wharton School at the University of Pennsylvania, bestselling author of <\/em>Think Again: The Power of Knowing What You Don&#8217;t Know<em>, and the host of WorkLife, a TED Original Podcast.<\/em><\/p>\n\n\n<div\r\n  data-block_60e8695ae0589\r\n  class=\"sticky-cta align sticky-cta--bottom sticky-cta--default--bottom sticky-cta--right sticky-cta--default\"\r\n>\r\n  <div class=\"sticky-cta__copy sticky-cta--default__copy\">\r\n    <p>Rethinking your workspace?<\/p>\n\r\n  <\/div>\r\n\r\n  <div class=\"sticky-cta__button-wrap sticky-cta--default__button\">\r\n    <button class=\"ray-button ray-button--primary sticky-cta__button\">\r\n      <a\r\n        href=\"#nf-form-31-cont\"\r\n        class=\"sticky-cta__link sticky-cta--default__link\">\r\n        Get in touch\r\n      <\/a>\r\n    <\/button>\r\n  <\/div>\r\n<\/div>\r\n","protected":false},"excerpt":{"rendered":"<p>Wharton professor Adam Grant shares how business leaders can pivot after the threat of COVID-19 subsides<\/p>\n","protected":false},"author":2183,"featured_media":3000034888,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"template-single-default.blade.php","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[43906,43901],"tags":[503,1487,38998,43915],"class_list":["post-3000034873","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-expert-insights","category-research-insights","tag-culture","tag-leadership","tag-webinar","tag-wework-innovation-summit"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.4 (Yoast SEO v25.3.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>A better alternative to a \u201creturn to normal\u201d<\/title>\n<meta name=\"description\" content=\"Wharton professor Adam Grant shares how business leaders can pivot after the threat of COVID-19 subsides.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/a-better-alternative-to-a-return-to-normal\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"A better alternative to a \u201creturn to normal\u201d\" \/>\n<meta property=\"og:description\" content=\"Wharton professor Adam Grant shares how business leaders can pivot after the threat of COVID-19 subsides.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.wework.com\/ideas\/research-insights\/expert-insights\/a-better-alternative-to-a-return-to-normal\" \/>\n<meta property=\"og:site_name\" content=\"Ideas\" \/>\n<meta property=\"article:published_time\" content=\"2021-05-07T21:21:00+00:00\" \/>\n<meta property=\"article:modified_time\" 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