Let’s get this out of the way... I don’t care whether your organization offers remote work or not.

But if you do, stop calling it Work From Home.

It’s outdated, it’s inaccurate, and frankly, it’s insulting.

That phrase still drags around the myth that remote employees are less productive, more interested in wearing pajamas all day, and probably folding laundry or walking the dog while they pretend to work.

Would you take a pay cut right now?

For most American workers, the answer is a firm “nope.” But dig a little deeper, and the story gets more interesting.

According to LinkedIn’s latest Workforce Confidence Survey, more than four in 10 job seekers say they would consider a salary reduction IF it meant better alignment with their values, more room to grow, or increased flexibility.

In other words, money isn’t everything.

Remote and hybrid work are the new normal. Recent studies indicate that UK workers, for instance, average 1.8 remote workdays per week, surpassing the global average of 1.3 days. In the U.S., similar patterns emerge, with a significant portion of the workforce embracing flexible work arrangements. (The Guardian)

However, this shift brings its own set of challenges. A survey revealed that 25% of remote employees experience daily loneliness, compared to 16% of fully onsite employees. Moreover, remote workers are 98% more likely to report severe work loneliness than their in-office counterparts, according to Ringover's 2024 Loneliness at Work survey.

So, how can leaders ensure their remote and hybrid teams remain cohesive and engaged?

Without confidence, leadership falls flat.

And here’s the part too many people forget: You don’t have to wait for someone to anoint you with a title before you start leading with confidence.

I tell every group I work with the same thing:

👉 Everyone is a leader.

Not future leaders. Not potential leaders. Leaders—full stop. And if you want others to follow your lead, you have to show them someone worth following. That begins with confidence. Not arrogance, not bravado. Instead, real, earned, practiced confidence.

It’s what helps people get behind you. It’s what earns trust. A team won’t rally behind someone who doesn’t even believe in themselves.

“Leadership is practiced not so much in words as in attitude and in actions.” – Harold Geneen

So where do you start?

In a Cohesion Culture™, every team member must feel a sense of belonging, value, and mutual commitment.

BUT that doesn’t mean standing still.

Adapting to emerging technologies like AI is now part of being truly “included”. Because no one gets left behind when everyone is learning forward.

Recently, the CEO of Shopify, Tobias Lütke, shared how Artificial Intelligence is changing the way they work. Lütke has set the expectation that every single person at Shopify, including leadership, must embrace AI deeply and immediately. He laid down a clear, no-nonsense challenge for every person in every position: AI is no longer optional. It's a core skill. Learn it. Use it. Share it.

As essential as knowing how to send an email is to holding a job at Shopify, you must equally be able to utilize emerging AI technologies.

Let's eavesdrop on a conversation between your employee and C.A.R.L., the Cohesive Artificial Response Leader.

Hey C.A.R.L., why am I not getting promoted? I’m showing up, doing my job...

If you feel overlooked for promotion, it might be helpful to assess whether you are actively participating in your own growth plan and seeking opportunities to contribute beyond your immediate responsibilities.

So what am I supposed to do? Wait for my manager to finally notice me?

The book suggests that instead of waiting for your manager to notice you, you should take proactive steps to stand out and make a positive impact.

Over 56% of today’s workforce has become increasingly dissatisfied with the lack of training and development offered by their employer. Many of these same people are being passed over for promotion with no plan for success.

Toxicity in the workplace is like an invisible weight dragging down morale, productivity, and retention.

Many employees find themselves working in environments where toxic behaviors thrive, unsure of how to navigate or challenge them.

So, I asked C.A.R.L., the Cohesive Artificial Responder Leader, for insight on handling toxicity effectively.

Here’s what C.A.R.L. had to say:

"Handling toxicity in the workplace involves creating a work environment that fosters cohesion and removes the toxicity that can strangle performance and cause people to leave an organization. Here are some strategies based on the book Becoming a Cohesive Leader:"

Artificial Intelligence is revolutionizing the way we work and learn.

But let's be clear: AI is not here to take your job or replace your thoughts.

It's here to give you more time to think.

In this week's Cohesion Corner with Dr. Troy newsletter, let's continue our discussion on how to use AI as an assistant, not a crutch.

The key? Trust and verify.