What we're losing in a hybrid world and how to lead through it

I recently listened to the Diary of a CEO episode with Steven Bartlett featuring Emma Grede and I was fascinated. Her unapologetically clear and opinionated views on success, leadership, and what it really takes to grow talent struck a chord. In a world increasingly shaped by hybrid work, her reflections reminded me of what we might be losing and what leaders need to do to keep growth and connection alive.

"I can’t teach you on a screen, babe. I can’t reach you. You won’t see how I move." 

Emma Grede, co-founder of SKIMS.

Since the pandemic, hybrid work has become the default model for many organizations. Flexibility is praised, productivity is tracked, and Teams or Zoom is our new conference room. But there’s a part of work that’s fading and we don’t talk about it enough.

The invisible cost: learning, culture & connection

Emma Grede, the powerhouse behind SKIMS and other ventures, recently shared in a podcast interview what many leaders feel but hesitate to say aloud. While acknowledging the perks of flexibility, she expressed concern over what’s missing: "Had I been a work-from-home person in my twenties, I would not be where I am now."

Why? Because the messy, vibrant, spontaneous magic of the workplace (those overheard conversations, informal mentoring, quick feedback loops, and chance encounters) are much harder to replicate in a digital world.

And research backs her up:

• A 2022 Microsoft report found that 85% of leaders struggle with confidence in hybrid productivity, especially around team engagement and learning opportunities.

• A study published in Harvard Business Review highlights that early-career professionals report feeling less connected and more uncertain about how to grow when working remotely.

• According to McKinsey, companies that prioritize in-person apprenticeship and intentional relationship-building develop talent faster and see higher retention among future leaders.

A case in point: The apprenticeship deficit

Take the example of a global consulting firm (Bain & Company) that returned to a hybrid model in 2021. Within 18 months, their internal assessments revealed that new joiners were taking 30% longer to ramp up. The issue? Lack of informal learning.

Mentorship programs helped, but what really worked was re-establishing "anchor days"—structured in-office days focused on learning, collaboration, and exposure to leadership. Engagement scores rose 22% among younger employees in just six months.

Five tips for leaders developing talent in a hybrid world

Here are practical ways to address the gap Emma so vividly described:

1. Make learning visible Create opportunities for people to observe and learn how you “move.” Narrate your thinking, share decision-making criteria, and invite them into your process, even if it’s over Teams or Zoom.

2. Design for serendipity Don’t just schedule meetings. Schedule moments. Hybrid doesn’t mean remote only. Use in-office days for brainstorming, mentoring, and informal connection.

3. Reignite apprenticeship Assign juniors to shadow seniors, live or via recordings. Encourage real-time feedback, paired work, and reverse mentoring.

4. Spot and stretch your stars As Emma said: “The sure way to put yourself in a position for more responsibility… is to be excellent at what you’re doing.” Notice those who consistently deliver excellence. Give them visible projects, stretch goals, and airtime with senior leadership.

5. Be where the learning happens As a leader, your presence is catalytic. Your attention is currency. Whether you're in the office or on-screen, model curiosity, clarity, and connection. People don’t just follow strategy, they follow energy.

In a hybrid world, leaders must be more intentional than ever. Talent still thrives, but it needs proximity, not just platforms. And sometimes, the most powerful thing you can do… is show up.

P.S. 1 If you want to listen to the full episode, you can find it here https://podcasts.apple.com/nl/podcast/the-woman-that-makes-millionaires-theyre-lying-about/id1291423644?i=1000706316314&r=1869

P.S. 2 If you want to develop your leadership style and could use the support and accountability of a coach to that end, reach out for a no-obligation coaching consultation.