| | APRIL 2025MANAGEHRMAGAZINE.COM8In MyOpinionMichael is a highly knowledgeable and skilled learning and development leader with extensive experience in designing, delivering and implementing training and educational programs. He demonstrates exceptional communication abilities and possesses a deep understanding of adult learning theory and best practices for effective learning programs. Michael excels in strategic planning, execution and aligning learning initiatives with business needs and organizational competencies.Insights about Current ResponsibilitiesThe wonderful thing about my role is that no two days are ever the same, which is one of its most appealing aspects. My typical day often includes interactions with my team, whether through one-on-one check-ins or collaborative discussions. Most weeks, I also have the privilege--an opportunity I truly value--of facilitating sessions like leadership development courses or workshops, with a strong focus on leadership growth.I remain actively involved in content development and a significant portion of my day is dedicated to meetings and strategic planning with senior leaders and stakeholders across the organization. I also ensure that our programs, learning initiatives and organizational development efforts align seamlessly with our overarching strategic goals.Today's Biggest Challenges in Team DevelopmentThe pandemic has had a profound and lasting impact on our lives, particularly in how people view their jobs, well-being and work-life balance. Many organizations responded to this period by adopting flexible workplace models, allowing employees to work from home, spend more time with their families and avoid long commutes. These changes provided unprecedented opportunities for flexibility. However, as more companies now reverse course and push for a return to the office--whether fully in-person or with hybrid models requiring three or more days on-site--it has created significant disruption for employees. This shift is causing confusion and it can harm morale and risk losing talented employees, which is not an employee-centered approach.In addition many organizations are oversimplifying workplace challenges, often blaming remote work for issues that may not be directly related to it. For instance, when problems arise, some leaders attribute them to a lack of face-to-face interaction, which can be an overly simplistic conclusion.The landscape is further complicated by volatility in how remote work is being managed. Even organizations that initially embraced remote or hybrid models are sometimes reversing their stance, leaving employees uncertain and cautious about trusting such policies.On another front, the social and political climate is shifting, particularly regarding attitudes toward diversity, equity and inclusion (DEI). There's a concern that after significant progress in fostering belonging and inclusion, some organizations might overcorrect and move too far in the opposite direction. This could erode the sense of belonging many employees have come to value and create an environment where individuals no longer feel as empowered to bring their full selves to work."The future of organizational development lies in merging `soft' and `hard' skills into a unified framework that supports both technical and interpersonal growth."What's Trending in Team Development StrategiesLeaders are proactively addressing the challenges by careful consideration, clear communication and a balanced approach to workplace policies and culture. In my workplace, for example, our By Michael Hyatt-Evenson, Sr. Director of Learning and Organizational Development, First Tech Federal Credit UnionTRANSFORMING TEAM DEVELOPMENT WITH FLEXIBILITY, INCLUSION AND GROWTHMichael Hyatt-Evenson
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