We are frequently asked to discuss our findings and opinions with the media. We are happy to connect with local, national, and international media. The following are samples from our media engagements:
April 27, 2018
In episode 43 of the Yonder Podcast, Jeff Robbins and Dr. Laura Hambley discuss leadership and team management within a co-located environment.
October 10, 2017
Wanted: Managers Who Trust Their Teleworkers
Tom O’Neill’s research talk to industry was covered by the Society for Human Resource Management. Here is an Excerpt: “Employers might be more willing to give trust,” O’Neill said, “if employees are transparent about what they are doing and making sure they’re meeting their work obligations when they’re working remotely.” Once trust is broken, “it’s hard to get that back,” he added.
June 19, 2017
Inspiring Leaders Podcast
On episode 5, “Distributed Leadership with Dr. Laura Hambley”, Laura explores the global trend toward Distributed Workforces and best practices for leading geographically separated teams.
February 27, 2017
How to Manage Remote Teams Effectively
Laura Hambley comments on important factors for effective remote leadership.
September 1, 2016
No Workplace Like Home
Laura Hambley and Tom O’Neill discuss their research and provide insight to Scientific American about the benefits of working remotely for organizations and people.
March 31, 2016
How To Be A Leader When You Work Remotely
Laura Hambley and Tom O’Neill provide practical and impactful suggestions for leading from a distance.
December 22, 2015
“Why Working from Home Isn’t for Everyone”
Despite this rising trend promoting workplace flexibility, Laura Hambley, CEO at Work EvOHlution, doesn’t believe all employees should work remotely.
November 13, 2015
“Adapting to Perform in a Mobile Work Environment”
Laura Hambley and Tom O’Neill weigh in on how organizations and its employees can better gauge who will be successful at distributed work.
“Managing in the Distributed Workplace”
Christianne Varty, Tom O’Neill and Laura Hambley discuss the leadership capabilities that matter in the distributed workplace.
November 17, 2015
“Media Release on Distributed Leadership”
How agile is your leadership? Without having proper supports for team leaders, your distributed work environment may suffer a costly failure.
Business Voice: “Distributed Leadership”
Distributed leadership means managing or leading one or more employees from a distance, including flexible or
mobile workers in the same city. The desire to implement WORKshift is a crucial first step to realizing the benefits of flexibility in organization, employees, and community. So if it’s good for everyone, what is preventing more people and organizations from working flexibly? WORKshift is leading the growing movement in Canada to answer this question and increase the adoption and utilization of flexible work.
October 27, 2015
Flexible Boss: “Personality testing for flexible work: useful tool or total ‘tosh’?”
UK based Flexible Boss asks- Could a more nuanced analysis of traits and skills useful for working in new ways be helpful to employers, line managers and individuals in understanding the challenges that face them? Canadian consultancy Work Evohlution believes that to be the case. It aims to take a robust scientific approach to psychological variables and translate them into valuable and practical feedback.
August 4, 2015
Alberta Venture: “Alberta’s 20 Most Innovative Organizations”
On the use of psychometric assessments to determine whether an employee has the personality traits needed to prepare them for a flexible work schedule: “It’s not necessarily about preventing [flexibility],” says Laura Hambley, the founder of the company. “It’s about supporting people so that they can be more successful in these new ways of working.”
June 15, 2015
The Calgary Herald: “Start-Up of the Week”
“We saw that flexible work, mobile work, telework, and other forms of working “distributively” were reaching a tipping point” says Laura, describing where the idea for Work EvOHlution arose from. “No other assessment of employee personality attributes relative to distributed work existed, and we wanted to bring this to the world.”
February 11, 2015
Recursos Humanos : “Cyberslacking, Engagement, and Personality Issues in Distributed Work”
“In today’s world where technology is advancing at lightning speed, the opportunity to work away from the traditional office becomes increasingly more accessible. With applications such as Skype, Google Documents, and Drop Box, many office jobs have become doable from outside the conventional office, such as home, coffee shops, or libraries. We refer to this as “distributed work.” Unfortunately, with this freedom comes the risk of decreased productivity through cyberslacking, which involves getting distracted with Internet activities when employees should be doing their jobs (O’Neill, Hambley, & Bercovich, 2014).”
November 24, 2014
The Province: “Personality tests: An increasingly popular tool for employers looking for the right hire”
“My perception is that the use of assessments is growing,” says Thomas O’Neill, a University of Calgary psychology professor.
“We’re moving beyond an era where it’s all about the technical skills. As work becomes more complex it’s about whether you can work well on a team, whether you can communicate well, whether you’re a lifelong learner, whether you can innovate.”
October 26, 2014
CBC Radio One: “Cyberslacking”
“University of Calgary researchers note that telecommuting is a better fit for some than for others. Telecommuting is a good fit for people who are self-starters, have good impulse control, and like having autonomy over their work.”
April 24, 2014
CTV Calgary: “U of C Study Provides Profile”
Tom commented: “What we’re trying to do is show people how they can better understand themselves, their habits, and their tendencies…to help them better manage themselves when they’re working remotely.”
April 24, 2014
Toronto Star: “Google studies how people work”
Laura comments on the drawbacks of work/life spillover.
March 31, 2014
Time: “Are You Too Lazy to Work From Home?”
Tom points out that the key to effective distributed work is gaining self-insight and understanding of your own personality and work style. “Knowing yourself and your personality, however, can help you better manage yourself and others when working from a distance, so part of the puzzle is figuring out your own personality and where you have strong and weak fits with telework.”
March 27, 2014
Inc: “The Best Personalities to Work From Home”
Tom describes recent research findings indicating that some personality traits and work styles are better than others for working effectively and staying engaged during home-based work.
January 14, 2014
Calgary Herald: “Less than half of Alberta companies offer telecommuting”
Laura discusses why Alberta companies are now below the national average for offering telecommuting opportunities to their employees, but have shown recent growth.
September 16, 2013
Alberta Primetime: From Millennials to Boomers: Alberta’s workforce
Laura explains how people from a variety of different generations in the same workplace can work, communicate, and collaborate effectively together.
June 29, 2013
Calgary Herald: “Crisis shows need for teleworking”
Laura brings the benefits of having employees well practiced and equipped to work from home or telework to the forefront given the 2013 flood in Calgary.
April 27, 2013
Calgary Herald: “Province a leader in telecommuting”
Laura explains why Alberta companies are the most likely in Canada to offer their workers the opportunity to telecommute, an option that can help employees achieve great work-life balance.
March 1, 2013
The Globe and Mail: “It’s 2013: Why aren’t more people teleworking?”
Laura offers teleworking tips and recommendations in order to help people make the difficult mental shift of “work being an activity, not a place.”
June 14, 2012
Calgary Herald: “Office space crunch driving telework”
Laura notes that we are approaching a tipping point as numerous factors, such as limited office space capacity, lengthy commute times, and younger generations that are comfortable with technology and prioritize work flexibility, are contributing to organizations’ increasing openness and use of mobile work arrangements.