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Cyxtera Presents – IT Leaders: Beware of Shadow AI (August 25, 2020)

Tuesday August 25th 6pm-7pm PDT

Artificial Intelligence (AI) has been aggressively pursued by organizations driven to mine insights from data and drive innovation. The adoption and integration of AI, in many cases, has been navigated by teams operating outside of IT often building innovation silos for the sake of expediency. The sprawl of shadow AI constrains innovation, and makes the ROI of AI elusive. With most IT leaders recognizing that business transformation is rooted in AI, many desire a strategy to help their teams operationalize it at scale.

In this interactive session, we will explore some of the high profile uses for AI in a variety of fields including finance, healthcare and more. Our panelist will define some of the common issues and gaps that have caused the proliferation of Shadow AI. Our experts will then discuss ways to avoid it, or, if you are feeling you may already be living in the Shadows, how you may come out and lead with an infrastructure strategy that fuels success.

Panelists:

Holland Barry, Senior Vice President and Field CTO, Cyxtera

Tony Paikeday, Senior Director of Product Marketing, Artificial Intelligence Systems, NVIDIA

Founders 5: Amy Balliett, Founder of Killer Visual Strategies

August 3, 2020 by Jordan Hoover Leave a Comment

With all the craziness and bad news 2020 has served up, it’s inspiring to learn about the innovation and goodness so many of our members and member companies are creating.

One of our long-time friends and New Tech presenter alumni, Amy Balliett, has been inspiring as a 40 Under 40 alumni, entrepreneur since the age of 17, speaker at over 175 international conferences, founder who has sold her company, and now she’s an author sharing her expertise that’s helped startups to Fortune 1,000 companies.

We’re excited to share some of her wisdom with you in an AMA virtual event on Tuesday and in our newsletter today.

Since 2013 we’ve been reaching out to founders around the PNW to ask them 5 questions to gain insights and inspiration. This week we talked with Amy about the the importance of building a company defined by it’s values and how her experience and love for visual media led her into writing her new book, Killer Visual Strategies.

1. Why do you do what you do for a living?

I am the CEO and founder of the leading visual communication agency, Killer Visual Strategies (formerly Killer Infographics). I am a public speaker, SVC teacher, and LinkedIn Learning instructor on the topic of visual communication and creative content marketing. I am also an author, with my first book (also named Killer Visual Strategies) having just recently been released on June 30th.

2. Why did you start your company?

This is quite a long story so I’ll give you the cliff notes version. Like most millennials, I’ve jumped in and out of many different career fields, but they all culminated with Killer Visual Strategies.

I went to film school because of my love for animation and live action media. I minored in marketing because that was another passion of mine.

Once I graduated, I moved to Seattle and got a job in feature film market research. I followed that up with a job as a video editor and designer (which is how I learned design) before I completely pivoted to SEO and online marketing.

Killer is really the culmination of all of these past experiences because visual storytelling and visual communication combine my passions for marketing and rich media. For the full story, check out my book and the introductory section titled “An Accidental Agency.”

3. What is one of the greatest lessons you’ve learned from being a founder?

Everything comes down to culture and values. When you build a company that is defined by its values, then hire a team that embraces those values, and partner with clients that also respect those values, something almost magical happens. Alignment on values makes it easy to solve any problem, because you can look at issues with those values as a lens, in a sense. Hiring and firing both clients and employees based on how they live your values shows a strong commitment to these “rules of engagement” as well. When the entire team and company lives and leads by a core set of values, there is no challenge too hard to overcome because your company culture becomes extremely strong. People love to work on a team with a great culture. People put the team first because they know that their coworkers will do the same. Everyone feels united in the mission and vision of the company and everyone feels excited to achieve the growth goals in front of them. By building a values-based company, I’ve found that I’m elated everyday to be working with the world class team at Killer. We have become a one of a kind team, a family, and a foundation of support for one another and that makes every part of the business an amazing experience.

4. What is the one piece of advice you would share today with your younger self before she started your company?

Make hard decisions based on both the company’s values and the best logical outcome for the business, then take swift action. This less is hard to learn, but one that I think is imperative to success. It’s human nature to see the best in people and hope that situations will fix themselves, but avoiding conflict only leads to a problem festering and hurting the culture of the company. I had to learn this the hard way a few times. In fact, it took until 2015 for me to truly embrace the values-based company approach already noted. Once we started hiring and firing by our values, we saw immediate improvements across the board. I’ve had to learn to put the needs of the company above my own personal feelings, but using our values as a framework has made this easier. I’ve also learned that the faster I act on a tough decision, the faster the team recovers. So, while I still have to remind myself of this advice from time to time, it’s become more natural for me to act quickly on tough decisions and let those decisions be guided by our values and the needs of the business rather than emotions.

5. What is something about you that people would be surprised to learn?

I’m actually finding that a log of people are surprised to learn that I wrote a book. I mean heck, I’ve spent 10 years evangelizing the art of visual communication which is inherently a very low-text medium, so why is it that I just wrote 45,000 words about it and turned it into a book?? What might be even more surprising is the fact that I loved every single minute of writing the book and am chomping at the bit to write another! But the reason I wrote the book is because the rise of visual communication doesn’t mean that the written word is dead. It simply means that it takes more than a catchy headline these days to capture the attention and loyalty of your audience. Those who have watched my LinkedIN Learning courses or have seen me speak have continued to ask for as much information as I’m able to share on the topic, so it made sense to capture it all in one place. I chose a book because I wanted something tactile that would act as a go-to resource for anyone looking to excel in the world of visual content. I wrote it to be a guide that anyone can read end-to-end, simply jump to any page and gain relevant insight, or test their skills with the myriad exercises outlined in the book. To me, it’s ironic to teach about visual communication in such a text-heavy medium, but since so many wanted to hear directly from me I felt that this was one of the best sources to provide exactly my thoughts on the subject, word-for-word.

Choosing a Business Entity When Forming Your Company

July 27, 2020 by Brett Greene Leave a Comment

Whether hustle grows during uncertain times, or necessity throws us on to new paths, some of the most successful businesses in history started during bad economic times. Opportunity can be found in most situations including in COVID times.

When you start a new business one of the first steps is to make sure you set your business up with the right entity to manage future tax, law and business issues. We hope the following article from our friends at Carpenter Wellington can be helpful for you if you’ve got the entrepreneurial itch.

Starting a business is not easy. Entrepreneurs spend a lot of time thinking of the appropriate approach, sector, and goals in order to establish a successful business. Building a business from scratch also demands a lot of time, effort, and entrepreneurial expertise. Not only do business owners have to generate capital but they must recruit an efficient staff, develop and implement creative marketing strategies, grow a strong brand awareness, and meet the needs of their clients or customers.

However, the most vital step in establishing a successful business is choosing the most suitable corporate entity for your specific venture. This is especially important if you intend to avoid financial, legal, and tax issues.

In this article, we’ll discuss the various corporate entity structures that you might choose for your fledgling business.

Corporate entity structures enable business owners to regulate the amount of taxes they pay and to help them determine overall risk exposure. The type of structure one chooses is directly proportional to how easily the business can obtain loans or raise funds from prospective investors. About fifteen corporate entity formations exist, such as:

B Corporation
C Corporation
Cooperative
Estate
General Partnership
Limited Liability Company
Limited Liability Limited Partnership
Limited Liability Partnership
Limited Partnership
Municipality
Nonprofit
Professional Corporation
Professional Limited Liability Company
S Corporation
Sole Proprietorship

Nevertheless, here are some of the most common corporate entities that entrepreneurs can choose from, based on the goals of a business:

SOLE PROPRIETORSHIP

This is the simplest business formation that exists and is not necessarily a corporate formation. Instead, this formation refers to the one individual who owns the business. In essence, it enables a one-person owner to assume the risk of running the business and to use his or her own name without being accountable to anyone else. For instance, let’s say that Mary Jamie wants to own a pet salon. Well, she can name the business Mary Jamie Pet Salon. If she chooses to use her name, no legal entity for her business is created separate from her, as the owner.

Additionally a sole proprietorship does not require the owner to register their business in the state where they’re operating the business. They can simply start operating. But, depending upon the industry, the owner may be required to obtain local permits or licenses. If they plan on using a name different than their own, they may also be required to file an assumed business name certificate or a fictitious name certificate. This certificate enables them to “do business as” another entity without having to create a brand-new business entity.

Some advantages of a sole proprietorship are:

It doesn’t cost a lot of up-front money.
It’s easier to file taxes than compared to other formations which require corporate tax filings.
No annual reports must be filed.

Some disadvantages of a sole proprietorship are:

You, as the sole owner, have the full financial burden, as you must cover all costs.
You, the owner, may have a harder time raising money.
Establishing business credit may be more difficult too.
You have unlimited personal liability for the business’s debts.

GENERAL PARTNERSHIP

This business formation is quite similar to the sole proprietorship, but the main difference is that typically two or more people are its owners. The ownership is commonly split between all partners who share profits, assets, and legal liabilities. However, the owners are subject to unlimited personal liability for the business’s debts.

Some advantages of a general partnership are:

You have less financial burden and can share the running of the business with your partners.
You have no corporate tax forms to fill out.
This business formation enables the profits and losses to be equally shared among the partners.

Some disadvantages of a general partnership are:

Each owner is equally responsible for the debts and liabilities of the business.
Each owner/partner is an agent of the other and thus responsible for the corporate actions of teach partner.
Disputes between partners can have devastating effects on the business.
Partners can’t make decisions without the approval of the other partner(s).
Partners have to split profits with all partners.
If one partner decides to leave the partnership, valuation of the general partnership’s assets may be difficult to compute. Plus it may be costly to dissolve the partnership, whether divvying up assets or incurring legal fees or both.

Click here to continue reading the full article

This article is made available by Carpenter Wellington (www.carpenterwellington.com) to provide a general understanding of the topic set forth therein. In no way should this article be construed as specific legal advice, nor does the receipt of this article create no attorney client relationship in on itself, between you (the reader) and Carpenter Wellington. This article, in whole or in part, should not be used as a substitute for competent legal advice from a licensed professional attorney in your jurisdiction.

BC Startup Night in partnership with Trade & Invest British Columbia (August 18 2020)

Tuesday August 18 5PM-6:30PM PDT

Join us for an evening of networking and engage with our featured speakers.

5:00 pm

Event starts, Welcome, Sponsor Shoutouts

5:10 pm

Event begins, Community connections, Community shoutouts

5:20 pm
Featured Presentations:

Trade & Invest British Columbia – presented by Troy DeFrank, PNW Director – Explore the business advantages that attract international trade and investment to Canada’s competitive and dynamic west coast.

Smrt 1 Technologies – presented by Terry Van Horn, CEO – We specialize in interactive touchscreens and kiosk solutions that provide a frictionless, convenient, data-rich and engaging customer experience for automated retail.

weshowup – presented by Kahlil Ashanti, Founder & CEO – Reserve your spot. Enjoy the experience. Pay what it’s worth after.

HRx Technology Inc. – presented by Wyle Baoween, CEO & Senior Consultant – a Canadian firm that provides training, consulting and data analytics to … We also develop technology tools to support EDI training and consulting.

Numinus – presented by Stacey Wallin, Chief Strategy Officer & Founder – Numinus is at the forefront of addressing the growing prevalence of mental health issues and desire for greater wellness.

6 pm

Networking

6:30 pm

Event ends

16 Surprising Stats on Remote Work ‍Burnout

July 21, 2020 by Brett Greene Leave a Comment

The following article was originally published by our friends at F4S who recently conducted and published this extensive research on the many mental health issues that workers are currently facing especially at a time where Covid-19 has accelerated the remote/work-from-home workforce.

Burnout destroys productivity, creativity and mental health — not to mention staff retention. But how does it play out in the world of remote work? Let’s find out.

2020 will be remembered for a lot of things when it’s all over, but perhaps the biggest is COVID-19 and, for many, The Year of Remote Work. What came with that, oftentimes? The Year of Remote Work Burnout.

Pre-2020 there was a certain cadence to the week in offices, and a defined line between your “work” place and your “home” place. Those lines blurred for millions this year, and remote work burnout became normative.

You might contextualize it as “Zoom Fatigue” or “I can’t remember the last time I left my house,” but burnout has devastating consequences for mental health and productivity — and it’s affecting up to 82% of remote tech workers. It’s clear that it deserves our immediate attention.

Above all, remember this: remote work burnout is largely not a technology issue. You won’t fix it by pivoting from Zoom to Meet, or using SMS more. It’s a people issue, which means it’s a leadership issue. Leaders need to create space for breaks and reflection, and take their foot off the meeting gas from time-to-time. This is about understanding gives your team energy, and what drains them of it.

And now: an investigation into remote work burnout and some ways top companies are starting to address it.

16 Stats on Remote Work Burnout:

Remote workers are more stressed

A study by the United Nations revealed that 41% of remote workers report high stress levels.
Only 25% of in-office workers report high stress levels, suggesting the stress is directly related to aspects of the remote work environment.

ILO-Eurofound, 2017

Source: http://www.ilo.org/wcmsp5/groups/public/—dgreports/—dcomm/—publ/documents/publication/wcms_544138.pdf

Remote workers feel compelled to ‘hustle harder’

A 2019 study by Digital Ocean found that 82% of remote tech workers in the U.S. felt burnt out.
52% reporting that they work longer hours than those in the office.
40% feeling as though they needed to contribute more than their in-office colleagues.

Digital Ocean, 2019

Source: https://blog.box.com/box-and-future-digital-workplace

Remote workers work more

Full-time remote workers say they’re happy in their job 22% more than people who work on-site.
They love it so much that 55% of remote workers said they’d look for another job if they were no longer allowed to work remotely.
So, what’s the catch? 53% of remote workers say they work more than 40 hours/wk, potentially contributing to burnout.

OWLLabs, 2019

Source: https://www.owllabs.com/state-of-remote-work/2019

Email drives burnout

Researchers found that senders of after-hours work emails underestimate how compelled receivers feel to respond right away, even when they’re not urgent.
COVID-19 and increased remote work have amplified this problem, as researchers found that workers have an increasingly hard time compartmentalizing their work and non-work lives.

Cornell & London Business School, 2020

Source: https://hbr.org/2020/04/3-tips-to-avoid-wfh-burnout

Burnout doubled in 2020 (due to work-life balance struggles)

Employee survey comments around burnout doubled from March 2020 (pre-lockdown) to April 2020 (during lockdown, working remotely), increasing from 2.7% to 5.4%.
This suggests burnout is a growing threat to the productivity and engagement of today’s workforce.
The study found that who struggle with balancing home and work are 4.4x more likely to exhibit signs of burnout.

Glint People Science, 2020

Source: https://www.linkedin.com/pulse/how-employees-feeling-burnout-rises-top-stressor-list-justin-black/

Social issues are draining (for some)

It’s not all bad: 91% of workers said remote working is a good fit for them. However, the top challenges were:
#1: Communication — 27% said it’s difficult to read body language, or ask clarifying questions.
#2: Lack of social opportunities — 16% said they missed office culture & grabbing drinks with coworkers.
#3: Loneliness and isolation — 13% said sitting home alone eventually left them sapped of energy.

FYI, –

Source: https://insights.dice.com/2019/07/23/burnout-remote-work-study/

Obliterated work-life balance

Owl Labs found that remote workers were 43% more likely to exceed a 40-hour work week compared with non-remote workers.
“If you’re not careful, your employees could burn out, especially during the pandemic, when many of them are also full-time caregivers and part-time homeschool teachers for their children.”

Owl Labs, 2020

Source: https://www.owllabs.com/state-of-remote-work/2019

The “always on” work culture

45% of workers said they were burned out” after working from home due to a lack of work-life balance.
“America’s always-on work culture has reached new heights. Whatever boundaries remained between work and life have almost entirely disappeared.”

Eagle Hill Consulting, 2020

Source: https://www.nytimes.com/2020/05/26/opinion/work-from-home.html

The loneliness problem

The 2016 General Social Survey found that increased loneliness during remote work correlates with burnout.
This isn’t a problem for everyone, but a substantial percent of remote workers struggle with it.
A survey by Buffer found that 21% of workers believe loneliness is the top challenge when working remotely.

University of Chicago, 2016 // Buffer, 2018

Source: https://hrdailyadvisor.blr.com/2018/04/09/link-loneliness-burnout-work/ & https://buffer.com/resources/state-remote-work-2018/#benefits

Lack of recognition

A survey shows 35% of remote tech professionals feel “very burnt out.”
36% of those people say their principle reason for feeling burnt out is because of a lack of recognition.
This aligns with DigitalOcean’s findings that tech pros don’t feel in sync with a company’s culture when working from home.

Dice, 2019

Source: https://insights.dice.com/2019/07/23/burnout-remote-work-study/

Remote co-worker relationships

Liking your co-workers was positively linked to teleworkers’ informal communication satisfaction, as well as their organizational commitment and job satisfaction.
Complaining at work was negatively related to teleworkers’ commitment and satisfaction.
Liking your co-workers moderated the effect of teleworkers’ complaining talk on organizational commitment, but not job satisfaction.
In other words: you can experience remote work burnout because of a lack of close connections and the ability to form “like” bonds with co-workers, which can dampen both how effectively you communicate and your commitment to the organization.

University of Wisconson & Ohio State, 2011

Source: https://www.tandfonline.com/doi/abs/10.1080/00909882.2011.556136

Remote bonding takes longer

Other studies have established the link between a lack of socialization, loneliness and lack of bonding with coworkers in the development of remote work burnout.
But with the prevalence of Zoom meetings and virtual happy hours, why are we still feeling lonely?
A 2013 study published in Cyberpsychology discovered that bonding in a remote world simply takes longer.
Fortunately, researchers found that remote bonding does happen and can even “reach levels present in face-to-face communication.”

Cyberpsychology Journal, 2013

Source: https://cyberpsychology.eu/article/view/4285/3330

Gender roles & perceived flexibility

Research revealed that being female was associated with greater family-to-work conflict and greater stress and burnout, whereas being perceived as ‘flexible’ results in less burnout.
The addition of life stage variables (such as pregnancy) significantly increased family-to-work conflict and burnout.
These findings support the idea that traditional gender roles and gender bias contribute to burnout, which is especially significant for women working remotely with children home.

WFD Consulting, 2006

Source: https://www.tandfonline.com/doi/abs/10.1080/13668800802027564

“More likely to feel left out and mistreated”

This was a study of 1,153 employees, 52% of whom worked remotely about half the week.
Those who worked from home a portion of the week were more likely to feel left out or mistreated.
They also felt more challenged to resolve conflict with colleagues.

HBR, 2017

Source: https://hbr.org/2017/11/a-study-of-1100-employees-found-that-remote-workers-feel-shunned-and-left-out

An intensifying pace of work

Research on Information and Communications Tech (ICT) used in remote work and the intensification of work and stressful work environments show that ICT use may intensify the pace of work.
This intensified pace of work due to ICT use has been found to lead to greater employee stress and burnout.
Research shows that ICT use has negative implications for stress levels that are probably related to work occupying non-working space and times (blurring boundaries).

ILO-Eurofound, 2017

Source: http://www.ilo.org/wcmsp5/groups/public/—dgreports/—dcomm/—publ/documents/publication/wcms_544138.pdf

Remote employers need to find solutions for remote burnout

Studies from various countries revealed several aspects that contribute to remote worker’s burnout and post arisk to their long term health and well-being:
Long working hours; work-life interference associated with the blurring of the boundary between paid work and personal life; intensification of work; and isolation.
Addressing these issues is critical, especially because remote workers seem to be equally or more satisfied with their working conditions as in-office employees.

ILO-Eurofound, 2017

Source: http://www.ilo.org/wcmsp5/groups/public/—dgreports/—dcomm/—publ/documents/publication/wcms_544138.pdf

Should we just go back to the office?

With burnout running rampant among remote workers, you might be wondering if the logical solution is to simply head back to the office.

This is a tempting ‘quick fix’ but one that doesn’t align with the future of work. And going down this path will ultimately hurt staff retention and your ability to attract top talent — 55% of workers say they would leave their job if they were no longer allowed to work remotely.

Interestingly, workers’ top reasons for wanting to work remotely are:

91% want a better work-life balance
79% want increased productivity / better focus
78% less stress

Let’s also consider the fact that full-time remote workers are 22% happier in their job and plan to stay in their job 13% longer than on-site workers, so going back to the office no longer seems like a viable option for most people.

So, what can we do?

It’s up to employers to bridge the gap and find solutions for burnout that will make remote working a sustainable and healthy option for all.

Let’s take a look at how some top companies are dealing with remote burnout:

Advice from top companies:

Embrace the right to disconnect

The “Right to Disconnect” became a law in France in 2016
That legislation followed a Sept 2015 report on “info-besity” (essentially information overwhelm) on the working-age (and often child-producing age) population of France.
In short: they were burnt out, and a swift solution was found.
In the USA, Vynamic (health care consulting), Pomoma College and several other employers have also banned emails after 7pm on weeknights, and weekends entirely.

–

Source: https://www.bbc.com/news/world-europe-38479439

Recognize burnout as an illness

While the WHO has officially recognized workplace burnout as a workplace hazard with negative implications for worker’s mental health and wellbeing, companies struggle to get on board.
“Organizations typically reward employees who put in longer hours and replace workers who aren’t taking on an increased workload, which is a systematic problem that causes burnout in the first place,” says Dan Schawbel, research director of Future Workplace.
Countries like France, Denmark and Sweden do recognize burnout syndrome and consider it a legally legitimate reason to take a sick day from work.

–

Source: https://www.washingtonpost.com/national/health-science/from-moms-to-medical-doctors-burnout-is-everywhere-these-days/2019/03/29/1cea7d92-401d-11e9-922c-64d6b7840b82_story.html

Address loneliness

Clear Company says: “The most effective managers of remote employees create approaches and strategies to combat loneliness and depression.”
They recommend helping employees build healthy habits and set strict boundaries between ‘at work’ and ‘at home’.
They also recommend building an community where workers can openly share what they’re going through, providing opportunities to connect and showing appreciation to boost morale.
Check out these 23 remote team building activities and boost your team bonding.

–

Source: https://blog.clearcompany.com/tips-remote-workers-avoid-loneliness-burnout

Help your team set boundaries

The CEO of WhiteSpace at Work says: “One of the most critical challenges is the sense that work never ends. Folks wake up, grab the laptop from the bedside table, and begin a 10-, 12-, 14-hour alternating cycle, flipping from laptop to kids to laptop to food to laptop, until they pass out over the screen and start the pattern again.”
What can employers do about this? Host a workshop about setting healthy boundaries, and make sure team leaders walk the walk. Even if you encourage your workers to log-off, if you are online 24/7 they’ll feel pressured to follow suit.

–

Source: https://www.fastcompany.com/90514503/5-habits-of-people-who-are-especially-productive-working-from-home

Encourage time off

“We were detecting this kind of Zoom burnout thing that was happening,” Zillow CEO Richard Barton said. “People had really risen to the occasion to get through the really trying period at the beginning”
Zillow’s HR team and leadership decided to give everyone in the company an extra day off.
They encouraged each team to take the same day off so no one would feel pressured (or tempted) to respond to an email or attend a Zoom meeting.
Importantly, the leadership team set the right example by taking a day off themselves.

–

Source: https://www.inc.com/minda-zetlin/remote-work-employees-burnout-zillow-founder-rich-barton.html

Build-in breaks

Matt Mullenweg, CEO of Automattic, the parent company of WordPress and an all-remote-working company, has noted that people who spend all day in video meetings have a hard time stepping away from those meetings long enough to fetch a cup of coffee or use the bathroom.
“It seems that in the physical world, it’s more socially acceptable to leave a conference room and use the restroom than it is in the virtual world. People feel like they gotta, gotta, gotta be there.”
Remind your team to take breaks throughout the day and don’t punish employees who don’t immediately respond to your messages.

–

Source: https://www.inc.com/kaitlyn-wang/automattic-wordpress-remote-work.html

Prioritize better — not everything is an emergency

Arianna Huffington of ThriveGlobal appeared on CNBC to discuss “The New Normal,” remote work burnout, and modern leadership.
“The first thing that disappears, when we are depleted, is our creativity and our ability to innovate in moments of crisis. Remember, everything may appear urgent, but not everything has the same urgency. … Prioritize between what is truly important for the business, for your employees, and what appears incredibly urgent.”
To help tackle remote burnout, leaders need to learn how to let go of our ‘urgency’ culture and improve prioritization skills for themselves and their employees.

–

Source: https://www.cnbc.com/2020/04/09/heres-what-we-know-about-how-remote-work-changes-us.html

The costs of ignoring remote work burnout will be huge

Thomas Koulopoulos is a futurist and the author of 13 books, as well as the founder of Delphi Group.
Speaking to Forbes, he notes: “Going forward, leaders must recognize that the current medium in which we’re working has a much higher potential for burnout, even higher than hours of commuting. I see people who are new to working virtually who are “on” 24/7 because of this, and they’re complaining about being constantly connected. The costs of this will be huge.”
The takeaway? Make addressing remote work burnout a priority — ignoring it will have serious repercussions.

–

Source: https://www.forbes.com/sites/benjaminkomlos/2020/06/11/a-futurist-on-uncertainty-remote-work-burnout-and-the-opportunity-to-fix-healthcare/#296f02cd123a