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RRC: Rethink, Revalue, Connect
The Challenge of Connection in an Increasingly Digital World
Many organizations debate the return to the office: how many days? Under what scheme? How to achieve balance? But behind those operational questions lies a much deeper one: how do we create emotionally safe teams in an increasingly demanding environment?
Today, employees are expected to be more productive, more strategic, and more efficient. They're expected to increase profitability, provide agile responses, and adapt without complaint. But how much time do we really spend getting to know them, listening to them, providing sincere and constructive feedback?
In many cases, work has become transactional and mechanical, losing that energy that makes a team more than the sum of its parts: trust, empathy, and a shared sense of purpose.
The Role of Leadership Values in the Age of AI
In this new landscape, the real differentiator isn't just technical knowledge or the ability to adapt to change. The differentiator is—and always has been—the values of the leader.
Values like honesty, integrity, humility, empathy, and responsibility become even more essential in the face of technologies that can execute but cannot ethically discern.
Generative AI gives us power, but it's our values that guide us in how to use it. A leader with clear values will know when to rely on technology to scale impact, but also when to pause, question, listen, and decide with humanity.
Technology can multiply our decisions, but only our values can ensure those decisions build a more just, inclusive, and sustainable future.
In-Person Presence as a Competitive Advantage
If AI is leveling the playing field in terms of efficiency, what will differentiate organizations won't be who has the best technology, but who can build the most human, collaborative, and resilient teams. And that's where in-person presence gains new value.
In-Person Work Gives Us the Opportunity to:
✅ Foster spontaneous creativity. Many of the best ideas don't come from a scheduled Zoom meeting, but from a hallway chat, a shared coffee, an unexpected encounter that sparks a flame.
✅ Build trust and psychological safety. We can't expect commitment and extraordinary results if we don't create spaces where people feel seen, heard, and valued.
✅ Develop emotional intelligence and genuine leadership. AI can analyze data, but it can't read between the lines, can't comfort with a look, or motivate with a timely word.
Fractional Executives: A Consequence of This Friction?
While we continue debating the return to in-person work, an interesting trend is emerging: Fractional Executives. More and more companies are hiring CFOs, CHROs, and even CEOs on a fractional basis, meaning with partial presence or by project.
(Cecilia Giordano)
This model offers clear advantages:
✔ Greater flexibility and specialization.
✔ Resource optimization.
✔ Access to high-level expertise.
But it also raises a troubling question: if we keep avoiding conversations about the value of in-person presence and human connection, are we accelerating models that fragment not just roles, but also culture and leadership?
What Kind of Leadership Do We Want to Build?
Perhaps the resistance to rethinking in-person work isn't just an operational issue. Perhaps it reflects something deeper: our difficulty in discussing emotions at work, prioritizing relationships over tasks, and acknowledging that teams don't thrive on KPIs alone, but on meaningful connections.
The challenge is set: in a world where AI can do a lot, what will we humans continue to do that makes a difference?
The answer might lie in our values. In leading with coherence. In using technology as a lever, but not as an excuse. In choosing, every day, to lead with humanity.
The invitation is to rethink. To revalue. To connect. It's time.
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