Are We Missing the Mark With RTO Mandates?
- Jun 15
- 4 min read
Dr. Kristine Medyanik is a dynamic leadership development facilitator in classrooms, corporate environments, and conferences. She uses humor and stories to make concepts come to life and leaves audiences with tangible tools to positively impact their own leadership practice, both professionally and personally.
Have you ever heard of “butts in seats” leadership theory? Me either. Yet, in the post-pandemic, increasingly distributed world of work, we are constantly navigating the complex, often emotionally charged conversation around where we do work. This focus on physical location, the office, the home, a co-working space, often misses the point entirely.
The “where” is far, far less important than the “why,” especially if your ultimate goal is to keep your team engaged, motivated, and performing at their highest level. A team that understands and is connected to the mission will drive results regardless of their zip code. The location is merely a logistical detail; the purpose is the gravitational force.
It's tempting to think that managing your team and maintaining a cohesive culture is cleaner if you can physically see people and know precisely when and where to find them. Notice I didn’t say “easier.” Because the reality is that effectively managing a team, whether they are working fully remotely, in a hybrid model, or completely in-person, requires a sophisticated blend of the same foundational leadership skills, plus a few new ones tailored for distributed environments. The shift is from supervision by proximity to management by outcomes and trust.
What savvy leaders truly need to focus on in their teams is establishing clear boundaries around the negotiables and the non-negotiables. This is the key to unlocking flexibility without sacrificing accountability or collaboration.
The non-negotiables: The pillars of presence and performance
These are the elements of work that are intrinsically tied to specific locations, times, or defined inputs. They must be clearly communicated as the rules of engagement.
Client-facing roles: Consider this: if your role is client-facing and requires scheduled appointments, the physical presence for those meetings is a non-negotiable. Whether that's in a boardroom or on a video call, the commitment to being present and prepared at the specified time is mandatory. The client experience dictates the terms.
Safety and regulatory requirements: Jobs that involve handling physical assets, operating machinery, or adhering to strict security or compliance protocols often necessitate an on-site presence.
Output quality and deadlines: While location might be negotiable, the quality of the work and adherence to deadlines are always non-negotiable. Leaders must manage by agreed-upon metrics and deliverables, not by time spent at a desk.
The negotiables: Empowering autonomy and flexibility
These are the aspects of work that can be tailored to individual or team needs, focusing on optimal productivity rather than arbitrary rules.
Heads-down, deep work: If your team spends the bulk of their day on "laptops grinding out spreadsheets," coding, detailed analysis, or writing, activities that require intense focus and minimal interruption, not only does where not matter, but when also becomes highly flexible. Allowing employees to structure their day around their peak productivity times (the "chronotype") and home life commitments is a powerful retention and engagement tool. A flexible schedule honors the reality that not everyone is a 9-to-5 machine.
Communication style: While communication is a non-negotiable activity, the method can be negotiable. Some teams might prefer synchronous video calls, while others might lean heavily on asynchronous communication (Slack, email) to preserve focused work blocks. The negotiated factor is which channel is used for what purpose.
Bridging the gap: Anchored hours and collaboration
However, if teamwork, rapid iteration, or deep collaboration are intrinsic to the work process, the dynamic brainstorming, the spontaneous problem-solving, the transfer of tribal knowledge, then a completely untethered model can introduce friction and delays. To solve this, consider implementing anchored hours or days.
Anchored hours: This is a designated window (e.g., 10:00 AM to 2:00 PM) when all team members, regardless of their working location, are expected to be available for meetings, real-time collaboration, and synchronous communication. This ensures essential coordination happens without forcing a full 8-hour overlap.
Anchored days: These are specific days (e.g., Tuesday and Thursday) when teams are expected to connect in the office for high-value activities, project kick-offs, strategic planning, team-building, or intensive brainstorming sessions. These days should be deliberately designed for interaction, not just for solo laptop work.
Ultimately, effective leadership in a modern workforce requires moving past the superficial debate about location. It demands a sophisticated focus on defining clear expectations, measuring outcomes, and cultivating a culture built on mutual trust, clear communication, and purposeful coordination. The true leader is not obsessed with where the butts are in the seats, but with what is being accomplished when they sit down to work.
Next steps
Want to dig into some of the ideas with negotiables and non-negotiables? Check out the UnCourse by Dr. Fonner, Buy now button. Or schedule the workshop here.
Read more from Dr. Kristine Medyanik
Dr. Kristine Medyanik, Dynamic Educator, Facilitator, and Leadership Strategist
Dr. Kristine Medyanik is a dynamic leadership development facilitator in classrooms, corporate environments, and conferences. She uses humor and stories to make concepts come to life and leaves audiences with tangible tools to positively impact their own leadership practice, both professionally and personally.
