Learn more about teaming, fostering collaboration, addressing challenges & nurturing team dynamics with @MichaelaJuneK from @HarvardChanSPH on @StanfordMedcast Ep 81 of the #Leadership Mini-Series. #CME #MedEd Stream now 🎙️medcast.stanford.edu/

Overcoming walls and voids: Responsive practices that enable frontline workers to feel heard dlvr.it/T3b6X8

Voice is not enough: A multilevel model of how frontline voice can reach implementation dlvr.it/SzgvGh

Trade-offs in locational choices for care coordination resources in accountable care organizations: journals.lww.com/hcmrjournal… #HCLDR #AccountableCare #ACO #PatientCare #HealthPolicy #HealthcareManagement @SianTsuei @MichaelaJuneK

Our paper the "Evolution of Working from Home" just published pubs.aeaweb.org/doi/pdfplus/… overviewing the latest WFH data, trends, and research. Summary points: 1) WFH levels dropped in 2020-2022, then stabilized in 2023 2) Self-employed and gig workers are 3x more likely to be fully remote than salary workers (if you are your own boss you WFH a lot more) 3) Huge variation by industry, with IT having 5x WFH level of food service 4) WFH rises with density, and is 2x higher in cities than rural areas 5) WFH levels peak for folks in their 30s and early 40s (kids at home), those in their 20s have lower levels (mentoring, socializing and small living spaces) 6) Similar WFH levels by gender pre, during and post-pandemic 7) Much higher levels of WFH for graduates with kids under 14 at home 8) Productivity impact of hybrid WFH about zero. Productivity impact of fully-remote varied, dependent on how well managed this is. 9) Future will see rising levels of fully remote (the Nike Swoosh).