If you can’t come to our In-Person Roundtable, join us on June 21 for our ONLINE meeting with the same topic. Register here.
Management is often skeptical of or even hostile to the concept of “flexibility” as it exists in variety of task / work settings.
I invite you to join us in May and June for a Women’s Leadership Roundtable, to discuss and take the lead in changing the perception of flexibility in our workflow by championing flexibility. Getting a better understanding to support and develop ourselves and those around us. You can attend our event in person or online.
By exploring how we communicate and collaborate to foster the best work, you can make an impact on adding value to your company.
Flexibility is essential for leadership, whether talking about guiding a project from start to finish, implementing new procedures, or getting the most result from work arrangements (i.e. telecommuting, virtual offices, non-standard work times, etc.).
Flexibility in Guiding a Team Work Project from Start to Finish
For success, a team leader requires flexibility to take a project and run with it. A Harvard Business Review article talks about “corporate liberation”:
When a new project comes in, the manager does not devise a plan to complete it. Instead, she asks the team to do so. In making these choices, she accomplishes two vital things. She places herself in service of her team, rather than above them as a supervisor, and this in turn has a direct impact on the behavior of her team: It starts to liberate them to act on their own initiative, rather than passively awaiting direction from above.
This approach attains real results. For example, when “…Decathlon, a sports equipment retailer with 80,000 employees … launched their workplace [liberation] transformation, it had already been a leading privately held multinational with $9.11 billion in revenue in 2013. By 2017 it had grown organically to $12.79 billion worldwide.”
Flexibility to Implement New Procedures
Both management and employees are often suspicious about totally new methods for getting something done. Such resistance often interferes with even the best thought-out plans, as exemplified in the following statistics from “8 Strategies for Change Management That Actually Work” (citing Torben Rick):
- 70% of change efforts fail to meet target impact
- 33% of change efforts fail because management behavior does not support the change
- 39% of efforts fail because employees are resistant to change
- 14% of efforts fail because of a lack of adequate funds or resources
- 14% of efforts fail for “other” reasons
But solid strategies can and do head off such resistance!
Flexibility in Adaptable Work Arrangements
Flexible work arrangements – including telecommuting, virtual offices, non-standard work times, etc. – is a valuable option for women at all stages of their career, for a variety of reasons, including caring for a child or elderly parent, or one’s own health issues.
Studies commissioned by Werk “showed U.S. employees wanted more flexible work scheduling options, but employers weren’t meeting demand. The study found 96 percent of the workforce needs some form of flexibility, yet only 42 percent have access to it. And only 19 percent have access to a range of ways to shake up their schedules.”
Date: May 24 at 11:30am – 1:30pm MTZ
Location: Mathnasium, 13644 Orchard Pkwy Ste 700, Westminster CO 80023
Ticket price: $15 – Register Now ($20 at the door)