The point of this short article is to show data over past years that provide a context for understanding the emergence of the gig mindset: High people capabilities (top left chart) in stifling work cultures (bottom right) with rigid management practices (top right) have led to new behaviors for people who are self-motivated to make a difference in their organization.
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My research has identified 8 behaviors that characterize traditional and gig mindsets. If you scan the list of traditional behaviors, the left column on the chart, you’ll see that most organizations strongly enforce this way of doing things. Processes, roles and management practices are aligned to the traditional way of working. Gig mindset behaviors, the right column, are rarely encouraged, and sometimes even sanctioned. The paradox we are facing is that organizations need both mindsets.
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My webinar “Don’t Let politics Block Your Digital Initiatives” triggered high interest and lots of questions. I’m writing a series of posts in response to the questions I did not have the time to answer during the event: “So many questions, so little time!”
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Here are the slides used during the webinar I did with MITSloan in July 2018. The attendees had lots of good questions and I’m writing up the ones there was no time to answer. Stay tuned!
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How can you protect your digital initiatives from internal political damage? “Neutralize Internal Politics in Digital Initiatives” was originally published by MIT Sloan Management Review October 13th, 2017.
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How can you build the right balance between global and local needs, desk-less and desk workers, and the center and the edges? If you can get it right, it will change the DNA of your organization to one of genuine inclusiveness. You will fortify the sense of common purpose and belonging. Originally published on the Global Peter Drucker Forum Blog.
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This is a collection of the top 10 articles I’ve written about Organizational Change.
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I participated in a workshop some time ago with a big global company that is often held up as an example of how to go digital. Their HQ is in the US but our workshop took place in France. (NDA signed, sorry!) When we were having drinks at the hotel bar at the end of the day, I noticed several people taking photos of their bar bills. I asked why. The answer was that all they had to do to get reimbursed was to upload the photo using a special app. Nothing to fill out. No sign off to get from their managers. A friendly process, indeed! I asked: “And they trust you?” The answer: “Yes, but they can always check if they need to. So far they haven’t.”
Read MoreYou can do a self-assessment of your own digital workplace and see where you stand compared to other organizations and specifically those within your own sector or industry. This is based on a 3-level maturity scale defined from the digital workplace framework.
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