Preliminary observations that will be developed in more detail in the final consolidated data report from the on-going Gig Mindset survey:

Important: The survey closes Friday 12 October at midnight will stay open one more week. The data summary report will be available to all participants at the end of October. Participate! It only takes 15 minutes.

The framework for the gig mindset research started with a description of 8 contrasting behaviors. The version you see above is the current result after many hours of conversation and refinements with the Gig Mindset Advisory Board.

After the month of August, geographical participation trends in my new “Mindsets and Organizations” research have evolved. (https://www.netjmc.com/mindsets-inside-organizations/)

After 30 days, we can see some geographical participation trends in my new “Mindsets and Organizations” survey.

Please help me in my research. For the last few years I have seen many people, salaried, inside organizations, showing signs of attitudes and behavior similar to freelancers. I use the term “gig mindset” to describe this phenomena and decided to explore it further. How does this differ from a traditional approach to work? Is it just a question of nuance, of degree? Are there real, meaningful differences? If so, what does it mean for people and for organizations? Does the gig mindset build resilience in organizations, or does it create disorder?

Would you like a customized gig mindset* snapshot of your team or organization?