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I’ve published over 300 articles since 2006 on topics around the digital work environment in organizations and am working on getting them all tagged.
Ten years later. What's leading, what's lagging?
Civil Disobedience Facing Strategic Blindness (1/2)
CONTEXT: Focus here on Civil Disobedience. The opposing forces of what I'm calling civil disobedience and strategic blindness underlie the gig mindset inside the organization. They are the fundamental forces that will make or break the gig-mindset way of working inside companies and are the subject of an early chapter in my upcoming book. This article about civil disobedience is part one of a short series.
Civil Disobedience Facing Strategic Blindness (2/2)
CONTEXT: Focus here on Strategic Blindness. The opposing forces of what I'm calling civil disobedience and strategic blindness underlie the gig mindset inside the organization. They are the fundamental forces that will make or break the gig-mindset way of working inside companies and are the subject of an early chapter in my upcoming book. This article about strategic blindness is part two of a short series.
The new era of the workplace web
My recent post on Linked In stirred up a lot of discussion about the future of the term digital workplace. If you go directly here, you can read it and see the conversation: join in!! https://www.linkedin.com/pulse/new-era-workplace-web-jane-mcconnell/The article is short so I published it here as well.
Gig mindset traits are not high on the list of hiring criteria
I'm looking at how talent is found and brought into organizations. The chart shows that #gigmindsetter skills are not yet at the top of the list, especially the ability to challenge status quo.
Working out loud is natural for gig mindsetters
This is an extract from an article I wrote in 2017 about the Marshall Space Flight Center, (part of NASA): Working out loud from the top - half a century ago.I'm working on a chapter in my book about the gig mindset inside organizations, and it led me to reflect on working out loud.
Historical perspective on the gig mindset
Data from 12 years of global surveys brings me new insights on a lot of topics!For example here: The Emergence of the Gig Mindset. It's crystal clear why it is happening!
The Emergence of the Gig Mindset
People Movements Bring Change. The Gig Mindset Is No Exception. First, people brought social to the workplace This happened with social networks, which entered organizations timidly over a decade ago, were upsetting to many senior managers, but have now become widespread: approximately 60% of organizations have a single network worldwide, and another 25% have multiple networks. Then people led and won the BYOD debate.
The lost art of reading, the lost art of writing
I just finished my 3rd Briefing Note of 2019 which I entitled: The lost art of reading, the lost art of writing. Pessimistic? Yes, but that's the reality I see around. I included notes about Alan Rusbridger's new book: Breaking News. The Remaking of Journalism and Why It Matters Now.I've been a fan of Rusbridger ever since I read Play It Again. An Amateur Against the Impossible. I wrote about it in 2014: What we can learn from a newspaper (and it's not the news)I'm running late on my Briefing Notes, and I"ll just blame my book project for that, but it's no excuse!
People, work cultures and leadership are out of synch
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 in stifling work cultures with rigid management practices have led to new behaviors for people who are self-motivated to make a difference in their organization.
Navigating the Gig Mindset Paradox
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.
How a Gig Mindset Inside Organizations Will Shape Our Future
(Originally published for the 10th Global Peter Drucker Forum, with the theme management. the human dimension in 2018.) The shape of organizations in the future will depend in large part on how we as individuals take control, steer our own lives and interact and communicate with others in the workplace. For the last few years I have seen many people, salaried and inside organizations, showing signs of attitudes and behavior similar to external freelancers. I use the term “gig mindset” to describe this phenomenon and decided to explore it further.
Older Workers Lean Towards a Gig Mindset
Figure 4 for “How a Gig Mindset Inside Organizations Will Shape Our Future”, published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog.The survey data show that older workers are more likely to have a gig mindset approach to work whereas the younger age groups self-assessed at the lowest level in the survey population. Unsurprisingly, the younger workers rate themselves significantly lower on behavior 4: assuming responsibility outside of hierarchical systems.
Global Scale for the Gig Mindset Research 2018
Figure 3 for “How a Gig Mindset Inside Organizations Will Shape Our Future”, published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog.The first phase of the research was a short online survey involving 297 people around the world who feel an affinity to the gig mindset as we defined it.
Gig Mindset Advisory Board 2018
The Advisory Board brought extensive experience from different industries and countries on the gig mindset inside organizations.Here's a link to the pdf file where you can see the members LinkedIn profiles.
First Thoughts on the Gig Mindset Inside Organizations
These are the slides I used for my keynote at the Enterprise Digital Summit in London in June of this year. I have updated the behaviors table to correspond with the final version developed with the help of my Gig Mindset Advisory Board just before we launched the survey.
Does your role have a gig-mindset orientation?
Preliminary observations that will be developed in more detail in the final consolidated data report from the on-going Gig Mindset survey:
Gig Mindset Survey: Background
What is the goal of the gig mindset research? For the last few years I have seen many people, salaried, INSIDE organizations, showing signs of attitudes and behavior similar to external freelancers. I use the term “gig mindset” to describe this phenomenon and decided to explore it further.
Internal Politics and Digital Initiatives: Q&A from MITSloan Webinar
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!"
Stories About Cross-Silo Sharing
Q: How would you know that politics are being managed well enough not to impact the success of the program, apart from just measuring the digital transformation KPI’s? J: Stories beat numbers.
Visibility and Openness
Q: What is the difference between normal change management and digital initiatives? J: Digital changes your vision of the world.
Walk the Talk at the Top
Q: How do you improve situations where BU managers or others posture alignment for digital platforms to upper management but are not really invested? J: Visibility, visibility, visibility!
Fear, a Major Challenge
Q: What in your opinion is the biggest political challenge in digital transformation? J: Fear is the biggest obstacle.
Territorial Challenges At The Top
Q: On what level of the organization do you see most of the internal politics happen? J: At the top and near the top.
Bring the Outside In
Q: What are your views on dealing with senior executives who downplay digital? How can you create a change that goes in the right direction? J: Bring the outside in. Show what's going on in the world.
"Internal Politics and Digital Initiatives" Slide Deck
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!
Gig vs. Traditional Mindset - 8 Behaviors
Figure 1 for "How a Gig Mindset Inside Organizations Will Shape Our Future", published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog. 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.
My briefing notes about the organization in the digital age cover different facets of digital and organizational transformation: leadership, change, the gig mindset inside, individual development, along with other topics and challenges.
The Gig Mindset Is Growing Inside Organizations
[vc_row][vc_column][vc_column_text]The gig mindset brings a sense of freedom, openness, engagement and accountability, inside and outside organizations. The gig mindset in the workplace should be embraced, not resisted.
Do you have a gig mindset?
I'm researching the gig mindset. I do NOT mean external gig workers or freelancers or members of what is commonly called the gig economy. I mean salaried people who work inside organizations, but behave in ways similar to external freelancers.