Apparently more tha 50% of people doubt they will stick with their current employer beyond 1 year. A number may have lost their job, but a fair few are probably re-thinking their role, purpose and satisfaction with life and perhaps their current employer.
For many a short break from work suggests that we will simply return to the old ways of working just as easily as we do after a holiday or the novelty of a New Year's Resolution wears off. But for some at 10 weeks many will be finding new routines become habit and some of them have benefits people will be reluctant to give up.
I doubt people miss congestion of a population driving to school or work like cattle being herded from one pen to another. There may be a sense of tribal community perhaps at 5pm on a Friday, but overall I suspect the freedom to arrange your day is quite appealing for many.
For businesses the loss of visibility on team activity will be interesting. How will bosses cope with not seeing the busy ants outside their office? Will they be content that out there, somewhere unseen, someone is doing something great without being distracted or micro-managed.
Will we switch from paying for people's attendance and attention to actually value their potential, production and contribution.
It is much easier said than done. It requires a new style of Coaching Leadership and a new style of "employment". Perhaps instead of measuring tasks, production and profit we encourage people, performance and outcome.
John Adair talked about the alignment of organisation, person and task. Perhaps now we need to think about the alignment of self, family, community and organisation? Perhaps Ikigai hints at what should be the SMART Goals of organisations
I read a lot and am currently reading In the Plex: How Google Thinks, Works, and Shapes Our Lives
I an impressed by the impact of Montessori education on the founders and wonder if we can take this an apply it in the work-place. Without doubt there are a lot of things that we can learn from Google, and perhaps a few we should avoid, but I do believe there is a need to better benefit from the talent of people.
In a previous article I wrote that I think we would benefit from our leaders becoming more like tribal elders, there to share knowledge and encourage others to collaborate rather than to guide or direct.
How we engage, encourage, reward and measure people is key. Maybe now is a good time to think about a new score-card for our people and purpose.
AUTHOR
TimHJRogers
Helping people and organisations get things done
https://www.linkedin.com/in/timhjrogers/
http://www.adaptconsultingcompany.com/
Adapt Consulting Company
Consult CoCreate Deliver
@AdaptCCompany +447797762051
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USEFUL LINKS
Coaching Leadership
https://intenseminimalism.com/2015/the-six-styles-of-leadership/
Humble Consulting: How to Provide Real Help Faster
https://www.amazon.com/Humble-Consulting-Provide-Real-Faster/dp/1626567204
Supercoach: 10th Anniversary Edition: 10 Secrets to Transform Anyone's Life
https://www.goodreads.com/book/show/7879981-supercoach
Ikigai
https://en.wikipedia.org/wiki/Ikigai
Montessori education
https://en.wikipedia.org/wiki/Montessori_education
Famous People Educated at Montessori schools
http://www.dailymontessori.com/montessori-questions-answers/famous-montessori-educated-people/
John Adair
https://www.businessballs.com/leadership-models/action-centred-leadership-john-adair/
In the Plex: How Google Thinks, Works, and Shapes Our Lives
https://books.google.je/books/about/In_the_Plex.html?id=V1u1f8sv3k8C&redir_esc=y
Leaders becoming more like tribal elders
http://timhjrogers.blogspot.com/2020/05/leaders-should-become-elders-to.html
