Flexible Working Mindset

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As I was lucky enough to work for a very forward thinking multinational American based organisation in my early career I have always been a fan of flexible working. Even back in the 1980’s and 1990’s working for this company my performance was always measured on the results I achieved not the hours I spent in the office.

When I started a family, I was one of the first senior leaders to return to my role on a part time basis and another couple of my then colleagues were part of a pilot plan to prove a senior leadership role in the Marketing Function could be successfully be carried out on a job share basis (which they did prove!) Flexible working in many forms were supported and actively encouraged as a way of keeping high performers working for the organisation as their personal circumstances changed and recruiting replacements would have been time consuming and expensive.

Since leaving this organisation and having had the privilege of working with many more across a huge variety of industries also supporting SME’s and startups I still work with the ethos of encouraging leaders to do whatever they can to consider individual requests for flexible working/ part time contracts if a few things are carefully considered by both parties.

Firstly, the individual must have clearly defined role, specific areas of responsibility and a plan needs to be in place to cover the times when the individual is not available for work as per the agreed schedule. This is where job sharing can be of great benefit providing the necessary co-cover for each other. If job sharing isn’t an option, then there may be a developmental opportunity for another member of the same organisation to learn skills and provide cover. This ensures continuity of role especially important in client facing roles.

The second thing to consider is that the role needs to be manageable from both a business and a personal perspective using the flexible or reduced hours model. With increased technology this makes life a lot easier with remote access and cloud-based applications the norm now. There wasn’t this luxury back in those early years however we still made it work.

The mindset should however still be the same all these years on – if someone requests a flexible or reduced hour schedule and they have already proven they can do the job well it should simply be “what can we do to make this work from both a business case and a personal standpoint”

 

Sandra works as a coach for both businesses and private clients primarily based in Bristol UK however throughout the year also works in London and Palma Mallorca. More information can be found at www.sandrawebbercoaching.com.

 

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Taking The Lead In Adapting

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Adapting behaviours in order to build better relationships with others is a subject that regularly comes up in both the coaching work I do and also the training workshops.

Regardless of the originating subject matter the topics of relationship building or improving communication between specific individuals is routinely discussed as one of the challenges faced by people in and outside of work regardless of age, gender, sector or situation.

So why is it we often need to take the lead and adapt our approach to improve our interaction with others?

  •  The first thing to realise is that, unless the other individual has done a lot of self-development work in the area of understanding and respecting the individual differences, we can’t rely on the other person in the equation to change or try a different approach
  • If they do then great but we have to assume the adaptation has to be down to us.
  • The second thing after realising some changes are necessary is that you have to WANT to experiment with a different approach and you have to WANT to try and improve the relationship. If this isn’t genuine then any adaptation from your standpoint might come across as false or inauthentic.
  • The third thing is be prepared to experiment with a few different approaches until you find one that works. It helps if there is a strong reason as to why you want to improve the communication or relationship so that the persistence in trying a few times or with a few different techniques is worth the effort in the long run.
  • Try looking at any situation through the eyes of the person you are trying to improve the relationship with. If you were them what might you be thinking, what would you want to change?

I have seen many times relationships between two parties that initially have been very strained and difficult move to a completely different harmonious level once one person has taken the initiative to either be very brave and confront the situation with a very honest and open discussion or tried a different approach (often a few) until a breakthrough was achieved. Often having worked through this initial difficult beginning strong partnerships are forged with much greater appreciation of the differences each party brings to the relationship.

 

Sandra works as a coach in businesses and with private clients. For more information look at http://www.sandrawebbercoaching.com