Shift

In my last post I introduced a lot on the topic of structure. Most of what I mentioned though was focused on individuals learning how to create their own structure in their workday. There is also much to be said around how an organization is structured, and how that enables employees to be effective. Similar to my prior mentions of decision fatigue and the tyranny of choice, the same happens at the organization level as this quote from the book “Reframing Organizations” mentions:   “If structure is too loose, people go their own way or get lost, with little sense of what others are doing. Structures that are too tight stifle flexibility and cause people to spend much of their time trying to beat the system.”[1] Organizations are challenged with creating structures which support individuals to find and tap into their own potential, while remaining open and flexible enough so as to not stifle the creativity and innovation they seek to foster. Professor Teresa M. Amabile write...

There can be an initial challenge around how best to prioritize when engaging in a flexible work environment. It is important to first ask yourself whether you are engaging in work that is ultimately satisfying and what you want to be doing, instead of pushing yourself to complete tasks, blindly striving towards a goal that is nothing more than a tic mark on a to do list. This takes time to assess, and there are many resources to help in the process (books like Flow and Business Model You, just to mention a couple). Once you are engaging in fulfilling work, it is then important to build structure into your workday.   Structure begins with clear goals. If you are working for yourself, this will come from the overarching goal and mission of your business. If you are working as an employee or contractor, then these goals are created through conversations with a manager, and are a conclusion of how best to use your skills in support of the company. Clarity is key, otherwise you ma...