Strategy Coaching: Building Your Flex Navigation
The key to effective strategy is clarifying your destination and identifying the paths to get there. Are you:
Starting from scratch? Refreshing your approach? Committing to becoming best-in-class?
Is your primary goal: Maximizing Talent? Enhancing Productivity? Or Reducing Space Costs?
Are you ready for: Light staff for 6 months? A 2-year task force with a budget? Whatever it takes?
We have worked in all these settings and more and can work with you to navigate your unique road to success. We will start and end our work with your distinct problems and opportunities. On the way, here are some of the challenges we may encounter and overcome:
Unreasonable expectations Ambitious goals (“Let’s make the Working Mother and Fortune lists next year”) can be met – eventually. So can modest ones. Aligning them with adequate resources and realistic timing is crucial. Our many diverse engagements offer a guide.
Executive indifference This challenge can constrain all progress. It should not be bypassed. We can bring a body of success, clear ROI and presentation prowess to this critical task of persuasion. Strong strategy flourishes with executive blessing.
Dominance of “the reason” Portions of many companies still hold the view that the reason someone wants a flexible work arrangement matters primarily or a great deal in deciding who gets them. Our proven approach establishes “business impact” as the decision standard.
Limited options Every company wrestles with limits on its flex menu. Some are highly restrictive, excluding compressed workweeks, individual remotes or phased retirement. Rich supports and business-based proposals can make these options more acceptable.
Excluded groups Decisions about the menu are equaled in intensity by those about the “guest list:” which categories of employee are eligible for some or all of the options? Properly translating the spirit of an approach can yield options for much of the workforce.
Manager resistance This can be an initial and continuing problem. Some managers have had or fear “one-way flexibility,” loss of control, oversubscription, etc. Only an integrated system of research, guidance, live and on line training can overcome these challenges.
Training embargo Most companies have cut back substantially on live manager training. This is a critical element in lasting culture change, best achieved when it is driven by the likelihood of a strong business outcome.