NextGen: Managing work life boundaries
 

NextGen: Managing work life boundaries

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    NextGen: Managing work life boundaries NextGen: Managing work life boundaries Presentation Transcript

    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Managing  WorkLife   Boundaries Kelly  Hannum,  Ph.D. Director,  Global  Research  Insights
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Workshop  Overview   §  Why  this  ma;ers §  A  new  way  to  think  about  work  life   balance   §  Applying  the  concepts   2
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.  
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   4 In  the  meantime,  the  best  available  evidence  suggests   that  encouraging  more  firms  to  consider  adopting   flexible  practices  can  potentially  boost  productivity,   improve  morale,  and  benefit  the  U.S.  economy.     Especially  at  this  time  as  the  U.S.  rebuilds  after  the   Great  Recession,  it  is  critical  for  the  21st  century   U.S.  workplace  to  be  organized  for  the  21st  century   workforce. Work-­‐‑life  Balance  and  The  Economics  of  Workplace  Flexibility Executive  Office  of  The  President   Council  of  Economic  Advisers March  2010
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Spotlighted in the News!
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   A  New  Reality
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   §  Think  of  a  word  or  phrase  that   represents  “work-­‐‑life  balance”   at  its   best   §  Think  of  a  word  or  phrase  that   represents  “work-­‐‑life  balance”  at  its   worst    
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Why  this  ma;ers  to…   Individuals   §  Reduced  stress  &  burnout   §  Reduced  worklife  conflict   §  Greater  sense  of   wellbeing   §  More  efficient  use  of  time Organizations   §  A;racting  top  talent §  Reduced  turnover   §  Increased  employee   engagement   §  Higher  productivity §  Reduced  health/leave   costs      
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.  
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Work-­‐family  experts  are  not  clear  if  there  is   one  best  way  to  manage  work-­‐life  rela8onships.     There  is  no   new  normal.  
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   •  Career   •  Self   •  Family   •  Community  
    • Not  Balance  but  Harmony The  degree  of  consistency  between  your  values  and  priorities  and   your  arrangement  of  work  and  non-­‐‑work  roles  at  a  given  point  in   time.
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   A  new  way  to  think  about  “balance”  
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Behaviors Integrators Separators Work  Firsters Family  Firsters Cyclers
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.        Work  Focused      Family  Focused      Dual  Focused      Other  Focused Iden/ty    
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.                High  Boundary  Control          Moderate  Boundary  Control          Low  Boundary  Control   Control    
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.             Identify  a  Positive  Perception   and  a  Negative  Perception  for   each  Behavioral  Style.
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   18
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   5 Step  Process    
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Strategies •  Set  aside  time  for  yourself •  Experiment  with  creating  connections  between  your   work  and  family  roles •  Manage  your  mood  and  use  transition  times  positively •  Leverage  technology  to  help  you  control  boundaries •  Communicate  with  stakeholders  frequently •  Use  substitutes  to  allow  you  to  focus  on  the  most   meaningful  tasks •  Identify  big  priorities  in  life  and  focus  on  meeting  those   demands  first   20
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Share  examples  of  1-­‐‑2    ways   you  successfully  manage   multiple  roles.   Pair  &  Share  
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Career  Consequences Workplaces  are  changing,  but  there  are  still  vestiges  of  the   idea  that  flexwork  is  a  perk  used  by  people  not  fully   commi;ed  to  work.   –  There  is  evidence  that  engaging  in  flexwork  can  result   in  career  penalties  (constrained  salaries,  limited   promotions,  etc.)  for  people  in  some  se;ings. –  There  is  also  evidence  that  flexwork  can  facilitate  career   success  by  improving  engagement  and  performance   and  lead  to  higher  rewards.   •  TIP:  Focus  on  and  communicate  the  positive  workplace   outcomes   Leslie,  Park,  &  Mehng  (2012)
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   Crea/ng  a  More  Effec/ve  Culture   q   Focus  on  performance.     q   Communicate  clearly  about  expecta/ons.     q Respect  different  preferences  for  how  people  manage   work/non-­‐work  boundaries.   q Be  sensi/ve  to  signs  of  burnout  in  yourself  and  others     q Seek  and  use  crea/ve  solu/ons.  There  is  no  “one  size  fits   all”  solu/on.     23
    • ©  2013  Center  for  Crea/ve  Leadership.  All  Rights  Reserved.   WorkLife  Indicator CEO  of  Me  by  Kossek  and  Lautsch   CCL  Guidebooks   ⁻  Managing  Your  Whole  Life   ⁻  Finding  Your  Balance ⁻  Building  Resiliency   ⁻  Managing  Leadership  Stress   CCL  Whitepapers ⁻  Making  Your  Life  Work     ⁻  The  Care  and  Feeding  of  the  Leader'ʹs  Brain Other  Resources