This document provides guidance on developing a strategic approach to implementing workplace flexibility. It discusses the benefits of flexibility, including improved attraction, retention and productivity. It emphasizes that flexibility should be viewed as an organizational issue requiring a comprehensive strategy.
The document outlines a five-step process for building a workplace flexibility strategy: 1) Envision the desired end point, 2) Gain leadership commitment, 3) Develop goals and actions for each capability area, 4) Create an implementation plan, 5) Evaluate through a learning cycle. It also identifies 10 key capability areas for organizations to focus on, such as leadership, business case, flexibility policies, management capability and technology. Different types of flexibility are defined. Overall, the document aims to help organizations
Organization Management System Powerpoint Presentation SlidesSlideTeam
Determine your organization structure and design by using the Organization Management System PowerPoint Presentation Slides. This presentation analyzes the current situation of the organization by highlighting problem areas. Utilize our content-ready organization structure and management PowerPoint templates and depict the organization readiness criteria for the development process. Discuss the organization development action plan by using a visually appealing PPT slide deck. The presentation will help to develop an organization development framework with a timeline to complete each phase of the development process. Present management skills and styles along with the features and discuss the impact on the organizational success rate. The organization management system PPT slides also covers work culture improvement plan, communication plan after organization management. After that discuss common threats faced by the organization such as data misused, insider threats, strict compliance regulations, etc. It also covers the roles of team members in the organization development process, roles of employees in reducing threats, the role of HR consulting in redesigning organizational structure, organization management workstream, etc. https://bit.ly/3cedTq6
This document provides an executive summary for the report "The Quality of Working Life 2012". It discusses the following key points in 3 sentences:
The report examines managers' wellbeing, motivation, and productivity in the current economic climate, comparing data to 2007 before the recession. It explores how factors in the workplace and different leadership styles impact managers' sense of wellbeing, and how wellbeing affects motivation and productivity. The 2012 survey aimed to maintain comparability to previous years while addressing current issues managers face, such as the transition from pre-recession growth to the current deficit reduction and anemic growth period.
Nokia has continually adapted to changes in its environment over 150 years, originally starting as a pulp and paper mill and transitioning to rubber, cable wiring, and computer monitors before becoming a world leader in cellular telephones in the 1980s. Forces for organizational change include technology, economic conditions, competition, social and demographic trends, and politics. Planned change aims to improve an organization's ability to adapt and change individual and group behaviors, and is managed through change agents. Resistance to change can take overt or implicit forms and is addressed through communication, participation, support, and other tactics.
This document discusses a case study on the link between organizational change and coaching. It describes a project at a tertiary education institution in Hong Kong to implement a new student and course record system. A change team infrastructure was established, including a steering committee, change managers, a project team, and implementation teams. Initial efforts involved educating staff on the new system and upcoming changes. The case study examines how coaching helped facilitate the change process, maintain motivation, and assess the impact of coaching on change factors before and after implementation.
Quality of work life (QWL) refers to a process where an organization allows employees to participate in decisions that affect their work lives. QWL aims to provide favorable working conditions through job security, satisfaction, fair compensation, benefits, employee involvement, and improved organizational performance. It can be measured through surveys assessing employee satisfaction with factors like their job, wages, company policies, management support, job safety, benefits, and participation in decision-making.
This document discusses organizational change through three main points. First, it examines three major theories of organizational change: the dialectic model, teleological model, and Burke's theory. Second, it analyzes a case study of change at Johnson & Johnson. Finally, it discusses trends in change readiness assessment and the use of digital tools to improve change management.
This document discusses organization transformation. Organization transformation refers to activities like reengineering, redesigning, and redefining business systems. It can occur in response to or in anticipation of major changes in the environment or technology. There are three main types of interventions for organization transformation: culture change, self-designing organizations, and organization learning with knowledge management. Transformational change is characterized as being systemic, revolutionary, demanding a new organizing paradigm, and requiring continuous learning. It is driven by senior executives and management and occurs in response to disruptions.
Organization Management System Powerpoint Presentation SlidesSlideTeam
Determine your organization structure and design by using the Organization Management System PowerPoint Presentation Slides. This presentation analyzes the current situation of the organization by highlighting problem areas. Utilize our content-ready organization structure and management PowerPoint templates and depict the organization readiness criteria for the development process. Discuss the organization development action plan by using a visually appealing PPT slide deck. The presentation will help to develop an organization development framework with a timeline to complete each phase of the development process. Present management skills and styles along with the features and discuss the impact on the organizational success rate. The organization management system PPT slides also covers work culture improvement plan, communication plan after organization management. After that discuss common threats faced by the organization such as data misused, insider threats, strict compliance regulations, etc. It also covers the roles of team members in the organization development process, roles of employees in reducing threats, the role of HR consulting in redesigning organizational structure, organization management workstream, etc. https://bit.ly/3cedTq6
This document provides an executive summary for the report "The Quality of Working Life 2012". It discusses the following key points in 3 sentences:
The report examines managers' wellbeing, motivation, and productivity in the current economic climate, comparing data to 2007 before the recession. It explores how factors in the workplace and different leadership styles impact managers' sense of wellbeing, and how wellbeing affects motivation and productivity. The 2012 survey aimed to maintain comparability to previous years while addressing current issues managers face, such as the transition from pre-recession growth to the current deficit reduction and anemic growth period.
Nokia has continually adapted to changes in its environment over 150 years, originally starting as a pulp and paper mill and transitioning to rubber, cable wiring, and computer monitors before becoming a world leader in cellular telephones in the 1980s. Forces for organizational change include technology, economic conditions, competition, social and demographic trends, and politics. Planned change aims to improve an organization's ability to adapt and change individual and group behaviors, and is managed through change agents. Resistance to change can take overt or implicit forms and is addressed through communication, participation, support, and other tactics.
This document discusses a case study on the link between organizational change and coaching. It describes a project at a tertiary education institution in Hong Kong to implement a new student and course record system. A change team infrastructure was established, including a steering committee, change managers, a project team, and implementation teams. Initial efforts involved educating staff on the new system and upcoming changes. The case study examines how coaching helped facilitate the change process, maintain motivation, and assess the impact of coaching on change factors before and after implementation.
Quality of work life (QWL) refers to a process where an organization allows employees to participate in decisions that affect their work lives. QWL aims to provide favorable working conditions through job security, satisfaction, fair compensation, benefits, employee involvement, and improved organizational performance. It can be measured through surveys assessing employee satisfaction with factors like their job, wages, company policies, management support, job safety, benefits, and participation in decision-making.
This document discusses organizational change through three main points. First, it examines three major theories of organizational change: the dialectic model, teleological model, and Burke's theory. Second, it analyzes a case study of change at Johnson & Johnson. Finally, it discusses trends in change readiness assessment and the use of digital tools to improve change management.
This document discusses organization transformation. Organization transformation refers to activities like reengineering, redesigning, and redefining business systems. It can occur in response to or in anticipation of major changes in the environment or technology. There are three main types of interventions for organization transformation: culture change, self-designing organizations, and organization learning with knowledge management. Transformational change is characterized as being systemic, revolutionary, demanding a new organizing paradigm, and requiring continuous learning. It is driven by senior executives and management and occurs in response to disruptions.
The concept of change management in today’s business worldAlexander Decker
This document discusses change management in today's business world. It provides an overview of Lewin's three-stage change model of unfreezing, moving, and refreezing. It also discusses other models of planned organizational change like the action research model. The key aspects of successful change management highlighted include gaining employee commitment, addressing resistance to change, and institutionalizing changes.
Change management training course gives the learning and abilities you have to deal with change in your association, and additionally the ideas, methods of insight, and apparatuses related with change management.
Amid this hands-on training, you will increase sufficient information to stay aware of this ceaselessly changing business world, and to know how to see opportunity in such change, seize it, and gain by it. As you definitely know, a standout amongst the most essential abilities of a pioneer is to know how to oversee and convey change.
Change management training course will encourage you how to oversee change as well as roll out the improvement when is required, and adequately discuss it with the partners.
Audience
2-day course designed for:
Senior leaders and executives
Strategic leaders
Vice presidents
Directors and administrative
Division managers
Team leaders
Mid-level, senior managers
Supervisors
Business owners
Training Objectives
Implement and execute change processes
Apply necessary techniques and tools to provide an effective plan for change
Describe the role of a change facilitator
Assist their customers to analyze, plan, and employ a change interference
Generate support, possession, and engagement in change efforts
Evaluate the outcomes of change
Analyze and assess the potential prospects for change and novelty in service, supply chain, product, communication or corporate policies
Implement the plans for change and develop the required metrics to evaluate the success or failure of such plans
Recognize the difficulties against change in their organization and come up with effective guidelines to control those obstacles
Develop a theoretical framework for understanding corporations and the markets that they are part of
Comprehend tactical agility and the importance of having it in place for today’s organizations
Recognize the skills necessary to guide agility
Demonstrate leadership confidence
Create and construct the best team with competencies to communicate.
Course Outline:
Overview of Change Management
Definition of change
Definition of change management
The role of vision in change
What do we call an effective vision?
What do we call an effective strategy?
Usual burdens to change
What is the role of the leader in managing change
Failure elements of change
Major wrong-doings in organizational change efforts
What are the main roles and responsibilities for change
Where, how, and why to start change?
Change management model
More topics in this course:
Eight Phases of Successful Change Management, Communication Policy, Drivers of Change, Three Stages of Transitioning, Change Management Models, Organizational and Cultural Change Standards, Executing the Change in Corporation, TONEX Group Activity Sample: Shell’s Tough Love.
Change Management Training
https://www.tonex.com/training-courses/change-management-training/
The document discusses Lean thinking and Lean manufacturing principles. It describes how Lean originated from the Toyota Production System and focuses on eliminating waste. The central tenets of Lean thinking are eliminating waste and adding value for customers. While Lean transformations aim to increase customer satisfaction and reduce costs, success rates of transformations have been only around 10% due to people and cultural challenges. The document also discusses how Lean has been combined with Six Sigma through Lean Six Sigma to provide a structured scientific approach to process improvement while still engaging employees. Lean Six Sigma is discussed as an effective approach in regulated industries like pharmaceutical manufacturing.
This document provides an agenda for an "Introduction to the Management of Innovation Workshop" to be held on April 3rd, 2014. The agenda includes 3 lectures and 3 breakout sessions on topics related to innovation management, such as the definition of innovation, types of innovation, managing organizational change, and effective teamwork. Each session provides learning objectives and discussion questions. The document also contains several pages of pre-workshop input submitted by students on challenges related to strategic innovation, organizational change, and managing stress in organizations.
Performance management involves defining, measuring, and managing the performance of individuals, teams, and organizations. It aims to ensure that employees' goals are aligned with the strategic objectives of the organization. Effective performance management requires considering both behaviors and outcomes when evaluating performance. It also requires supporting employees through clear communication, resources, and an organizational context that maximizes their ability to perform well. While individual attributes and effort impact performance, research shows that systems factors and the work environment have a greater influence on how well a job is performed.
This document discusses organizational development and change. It defines organizational development as a planned process using behavioral science to create long-term change across an entire organization. It lists characteristics of organizational development like planned change, systems orientation, and collaborative management. Benefits include continuous improvement, increased communication, employee development, and increased profits. Limitations involve time, costs, and potential psychological harm. Organizational development focuses on qualitative changes, while management development focuses on training executives. Common methods are surveys, feedback, and team building.
Creating a Flexible and Inclusive Work Culture to Drive Employee Engagement:
This session will focus on creating a flexible and inclusive work culture as a business strategy to drive employee engagement and competitive advantage. Judi Casey, Director of the Sloan Work and Family Research Network, will review research data linking flexible work cultures with positive returns on investment such as productivity, retention and being seen as an employer of choice. With Amy Munichiello, Inclusiveness Strategy Consultant at Ernst & Young.
This document outlines a change action project to transform the counselling process at Talentedge.com. It identifies problems with the current process such as delayed responses to leads, high costs, and low morale. The objectives are to improve lead response times and standardize counselling procedures. A gap analysis identifies differences between the current and desired future states. A forcefield analysis shows cultural and political issues as major restraining forces. A route analysis uses Kotter's 8 steps for change, emphasizing creating urgency, forming a coalition, and achieving short wins to overcome resistance and build confidence in the new process.
Projects have evolved over time as organizations have changed and have become increasingly more complex. This increase in complexity necessitates an overarching structure or set of guidelines to which projects and other business functions must adhere. This framework – set of guidelines, procedures, and bylaws – is referred to as governance. When it comes to governance models, one size does not fit all. We believe that organizations must understand their own institutional behaviors when selecting and implementing a governance framework. Based upon our experience with clients, we have identified the keys to successful governance including: selecting the appropriate governance framework; addressing pitfalls; and incorporating key success factors that lead to successful governance outcomes.
Organisational change, Innovation and Transformation communicationStephen Tindi
This document discusses innovation, change, and transformation in organizations. It defines each concept and explores the overlaps between them. Innovation involves new ideas that add value, change can be positive or negative, and transformation is holistic and creates something entirely new. Effective communication is key to successfully implementing innovation and managing change and transformation, which involve overcoming resistance and uncertainty. Models of the change process and strategies for communication during change are also examined.
This document provides an overview of change management. It defines change management as a systematic approach to dealing with organizational transitions. It discusses the importance of having an effective vision to guide change efforts. It also outlines principles of change, different forces that can drive change, models of change management, and common responses to and obstacles of change. The document concludes by noting that the nature of change has become more abrupt and impactful in today's context.
This document discusses change management and approaches to managing organizational change. It defines change management as a structured approach to transitioning an organization from its current state to a desired future state through a change agent. It identifies two types of changes - planned and unplanned. Forces driving organizational change include the nature of the workforce, technology, economic factors, competition, social trends, and world politics. Resistance to change can come from individuals, habits, security concerns, economic factors, or fear of the unknown. Approaches to managing change discussed include Lewin's three-step model of unfreezing, moving, and refreezing; and Kotter's eight-step model of defining the need for change, empowering others, communicating vision,
The document discusses various frameworks for managing organizational change effectively. It describes the 5-P model of change which involves identifying the purpose, priorities, people, processes, and proof involved in change initiatives. It also outlines the seven levels of change management which progress from effectiveness to doing impossible things. Critical success factors are discussed as measurable parameters for judging the success of change management efforts. The importance of introducing a total quality management culture is also mentioned.
The document provides a summary of responses from an online discussion about one-page organizational development frameworks. Several models and frameworks are described in 1-3 sentences each, including Galbraith's Star Model, Burke-Litwin Model, Find the Wind Model, and Sharif Mansur's OD Framework diagram. Chris Forando provides a longer reflection on integrated OD approaches and the importance of understanding human psychology. Attachments include Daniel Stewart's description of Kohl's OD purpose and scope of services, and Sharif Mansur's diagram depicting the relationships between various elements of an OD framework.
This document provides a framework to help organizations assess their readiness for a strategic approach to workplace flexibility. It outlines a flexibility roadmap and 10 capability areas that are important for achieving effective flexibility at an organizational level. The roadmap describes three stages of flexibility - limited, basic, and embedded. Conducting a readiness assessment using the provided questions can help organizations understand their current state and identify areas of focus for a flexibility strategy. The assessment involves rating capabilities like leadership, business case, technology, and change management. This will help inform next steps such as developing flexibility action plans and benchmarks.
The document discusses organizational structure and its key elements. It describes how organizational structure formally divides and groups job tasks and responsibilities. The key elements of organizational structure discussed are work specialization, departmentalization, chain of command, span of control, and centralization/decentralization. The document also discusses how factors like strategy, organizational size, technology, and environment influence the design of organizational structure.
Originally a webcast given by Protiviti expert Jim DeLoach, this presentation focuses on key changes in the COSO 2013 framework, with its implications for SOX compliance. This presentation is also available on the FEI website at
http://www.financialexecutives.org/eweb/upload/fei/events/replay/tc_131017/
Organizational development (OD) interventions are planned actions intended to increase an organization's effectiveness by disrupting the status quo. To be effective, interventions must fit the organization's needs, be based on causal knowledge, and transfer change management skills. The success of interventions depends on factors like readiness for change, cultural context, and the capabilities of the change agent. Common approaches to change include structural, technical, and behavioral strategies, which often need to be integrated. Stream analysis is a useful planning tool that provides a graphical view of planned changes over time. Major OD techniques target the individual, team, intergroup, and total organizational levels.
Quality Circles are small groups of employees that voluntarily meet regularly to identify, analyze, and solve work-related problems. They aim to improve quality, productivity, and morale. Quality Circles utilize people's potential for improvement and create an environment that stimulates commitment to excellence. They follow a structured problem-solving process that involves identifying issues, analyzing causes, generating solutions, implementing the best solution, and presenting results to management.
This document discusses contemporary organizational designs and organizing for collaboration. It describes team structures, matrix structures, project structures, boundaryless organizations, virtual organizations, and learning organizations. It discusses how organizations organize for collaboration through internal collaboration like cross-functional teams and communities of practice, and external collaboration like open innovation and strategic partnerships. It also describes flexible work arrangements like telecommuting, compressed workweeks, and job sharing. The document discusses contingent workforces and challenges organizations face with managing global structures and keeping employees connected in today's environment.
The document is an executive briefing on taking a strategic approach to workplace flexibility. It discusses how flexibility benefits both employers and employees. It emphasizes that flexibility needs to be viewed holistically and not just as a "working mother" solution. Leaders play a key role in implementing flexibility by role modeling flexible work, prioritizing it, and measuring outcomes. A strategic approach involves developing capabilities across the whole organization and considering a wide range of flexible working arrangements.
Making Flexible Work a Success SSA release Dec 2011Robin Mullen
This document provides an introduction to flexible work arrangements. It defines flexible work as arrangements that provide flexibility in when, where, and how work is done, including part-time work, job sharing, working from home, and various leave options. The document discusses the organizational benefits of flexible work arrangements, such as reduced turnover, lower stress, and greater productivity among employees. Flexible work can also help organizations attract and retain valuable talent by improving employer attractiveness. However, barriers to the implementation of flexible work include concerns about costs and impacts on productivity, as well as resistance from managers and coworkers.
The concept of change management in today’s business worldAlexander Decker
This document discusses change management in today's business world. It provides an overview of Lewin's three-stage change model of unfreezing, moving, and refreezing. It also discusses other models of planned organizational change like the action research model. The key aspects of successful change management highlighted include gaining employee commitment, addressing resistance to change, and institutionalizing changes.
Change management training course gives the learning and abilities you have to deal with change in your association, and additionally the ideas, methods of insight, and apparatuses related with change management.
Amid this hands-on training, you will increase sufficient information to stay aware of this ceaselessly changing business world, and to know how to see opportunity in such change, seize it, and gain by it. As you definitely know, a standout amongst the most essential abilities of a pioneer is to know how to oversee and convey change.
Change management training course will encourage you how to oversee change as well as roll out the improvement when is required, and adequately discuss it with the partners.
Audience
2-day course designed for:
Senior leaders and executives
Strategic leaders
Vice presidents
Directors and administrative
Division managers
Team leaders
Mid-level, senior managers
Supervisors
Business owners
Training Objectives
Implement and execute change processes
Apply necessary techniques and tools to provide an effective plan for change
Describe the role of a change facilitator
Assist their customers to analyze, plan, and employ a change interference
Generate support, possession, and engagement in change efforts
Evaluate the outcomes of change
Analyze and assess the potential prospects for change and novelty in service, supply chain, product, communication or corporate policies
Implement the plans for change and develop the required metrics to evaluate the success or failure of such plans
Recognize the difficulties against change in their organization and come up with effective guidelines to control those obstacles
Develop a theoretical framework for understanding corporations and the markets that they are part of
Comprehend tactical agility and the importance of having it in place for today’s organizations
Recognize the skills necessary to guide agility
Demonstrate leadership confidence
Create and construct the best team with competencies to communicate.
Course Outline:
Overview of Change Management
Definition of change
Definition of change management
The role of vision in change
What do we call an effective vision?
What do we call an effective strategy?
Usual burdens to change
What is the role of the leader in managing change
Failure elements of change
Major wrong-doings in organizational change efforts
What are the main roles and responsibilities for change
Where, how, and why to start change?
Change management model
More topics in this course:
Eight Phases of Successful Change Management, Communication Policy, Drivers of Change, Three Stages of Transitioning, Change Management Models, Organizational and Cultural Change Standards, Executing the Change in Corporation, TONEX Group Activity Sample: Shell’s Tough Love.
Change Management Training
https://www.tonex.com/training-courses/change-management-training/
The document discusses Lean thinking and Lean manufacturing principles. It describes how Lean originated from the Toyota Production System and focuses on eliminating waste. The central tenets of Lean thinking are eliminating waste and adding value for customers. While Lean transformations aim to increase customer satisfaction and reduce costs, success rates of transformations have been only around 10% due to people and cultural challenges. The document also discusses how Lean has been combined with Six Sigma through Lean Six Sigma to provide a structured scientific approach to process improvement while still engaging employees. Lean Six Sigma is discussed as an effective approach in regulated industries like pharmaceutical manufacturing.
This document provides an agenda for an "Introduction to the Management of Innovation Workshop" to be held on April 3rd, 2014. The agenda includes 3 lectures and 3 breakout sessions on topics related to innovation management, such as the definition of innovation, types of innovation, managing organizational change, and effective teamwork. Each session provides learning objectives and discussion questions. The document also contains several pages of pre-workshop input submitted by students on challenges related to strategic innovation, organizational change, and managing stress in organizations.
Performance management involves defining, measuring, and managing the performance of individuals, teams, and organizations. It aims to ensure that employees' goals are aligned with the strategic objectives of the organization. Effective performance management requires considering both behaviors and outcomes when evaluating performance. It also requires supporting employees through clear communication, resources, and an organizational context that maximizes their ability to perform well. While individual attributes and effort impact performance, research shows that systems factors and the work environment have a greater influence on how well a job is performed.
This document discusses organizational development and change. It defines organizational development as a planned process using behavioral science to create long-term change across an entire organization. It lists characteristics of organizational development like planned change, systems orientation, and collaborative management. Benefits include continuous improvement, increased communication, employee development, and increased profits. Limitations involve time, costs, and potential psychological harm. Organizational development focuses on qualitative changes, while management development focuses on training executives. Common methods are surveys, feedback, and team building.
Creating a Flexible and Inclusive Work Culture to Drive Employee Engagement:
This session will focus on creating a flexible and inclusive work culture as a business strategy to drive employee engagement and competitive advantage. Judi Casey, Director of the Sloan Work and Family Research Network, will review research data linking flexible work cultures with positive returns on investment such as productivity, retention and being seen as an employer of choice. With Amy Munichiello, Inclusiveness Strategy Consultant at Ernst & Young.
This document outlines a change action project to transform the counselling process at Talentedge.com. It identifies problems with the current process such as delayed responses to leads, high costs, and low morale. The objectives are to improve lead response times and standardize counselling procedures. A gap analysis identifies differences between the current and desired future states. A forcefield analysis shows cultural and political issues as major restraining forces. A route analysis uses Kotter's 8 steps for change, emphasizing creating urgency, forming a coalition, and achieving short wins to overcome resistance and build confidence in the new process.
Projects have evolved over time as organizations have changed and have become increasingly more complex. This increase in complexity necessitates an overarching structure or set of guidelines to which projects and other business functions must adhere. This framework – set of guidelines, procedures, and bylaws – is referred to as governance. When it comes to governance models, one size does not fit all. We believe that organizations must understand their own institutional behaviors when selecting and implementing a governance framework. Based upon our experience with clients, we have identified the keys to successful governance including: selecting the appropriate governance framework; addressing pitfalls; and incorporating key success factors that lead to successful governance outcomes.
Organisational change, Innovation and Transformation communicationStephen Tindi
This document discusses innovation, change, and transformation in organizations. It defines each concept and explores the overlaps between them. Innovation involves new ideas that add value, change can be positive or negative, and transformation is holistic and creates something entirely new. Effective communication is key to successfully implementing innovation and managing change and transformation, which involve overcoming resistance and uncertainty. Models of the change process and strategies for communication during change are also examined.
This document provides an overview of change management. It defines change management as a systematic approach to dealing with organizational transitions. It discusses the importance of having an effective vision to guide change efforts. It also outlines principles of change, different forces that can drive change, models of change management, and common responses to and obstacles of change. The document concludes by noting that the nature of change has become more abrupt and impactful in today's context.
This document discusses change management and approaches to managing organizational change. It defines change management as a structured approach to transitioning an organization from its current state to a desired future state through a change agent. It identifies two types of changes - planned and unplanned. Forces driving organizational change include the nature of the workforce, technology, economic factors, competition, social trends, and world politics. Resistance to change can come from individuals, habits, security concerns, economic factors, or fear of the unknown. Approaches to managing change discussed include Lewin's three-step model of unfreezing, moving, and refreezing; and Kotter's eight-step model of defining the need for change, empowering others, communicating vision,
The document discusses various frameworks for managing organizational change effectively. It describes the 5-P model of change which involves identifying the purpose, priorities, people, processes, and proof involved in change initiatives. It also outlines the seven levels of change management which progress from effectiveness to doing impossible things. Critical success factors are discussed as measurable parameters for judging the success of change management efforts. The importance of introducing a total quality management culture is also mentioned.
The document provides a summary of responses from an online discussion about one-page organizational development frameworks. Several models and frameworks are described in 1-3 sentences each, including Galbraith's Star Model, Burke-Litwin Model, Find the Wind Model, and Sharif Mansur's OD Framework diagram. Chris Forando provides a longer reflection on integrated OD approaches and the importance of understanding human psychology. Attachments include Daniel Stewart's description of Kohl's OD purpose and scope of services, and Sharif Mansur's diagram depicting the relationships between various elements of an OD framework.
This document provides a framework to help organizations assess their readiness for a strategic approach to workplace flexibility. It outlines a flexibility roadmap and 10 capability areas that are important for achieving effective flexibility at an organizational level. The roadmap describes three stages of flexibility - limited, basic, and embedded. Conducting a readiness assessment using the provided questions can help organizations understand their current state and identify areas of focus for a flexibility strategy. The assessment involves rating capabilities like leadership, business case, technology, and change management. This will help inform next steps such as developing flexibility action plans and benchmarks.
The document discusses organizational structure and its key elements. It describes how organizational structure formally divides and groups job tasks and responsibilities. The key elements of organizational structure discussed are work specialization, departmentalization, chain of command, span of control, and centralization/decentralization. The document also discusses how factors like strategy, organizational size, technology, and environment influence the design of organizational structure.
Originally a webcast given by Protiviti expert Jim DeLoach, this presentation focuses on key changes in the COSO 2013 framework, with its implications for SOX compliance. This presentation is also available on the FEI website at
http://www.financialexecutives.org/eweb/upload/fei/events/replay/tc_131017/
Organizational development (OD) interventions are planned actions intended to increase an organization's effectiveness by disrupting the status quo. To be effective, interventions must fit the organization's needs, be based on causal knowledge, and transfer change management skills. The success of interventions depends on factors like readiness for change, cultural context, and the capabilities of the change agent. Common approaches to change include structural, technical, and behavioral strategies, which often need to be integrated. Stream analysis is a useful planning tool that provides a graphical view of planned changes over time. Major OD techniques target the individual, team, intergroup, and total organizational levels.
Quality Circles are small groups of employees that voluntarily meet regularly to identify, analyze, and solve work-related problems. They aim to improve quality, productivity, and morale. Quality Circles utilize people's potential for improvement and create an environment that stimulates commitment to excellence. They follow a structured problem-solving process that involves identifying issues, analyzing causes, generating solutions, implementing the best solution, and presenting results to management.
This document discusses contemporary organizational designs and organizing for collaboration. It describes team structures, matrix structures, project structures, boundaryless organizations, virtual organizations, and learning organizations. It discusses how organizations organize for collaboration through internal collaboration like cross-functional teams and communities of practice, and external collaboration like open innovation and strategic partnerships. It also describes flexible work arrangements like telecommuting, compressed workweeks, and job sharing. The document discusses contingent workforces and challenges organizations face with managing global structures and keeping employees connected in today's environment.
The document is an executive briefing on taking a strategic approach to workplace flexibility. It discusses how flexibility benefits both employers and employees. It emphasizes that flexibility needs to be viewed holistically and not just as a "working mother" solution. Leaders play a key role in implementing flexibility by role modeling flexible work, prioritizing it, and measuring outcomes. A strategic approach involves developing capabilities across the whole organization and considering a wide range of flexible working arrangements.
Making Flexible Work a Success SSA release Dec 2011Robin Mullen
This document provides an introduction to flexible work arrangements. It defines flexible work as arrangements that provide flexibility in when, where, and how work is done, including part-time work, job sharing, working from home, and various leave options. The document discusses the organizational benefits of flexible work arrangements, such as reduced turnover, lower stress, and greater productivity among employees. Flexible work can also help organizations attract and retain valuable talent by improving employer attractiveness. However, barriers to the implementation of flexible work include concerns about costs and impacts on productivity, as well as resistance from managers and coworkers.
A Review of Problem Solving Capabilities in Lean Process Management.pdfKaren Benoit
This document reviews problem solving capabilities in lean process management. It discusses how human factors and problem solving abilities are important for the successful implementation of lean processes. The document proposes a conceptual framework to help organizations enhance employees' capabilities to continuously and effectively identify and eliminate waste through skills development and respect for people. It also discusses several key factors for lean process management, including management commitment, clear goals and feedback, worker empowerment, training, and developing employee skills and problem solving abilities.
The document discusses the Deming Cycle, also known as the PDSA (Plan-Do-Study-Act) cycle, which is a four stage model for continuous improvement. It involves planning a change, implementing it, observing the results, and acting on what is learned. The stages are outlined in detail. Strategic thinking is then defined as focusing on unique opportunities to create value through creative dialogue. Key competencies of strategic thinking are discussed, along with the characteristics of effective strategies. Finally, strategic analysis is defined as the process of conducting research to formulate strategy, using various analytical methods.
This 'how to' guide builds upon the overarching framework set out in The route to success in end of life care - achieving quality in acute hospitals, published in 2010. The route to success highlighted best practice models developed by acute hospital Trusts, providing a comprehensive framework to enable hospitals to deliver high quality care to people at the end of life.
This 'how to' guide aims to help clinicians, managers and directors implement The route to success more effectively, drawing on valuable learning from the NHS Institute for Innovation and Improvement's Productive Ward: Releasing time to care™ series.
This guide contains individual sections that can be worked on in any given order, dependent upon the individual hospital and its current end of life care provisions. These can be downloaded below:
Introduction
Section 1: prepare
Section 2: assess and diagnose
Section 3: plan
Section 4: treat
Section 5: evaluate
Section 6: sustain
Section 7: further resources
Cover
It places emphasis on existing 'enabling' tools and models, which support and follow a person-centred pathway. These are Advance Care Planning, Electronic Palliative Care Co-ordination Systems (EPaCCS), AMBER Care Bundle, Rapid Discharge Home to Die Pathway, and the Liverpool Care Pathway.
Publication by the National End of Life Programme which became part of NHS Improving Quality in May 2013
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This document discusses six key work practices that can enhance employee motivation and lead to better performance when implemented together:
1. Career development and opportunities for advancement - Organizations should provide career development opportunities for all staff through consistent policies over time.
2. Training opportunities - Providing training linked to business needs generates commitment and a more efficient organization.
3. Job influence and challenge - Giving staff influence over their jobs and designing challenging jobs improves motivation and commitment.
4. Involvement and communication - Involving staff in decisions and communicating effectively makes them feel valued and improves understanding.
5. Performance management and appraisal - Focusing on performance improvement as well as reviews and linking these to development
This document discusses six key work practices that can enhance workforce motivation and performance in public organizations: 1) career development and opportunities for advancement, 2) training opportunities, 3) job influence and challenge, 4) involvement and communication, 5) performance management and dealing with underperformance, and 6) performance-related pay. It emphasizes that these practices are most effective when applied together, and stresses the critical role of leadership in underpinning a high-performance workforce.
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Project Management: A Critical Examination of the PPARS ProjectOlivia Moran
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It will also highlight the traps and obstacles
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Seven Actions a Supply Chain Leader Can Take TodayThe value of t.docxklinda1
Seven Actions a Supply Chain Leader Can Take Today
The value of the research, best practices, and examples is determined by how they can change your supply chain leadership. Following is a list of potential actions you could take today to make a difference in your organization and business results.
1. Get it on business leader scorecards. Work with your general managers/business leaders to ensure holistic measures are on the business/general manager scorecards. Profit and cost are consistently on these high-level scorecards, but quality, cash, and customer service may not be. Including supply chain excellence measures on the business scorecard enables you to lead based on business priorities.
2. Champion TVO. It is not enough to talk about the use of total value of ownership with your direct reports. Talk the importance of total value with supplier selection and development as part of your communications (meetings, calls, printed documents, supply chain goals/action plans), participate in supplier selection and development reviews for the most strategic suppliers/materials, and ensure that the rewards for supply chain people are consistent with TVO.
3. Make R&D your best friend. Create a strong partnership with the research and development leader. Consider co-locating your office with the R&D leader to facilitate teamwork and symbolize a seamless technical community. The SC leader and the R&D leader should have common expectations, including active, up-front involvement in new initiative supplier decisions and product design to optimize innovation that delivers consumer, customer, supplier, community, and shareholder needs.
4. Be clear. Set clear expectations for use of multidiscipline teams on supplier selection. Ensure people know what process is expected for what type of suppliers. Do this publicly and in written communications. Enable your multidiscipline teams to do the work. Help your global virtual teams get the tools they need to succeed.
5. Champion an end-to-end and integrated supply chain organization. If your supply chain team is not end-to-end and fully integrated, create a plan to make this happen. This is not easy or straightforward leadership work in many companies. Barriers to creating your supply chain organizational vision include commercial business leaders who have other ideas, existing acquisition agreements (including personal contacts), and historical systems. Stay committed to achieving the vision, and make progress with every organizational opportunity.
Align on a common direction. If the purchasing and logistics teams have different leadership, partner with these leaders to ensure both organizations have a common supplier direction, scorecards, and rewards. This alignment can precede more complex organizational structure changes and deliver immediate business improvement. This type of clear organizational direction creates more leadership work, because the two leaders must speak with a common voice. But the investme.
This document outlines an assignment on managing human resources. It contains 4 tasks that discuss various aspects of HRM such as models of HRM, definitions of HRM, flexibility in the workplace, and equal opportunities. For task 1, it describes Guest's model of HRM and how Unilever implements strategies and practices to achieve performance outcomes and financial consequences. Task 2 discusses types of flexibility like functional, financial, and temporal flexibility practiced by organizations like Unilever. Task 3 covers eliminating discrimination and providing equal opportunities in the workplace through diversity management and legislative measures. Finally, task 4 looks at techniques for managing employee performance, health, and safety to create a positive work environment.
2. Contents
Section 1: introduction 3
A strategic approach to flexibility 3
The change process 3
Developing a flexibility strategy 3
Why mainstream flexible work arrangements? 4
The opportunity 4
Flexibility and gender equality 4
Legal requirements 4
The challenge 5
About this toolkit 5
Section 2: flexibility roadmap, capabilities and key terms 6
Flexibility capability framework 7
Different types of flexibility 8
Section 3: building a workplace flexibility strategy 9
Creating your strategy 9
Step 1: envision the end point 9
Step 2: leadership commitment 10
Step 3: develop specific goals and actions for each capability area 10
Step 4: create an implementation plan 11
Step 5: evaluate through an established learning cycle 11
Section 4: achieving change in each capability 13
Establishing your detailed strategy and action plan 13
Specific capability initiatives 13
Roadblocks 13
Roundabouts 13
Leadership 14
Business case 15
Flexibility vision, strategy and policy 16
Management capability 17
Employee experience 18
Results management 19
Technology and infrastructure 20
Client and supplier experience 21
Learning cycle 22
Change management resourcing 24
3. A strategic approach to flexibility | www.wgea.gov.au 3
Adopting a strategic approach to flexibility ensures it is viewed as an important
organisational issue. When issues are seen as organisational, rather than individual, there
is an understanding that they need to be dealt with comprehensively, taking into account
every part of the organisation.
Figure 1: The step change process
D) Review
How are we travelling?
FLEXIBILITY
BENCHMARKS
C) Implement
How can we start
(or keep) moving?
FLEXIBILITY
ACTION PLANS
B) Design
What is the best
route to get there?
FLEXIBILITY
DIAGNOSTIC
FLEXIBILITY
STRATEGY
A) Analyse
Where are we now? Where
do we want to be (and why)?
A strategic approach to flexibility
Due to the increasing imperative for organisations to improve
their flexibility capability, flexibility is no longer confined to the
working relationship between an employee and their manager.
It involves many parts of the organisation working together to
create a successful transformation.
Whether it be creating new processes and systems around
work; requiring managers and employees to change the way
they work; or implementing new infrastructure and technology,
organisations need to create a holistic, integrated approach that
involves all key stakeholders.
Leaders also need to play a role in supporting flexibility, whether
it be via resourcing, modelling flexibility themselves or creating
accountability for the transformation.
The strategic approach enables internal decision makers to make
choices that support the overall business direction. This is the
role of a flexibility strategy, to enable decision making, as well as
support implementation more broadly.
Section 1: Introduction
The change process
The change to organisation-wide flexibility requires a
comprehensive strategy that includes an ongoing learning
process, which enables the organisation to handle the
complexity.
In the past, flexibility has been seen as a benefit to employees,
with little focus on the potential benefits to the organisation. As
a result, the focus is usually on individuals and their managers
with many organisations yet to develop the capabilities needed
for effective, productive flexibility.
Often within organisations, flexibility begins with one trusted,
valued employee adopting a flexible working arrangement with
minimal imposition on operations. While this is an important first
step, it is not sufficient to enable an organisation to deal with
the important areas of change that facilitate organisation-wide
flexibility. An organisation’s experience of flexible work with
isolated individuals may reinforce, rather than challenge, existing
misunderstandings about flexibility.
Developing a flexibility strategy
This toolkit is designed to assist you with the design,
implementation and review of a flexibility strategy and change
journey. Prior to developing your workplace flexibility strategy,
it is recommended that you undertake a readiness assessment
using the WGEA readiness assessment available from the
‘Strategic approach to flexibility’ section of the Agency’s website.
There are many different models and proprietary tools for
managing organisation-wide change. Diagram 1 shows the
typical steps involved in change.
4. A strategic approach to flexibility | www.wgea.gov.au4
Why mainstream flexible working arrangements?
The opportunity
Research shows that workplace flexibility is a key driver of
employment decisions and job performance for both women and
men. For organisations across Australia, there is an immediate
opportunity to improve an organisation’s overall position by
offering flexible working arrangements:
➡➡ Flexibility has significant potential to improve attraction
and retention. In a recent global study, 43% of respondents
indicated they would prefer flexibility over a pay rise (UnifyCo,
2014)1
, while research from Diversity Council Australia2
shows
that flexibility is one of the top five employment drivers for men.
➡➡ Flexibility can significantly improve productivity. Flexibility
has been shown to contribute to improved work performance,
improved organisational performance, reduced absenteeism
and reduced turnover. In a recent study by Stanford University3
,
people working from home achieved a 13% productivity
improvement over their office-based counterparts.
➡➡ Flexibility can result in cost base reduction. Deloitte and
Google found that large organisations can save $350,000
per annum on hiring costs alone through a flexible workplace
technology policy (Deloitte, 2013)4
. Other cost benefits may
be achieved by reduced workspace requirements.
Flexibility is not only a benefit to businesses, it also benefits
employees who can experience reduced stress, improved job
satisfaction and better health outcomes through access to
flexible working arrangements. However this cannot be achieved
if the systems, structures and culture of a workplace don’t
adequately support flexibility.
Flexibility and gender equality
Access to flexibility at all levels enables greater access to roles and
leadership positions across an organisation for both women and
men, particularly as lack of flexibility has been shown as one of the
primary barriers to greater workforce participation of women.
Currently women are more likely to utilise part-time work,
parental leave and other non-standard working patterns,
resulting in increased gender inequality in access to quality
work and promotions. Further, there are fewer opportunities
for combining flexible work (especially part-time work) with
management and supervisory positions, which are traditionally
dominated by men. The challenge facing employers is to develop
flexible working arrangements that do not condemn employees
to low quality jobs and leave women with limited career
opportunities but rather ensure flexibility is part of the work
mainstream.
Legal requirements
There is also now a legislative imperative to offer flexibility
under certain circumstances. The National Employment
Standards that are part of the Fair Work Act 2009 require
all employers to consider employees’ requests for flexibility.
The Fair Work Act 2009 also prohibits discrimination in the
workplace on the basis of factors such as family or carer’s
responsibilities, among other things, and makes provision for
‘individual flexibility arrangements’.
The challenge
The present challenge for organisations is to improve
their flexibility capacity so they can take advantage of the
opportunities flexibility provides and achieve better business and
employee outcomes. In 2014, approximately half (47.7%) of
Australian employers had a flexibility policy but only 13.6% had a
flexibility strategy. This gap indicates that on the whole flexibility
is not treated as a strategic tool that can achieve business
benefit, so for many organisations the challenge is real.
About this toolkit
This toolkit aims to support a strategic approach to flexibility.
Specifically, the aims of this toolkit are to:
➡➡ ensure alignment between an organisation’s workplace
flexibility strategy, gender equality strategy and broader
business strategy
➡➡ enable organisations to design a comprehensive workplace
flexibility strategy
➡➡ enable organisations to develop and implement an
organisation-wide approach for improving flexibility capability.
1
http://www.unify.com/us/news/2846D70A-ACA6-4146-9B00-955E6114038E/
2
Diversity Council Australia (2012), Men get flexible! Mainstreaming flexible work in Australian business, DCA: Sydney.
3
REFERENCE TO BE ADDED – BEN I will provide this in round 1 comments
4
http://www2.deloitte.com/au/en/pages/economics/articles/the-connected-workplace.html
5. A strategic approach to flexibility | www.wgea.gov.au 5
Prior to developing your flexibility
strategy it is important to conduct a
readiness assessment to understand
where you are now, determine your
flexibility vision and identify key priorities.
This section provides a summary of the
key concepts of the flexibility roadmap.
The flexibility roadmap
The flexibility roadmap has been developed to help organisations
think about the flexibility journey and their overall position. Does
the organisation view flexibility as a compliance or programmatic
issue, in the sense that flexible working arrangements are
offered in a limited way, or does the organisation view
flexibility in a more holistic way, where flexibility is part of the
organisation’s strategy and factored into the way work is done?
Or does the organisation lie somewhere in between?
Section 2: Flexibility roadmap,
capabilities and key terms
Commitment
Level of strategic integration across the organisation
2. Basic
Embedded3. Embedded
1. Limited
Figure 2: Flexibility roadmap
6. A strategic approach to flexibility | www.wgea.gov.au6
No Stage Description / characteristics
1. Limited ➡➡ This is consistent with the ‘avoidance’ or ‘compliance approach’ on the gender equality roadmap.
➡➡ No recognition of how effective flexible work and family-friendly policies / practices can promote
gender equality and diversity.
➡➡ Flexible work and family-friendly policies / practices only exist to the extent they are required by
legislation or regulation.
2. Basic ➡➡ This is consistent with the ‘programmatic’ approach on the gender equality roadmap.
➡➡ Flexible work and family-friendly policies / practices are provided to meet the needs of specific
groups or individuals.
➡➡ Typically flexibility is seen as a human resource function only.
3. Embedded ➡➡ This is consistent with the ‘strategic’, ‘integrated’ and ‘sustainable’ approach on the gender equality roadmap.
➡➡ Enabling progression as flexibility becomes strategic in the mindset, systems and culture.
➡➡ Flexible work and family-friendly policies / practices are designed and accessible to benefit all employees;
the flexibility business case is established.
➡➡ Flexible work and family-friendly policies / practices are leveraged as a business enabler; no value
judgements are made about flexibility needs.
➡➡ Flexible, family-friendly working is expected, normalised and equitably accessible; it is integral to all
business and people practices (e.g. workforce planning).
➡➡ The flexibility strategy is aligned to the business strategy and the organisation is moving towards the
workplace of the future.
The flexibility roadmap has been simplified into three distinct stages: ‘limited’, ‘basic’ and ‘embedded’, which are aligned to the six
broad phases outlined in the gender strategy toolkit. You can use your assessment against the capability framework to plot your
position on the roadmap and determine where you want to go. Each phase is outlined below.
7. A strategic approach to flexibility | www.wgea.gov.au 7
Flexibility capability framework
In order to achieve powerful, effective flexibility, core capabilities
are needed in a number of areas. The strategic approach
sees flexibility capability as an important organisational
issue. When issues are seen as organisational, rather than
individual, there is often a parallel realisation that they need
to be dealt with comprehensively, taking into account every
part of the organisation.
There are 10 flexibility capability areas illustrated in Figure 3. The
Agency’s flexibility readiness assessment provides a description
of each of the 10 capabilities and provides an assessment tool
to assist organisations diagnose their current status on each
capability (as either limited, basic or embedded).
Leadership
Change management
Business case Management capability
Technology and infrastructure Client and supplier experience
Results management Learning cycle
Flexibility vision, strategy policy Employee experience
Figure 3: Flexibility capability framework
8. A strategic approach to flexibility | www.wgea.gov.au8
Different types of flexibility
In developing your organisation’s workplace flexibility vision, it useful to consider what is meant by workplace flexibility, the types of
workplace flexibility that are most suitable for your organisation’s context, and how your organisation develops the ‘way of work’.
The table below sets out a range of flexible work options that cover most scenarios.
Table 1: types of flexibility
Type Description
Flexible hours of work This is where you may vary your start and finish times.
Compressed working
weeks
You may work the same number of weekly (or fortnightly or monthly) working hours, compressed
into a shorter period. For example, a forty-hour week may be worked at the rate of ten hours per day
for four days instead of eight hours a day for five days. Changes to salary are not required.
Time-in-lieu You may work approved overtime and be compensated by time in lieu. It can include ‘flexitime’
arrangements where an employee can work extra time over several days or weeks and then reclaim
those hours as time off.
Telecommuting You may work at a location other than the official place of work. A wide range of terms refer to
working at different locations, including ‘mobile working’, ‘distributed work’, ‘virtual teams’ and
‘telework’. These are referred to collectively as ‘telecommuting’ in this toolkit.
Note that telecommuting is generally most effective when there is a relatively even split between
time spent in the office and working elsewhere. This lessens the sense of isolation that can come from
working away from the office.
Part-time work A regular work pattern where you work less than full-time and are paid on a pro-rata basis for that
work. Not all part-time work is necessarily flexible in nature, but it offers flexibility to workers who
have other commitments or lifestyle choices that are not compatible with full-time work.
Job sharing A full-time job role is divided into multiple job roles to be undertaken by two or more employees who
are paid on a pro-rata basis for the part of the job each completes.
Purchased leave A period of leave without pay, usually available after annual leave allocation is finished. Employers
typically deduct the amount of unpaid leave from the worker’s salary, and this can be done as a lump
sum or averaged over the year.
Unplanned leave Informal access to leave for unanticipated or unplanned events.
Flexible careers You are able to enter, exit and re-enter employment with the same organisation, or to increase or
decrease your workload or career pace to suit different life stages. This may be particularly relevant
for employees transitioning to retirement. It can also include employees who are able to take a ‘gap
year’ early in their careers and return to work for the same employer afterwards.
Other choices about
hours, patterns and
locations of work
Other options about when, where and how work is done, e.g. overtime and having autonomy to
decide when to take breaks during the working day.
9. A strategic approach to flexibility | www.wgea.gov.au 9
Section 3: Building a
workplace flexibility strategy
Improving flexibility is a significant, multidisciplinary
change that extends across the whole organisation
and involves a range of professionals working
together collaboratively.
Moving to strategic flexibility involves a complex, unknown future
state for an organisation. Although certain core characteristics
are needed to become strategic, the detail of the final structures
and systems is usually unknown and many elements need to be
adjusted to suit individual organisations.
Strategic flexibility requires leaders, managers and employees to
change not only their skills and behaviours, but also their mindset,
values and beliefs, which tend to be more intransient. Without
these important personal changes, organisations seeking to improve
flexibility can expect a low return on their investment in the
change process. For these reasons, the move to flexibility is best
understood as transformational change.
Creating your strategy
Your organisation’s workplace flexibility strategy and change
program needs to include several core elements, including a clear
vision, executive support, a clear action plan, defined timelines and
responsibility for change.
Essentially this stage is about answering the questions ‘where are
we going?’ And ‘how will we get there?’
Step 1: Envision the end point
A clear vision of what the organisation looks like with improved
flexibility capability serves to motivate leaders, managers and
employees at all levels, and can be referred to as your organisation’s
‘flexibility vision’. As well as inspiration, it provides the basis for
cascading goals and planning for change throughout the stages that
follow. While this is one of the core functions of leadership, other
roles can be involved in establishing the organisation’s vision for
flexibility, including executives of the human resource, technology
and infrastructure areas, as well as a selection of executives across
delivery areas.
The business case provides a strong framework for establishing
your organisation’s change vision and could focus on the benefits
your organisation seeks to capture. Your vision should also be
informed by the results of your organisation’s flexibility readiness
assessment (available from the Agency’s website), as a clear
understanding of the status quo will provide an idea of where the
organisation is now and where it wants to go.
Your organisation may choose to involve its executive team in
developing a compelling vision, particularly as it is important to
confirm executive-level support and resolve.
Commitment
Level of strategic integration across the organisation
2. Basic
3. Embedded
1. Limited
Figure 4: Flexibility roadmap
10. A strategic approach to flexibility | www.wgea.gov.au10
Goals on the flexibility roadmap
Understanding where you currently are on the flexibility roadmap
can also help set a clear vision and specific objectives. For example,
your target could be to move from ‘limited’ to ‘basic’ flexibility
within one year, and ‘embedded’ flexibility within three years. The
vision could also refer to your organisation’s position as an Employer
of Choice for Gender Equality in a competitive market, outline
cutting edge innovations in the workplace, or highlight the values
consistent with flexibility, such as improving service delivery.
Defining flexibility in your organisation
While developing your workplace flexibility vision, it is important
to consider how your organisation defines a flexible workplace
and the range of flexible working options that will be available.
This will also help to determine your strategy and key priorities.
Step 2: Leadership commitment
Once a clear vision for change has been established, it is
important to garner support from the executive team. Given
the transformational nature of the change, executives may
need to have a significant degree of resolve to see it through.
It is useful to run an executive workshop at this stage. The
results of the flexibility capability assessment will need to feed
into this process so executives understand the current state
of the organisation. Likewise, the business case needs to be
considered as it outlines the drivers for change and establishes
clear mandates for flexibility.
Executives will also need to be involved in establishing initiatives
and key performance indicators for each capability, and specific
executives will be required to take responsibility for delivering
the capability (or capabilities) most relevant to their role.
Executives will also need an opportunity to air their concerns
about issues in their own functional areas and these issues
should be taken note of to feed into the transformational
roadmap. Failure to achieve an agreed set of drivers to proceed
with improving flexibility can significantly jeopardise any future
success.
The executive workshop can be used to make the executive
team aware of their crucial role in modelling flexibility. As such,
they can anticipate that the flexibility strategy will establish
goals for developing their leadership capability and as such will
cascade goals ‘up the line’.
Step 3: Develop specific goals and actions for
each capability area
Conducting a readiness assessment against the 10 capability
areas will provide your organisation with an understanding
of your current strengths and areas for development. It is
important to understand at an overall level what the priority
capabilities are.
For each of the capability areas, determine the timelines
and resources required for change. Section 4 provides a
series of possible initiatives and key performance indicators
for each capability.
Typically these goals and actions, along with the vision, should
be approved by the organisation’s executive team and/or board.
Step 4: Create an implementation plan
Once specific goals and actions have been developed,
responsibility for change in the functional areas relevant to each
capability will need to be established. An implementation plan
becomes an important communication and project management
tool and, together with the change vision, acts as a reference
point for progress.
It is important to note here that Section 4 provides specific details
to assist with creating your action and implementation plan for
each capability. It also includes an outline of the important results
or outcomes needed from the change process for each capability,
as well as a list of the key individuals involved in implementation for
each capability, and tips for avoiding roadblocks within each area.
Assess change capacity
Trying to do too much too soon is one of the prime reasons for
failure of transformational change journeys. Several important
factors need to be taken into account: what resources are
available to support the change program, in terms of time,
funding and staff capacity? What is the capacity of the
organisation to adjust to the flexibility strategy? What are the
organisation’s current resources in each area of capability?
11. A strategic approach to flexibility | www.wgea.gov.au 11
Cascade the goals in each capability
Once any significant issues with change capacity have been
established, the vision and issues map can be cascaded into
capability goals. These goals should address the known issues
established in the flexibility capability assessment and be framed
relevant to the change vision.
Responsibility for delivering change in each of the capability areas
should have been allocated at the executive workshop. Once the
capability goals are established, these should be communicated
to the responsible executive for sign off, who will then have
responsibility to manage change within that capability.
One of the capabilities that may require development is
leadership. It is likely when an organisation is inexperienced
with flexibility, leadership will need some development.
Establish where, when and how disciplines will need to integrate
The strategy is the key document that supports integration of
the change process across the organisation. One of its crucial
functions is to establish when, where and how disciplines may
need to integrate. Section 4 provides more information about
which roles and functions within the organisation are required
when developing each capability. People in these roles will also
need to review the capability goals and issues map to determine
where they need involvement from another area within the
organisation. These needs can then be coordinated by either
the change management team or at a collaborative workshop.
Step 5: Evaluate through an established learning cycle
The learning cycle is incredibly important for a successful start
with flexibility and its ongoing success. The learning cycle should
be established as an integral part of the transformation, rather
than an afterthought, as important solutions can arise when a
learning process maintains ongoing observations. Similarly, an
established learning cycle enables effective risk management.
The learning cycle should incorporate five initial phases: pilot,
testing, learning, adjustment and re-testing. Once the rollout has
taken place an ongoing cycle of learning and adjustment should
occur. These phases provide a controlled method of exploration
so that tailored solutions can be generated and risks can be
managed appropriately. Organisations new to flexibility can find
it difficult to establish their flexibility program, and if they adopt
another organisation’s approach there is a chance of failure as
the factors that contribute to a successful flexibility strategy are
unique to each organisation. As a result, these five phases and
the establishment of an ongoing learning cycle are essential.
Learning should be managed as an ongoing cycle, not a linear
process with a fixed start and end. The reason for this is twofold:
firstly, it is highly likely that not all issues and their relevant
solutions will be known at the outset. Secondly, it can’t be
assumed that an organisation’s flexibility capability will remain
strong as the organisation changes over time. Changes in any
of the specific capabilities outlined in this toolkit can result
in an overall decrease (or increase) in flexibility capability so
organisations should not assume that their learning around
flexibility capability will end completely.
The learning cycle needs to lead the organisation through
transformation by providing frequent observations across all
levels. These observations should provide information about
any issues, responses being tried, adjustments being made
and whether or not success is being experienced. Information
should be gathered within business areas, between colleagues
and at the individual level, with issues and effective solutions
fed back into the flexibility strategy. In this way your
organisation has a mechanism to quickly learn what works
and what doesn’t. Further, the learning cycle can enable the
organisation to better handle emerging issues, by cross-
fertilising solutions across areas.
12. A strategic approach to flexibility | www.wgea.gov.au12
Section 4: Achieving
change in each capability
Establishing your detailed strategy
and action plan
Now that we have looked at the capability framework, and an
overview of the change process, we can see that:
➡➡ flexibility is organisation-wide and is enabled by a range of
specific capabilities
➡➡ change is complex and transformational and requires a
unique approach, including establishing a learning cycle that
enables the organisation to create tailored solutions that
improve over time.
It is now important to look at each capability in more detail to
help your organisation establish a detailed strategy and action
plan. In the following pages you will find:
➡➡ examples of initiatives that organisations could set within
each capability
➡➡ specific roadblocks and roundabouts for each capability
➡➡ clarity around the key individuals who should be involved
in the change process for each capability.
Specific capability initiatives
Initiatives are suggested for each of the capabilities, based on
an organisation’s overall position on the flexibility capability
assessment. Organisations at the ‘limited’ end may choose to
identify initiatives within the ‘basic’ band. For organisations
already in the ‘basic’ band, it would be most appropriate to
identify relevant initiatives within the ‘strategic’ band. Each
organisation will need to make its own decisions regarding
which of the suggested initiatives to adopt.
As outlined above, it is important that organisations not yet at
the ‘embedded’ flexibility phase engage in a trial of flexibility.
This trial lowers risk by enabling the organisation to learn how
to adjust, before rolling flexibility out more broadly across the
organisation. As such, many of the suggested initiatives propose
that the characteristics of ‘embedded’ flexibility be established
first in a trial business area.
Note: percentages outlined in the initiatives tables are indicative
examples only. Organisations should select percentages that are
appropriate for their individual circumstances.
Roadblocks
Where possible or likely hurdles can be anticipated, these will need
to be considered in your organisation’s strategy and action plan.
The roadblocks provided in this toolkit are known hurdles
that may or may not occur, and provide your organisation
with a greater awareness of the possibilities. Given the diverse
nature of organisations, hurdles may arise that are not listed
as roadblocks here. In addition, some organisations may not
experience the typical roadblocks.
Roundabouts
In this toolkit, roundabouts are suggested ways to overcome
roadblocks. These suggestions may not always be the most
appropriate for your organisation. They are provided to support
your planning with options.
It is important to provide specific guidance on achieving change within each specific
capability. This guidance includes examples of initiatives that could be developed
within each capability.
13. A strategic approach to flexibility | www.wgea.gov.au 13
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ Accountability is established for the change program’s outcomes.
➡➡ Over 15% of the organisation’s leadership team works flexibly.
➡➡ The leadership team has communicated its commitment to
flexibility to the business areas involved in flexibility trial.
➡➡ Sufficient resources are allocated to the capability areas involved
in the transformation to flexibility.
➡➡ The business areas involved in the flexibility trial have
a flexibility champion.
➡➡ Accountability is established for the change program’s outcomes.
➡➡ Over 35% of the organisation’s leadership team works flexibly.
➡➡ The leadership team has made several strong, consistent
statements about the organisation’s commitment to flexibility
across the whole business.
➡➡ Sufficient resources are allocated to the capability areas involved
in the transformation to flexibility.
➡➡ All business areas have a flexibility champion.
Roadblock
Lack of permission to advise leaders: In designing the
organisation’s flexibility strategy and through the flexibility capability
assessment, you may notice a gap in the organisation’s leadership
capability.
Myths and misunderstandings: There are several
misunderstandings about flexible work that can have a strong
impact on leadership commitment. Leaders can be concerned that
flexibility is primarily a benefit to employees. A related belief is the
myth that flexible workers are less committed to their organisation,
although it has been well established by research and experience
that the opposite is the case. A further misunderstanding is
the belief that performance will suffer, when in fact individual
productivity can rise significantly. Lastly, some leaders believe
that flexible work can threaten the whole organisation’s cultural
foundations whereas many effective communication methods and
tools exist that enable organisations to effectively eliminate this risk.
Values and beliefs can inhibit flexibility: Flexibility can challenge
people’s values and beliefs, which tend to be intransient. For
example, some leaders (and managers) hold a view that they ‘need’
to see their staff members to know that they are working or that
they ‘need’ to have their staff members in the office to gauge the
quality of their performance. These deeply held views can be based
on years of experience.
Concerns about implementation can be significant: Leaders
can have many valid concerns about implementation, which will
need to be resolved through the transformation process. Concerns
are usually about maintaining effective management strategies,
fostering great performance, implementing technology and
maintaining legal compliance.
Roundabouts
Permit the change team to advise leaders: It is important that
change managers are given permission and a communication
channel to advise the organisation’s leadership team on how they
will need to improve.
Correct myths and misunderstandings: It is important that myths
are corrected early on so that leadership support can be maximised.
Provide examples where flexibility works effectively and evidence
that contradicts the myths. The suggested executive workshop
is an appropriate forum to dispel myths, for example the myth that
flexibility is primarily a benefit to the organisation’s employees can
be dispelled by clearly outlining the organisation’s positive business
case for flexibility. Evidence can be presented from the research
mentioned earlier in this toolkit about the improved commitment,
performance and productivity of flexible workers. Communication
methods and tools that enable the organisations to eliminate the risk of
negative cultural drift can also be outlined.
Become aware of values and beliefs that inhibit flexibility: Your
organisation may choose to address long-held negative views of
flexibility with information or opportunities for personal exploration e.g.
an opportunity to participate in the organisation’s flexibility trial.
Identify and address concerns about implementation: Identifying
leadership concerns is an important step in establishing your
organisation’s flexibility strategy, which provides a detailed view of
the organisation’s issues. It is also important for establishing ongoing
leadership support as leaders are more likely to be engaged if they
know their issues have been noted and are being addressed. The
learning cycle should capture these ongoing concerns and feed them
back into the flexibility strategy.
Other important strategies
Establish responsibility for leadership capability with the CEO:
The suggested executive workshop should establish responsibility
for the leadership capability with one of the senior executive
team. It is important that this senior executive has the capacity to
influence and enable the leadership team. As such it may be that the
organisation’s CEO is the right person to take responsibility for the
leadership capability.
Key roles
➡➡ change management project team
➡➡ c-suite
➡➡ senior executive team.
Leadership
Leaders play an important role in the transformation journey towards strategic flexibility. Strong executive leadership commitment
and involvement is essential for a successful move to strategic flexibility.
14. A strategic approach to flexibility | www.wgea.gov.au14
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ A business case is established that clearly articulates the
organisation’s likely return on investment in flexibility in
the trial business area. The business case is compelling and
demonstrates the contribution of flexibility to business
performance, having looked at both costs and benefits.
➡➡ Measurement may include cost savings associated with floor
space reduction and improvements in employee engagement.
➡➡ A business case is established that clearly articulates the
organisation’s likely return on investment in flexibility across
the whole organisation. The business case is compelling
and demonstrates the contribution of flexibility to business
performance, having looked at both costs and benefits.
➡➡ Measurement may include cost savings associated
with floor space reduction, improvements in employee
engagement, productivity, client feedback, pulse surveys,
reduction in staff turnover, and number of women in
leadership roles and talent pipeline.
Business case
A clear business case is an essential prerequisite for building commitment to a flexibility strategy that leads to improved organisational
performance.
Roadblock
Implementation issues can overshadow strategy:
Organisations establishing their business case may find the
process at risk of being derailed by the concerns of senior
managers, managers or employees. Until the organisation’s
business case is established it is generally not in a position
to adequately answer these concerns about implementation
because it has not committed to the allocation of resources let
alone begun the learning cycle that will address implementation
issues. At this stage it will be important to refer to some of the
successful strategies used by other organisations, which can
provide clues to how implementation issues may be addressed.
Roundabouts
Engage a discrete group of senior staff: Given that strategic
flexibility has a lot to offer an organisation, it is important that
these benefits are not lost through concerns about implementation.
A discrete group of senior staff may be the appropriate team to
develop the organisation’s business case for flexibility.
Key roles
➡➡ change management project team
➡➡ senior executive team
➡➡ finance.
15. A strategic approach to flexibility | www.wgea.gov.au 15
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ ‘More involved’ types of flexible work are offered to a test area
of the organisation.
➡➡ A broader range of acceptable reasons for requesting flexible
work is established in the test area.
➡➡ Flexible working arrangements, including previously ad hoc
arrangements, are consistently documented in the test area.
➡➡ The organisation’s flexibility policy establishes a positive stance
to flexibility for all staff.
➡➡ Managers within the test area have full flexibility to tailor
individual arrangements to create an ideal scenario.
➡➡ The organisation’s flexibility policy outlines the organisation’s
steps to meet its legal obligations.
➡➡ ‘More involved’ types of flexible work are offered across
the organisation.
➡➡ Flexible work can be requested for any reason without
limitations.
➡➡ Flexible working arrangements, including previously
ad hoc arrangements, are consistently documented.
➡➡ The organisation’s flexibility policy establishes a positive
stance to flexibility for all staff.
➡➡ The organisation’s policies and approach give managers
and employees full flexibility to tailor individual
arrangements to create an ideal scenario.
➡➡ The organisation’s flexibility policy outlines the
organisation’s steps to meet and exceed its legal obligations.
➡➡ The flexibility vision, strategy and policy are available.
➡➡ Measures may include the number of times the policy is
accessed and the number of employees on formal flexible
working arrangements.
Flexibility vision, strategy and policy
An ideal flexibility vision, strategy and policy provide a wide range of options for flexible work. It enables individuals and their managers
to create tailored options and establishes a low bar with regards to eligibility and suitability, with ideally all roles across the organisation
and all individuals having the option to discuss flexible work with their manager. Importantly, the flexibility policy will also acknowledge
that each individual’s flexible working arrangement may need to change over time, for example in response to either learning gained
during a trial period or changing operational requirements.
Roadblock
Finalising your flexibility policy too early: Due to a large
degree of variability between organisations, teams and
individuals, as well as the potential of change involved in a
flexibility transformation program, it is misguided to establish a
flexibility policy prior to implementing a transformation program,
as it can lock an organisation into an approach that still needs
refinement based on experience.
Roundabouts
Establish a working draft flexibility policy: Instead of finalising
your flexibility policy too early, the policy should be considered
a draft prior to and during the organisation’s flexibility pilot. It
should be adjusted in response to learnings gained during the
flexibility pilot and should be finalised only after several months
of monitoring the rollout phase.
Key roles
➡➡ change management project team
➡➡ human resources policy team.
16. A strategic approach to flexibility | www.wgea.gov.au16
Management capability
Management capability can either make or break the success of a strategic flexibility strategy. Managers of flexible workers should
receive specific learning and development opportunities that enable them to develop strong capabilities in communication, results
management and the use of technology for flexible work.
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ Managers in the trial business area are aware of the benefits of
flexibility to the organisation and their teams.
➡➡ Managers in the trial business area are aware of the systems
being adopted to enable flexibility.
➡➡ Managers in the trial business area are given the opportunity
to raise any issues with flexibility.
➡➡ Managers in the trial business area are offered learning and
development opportunities that specifically provide them with
the skills required for effective flexible work management.
➡➡ Flexible work management skills continue to be monitored.
➡➡ An effective system is in place to monitor work intensification
for managers in the trial area.
➡➡ All managers are aware of the benefits of flexibility to the
organisation and their teams.
➡➡ All managers are aware of the systems being adopted to
enable flexibility.
➡➡ All managers are given the opportunity to raise any issues
with flexibility.
➡➡ All managers are offered learning and development
opportunities that specifically provide them with the skills
required for effective flexible work management.
➡➡ Flexible work management skills continue to be monitored.
➡➡ An effective system is in place to monitor work
intensification for managers across the organisation.
17. A strategic approach to flexibility | www.wgea.gov.au 17
Roadblock
Myths and misunderstandings: There are several
misunderstandings about flexible work that can have an impact
on management commitment. Managers can be concerned that
flexibility is primarily a benefit to the organisation’s employees.
A related belief is the myth that flexible workers are less
committed to their organisation, although it is well established
by research and experience that the opposite is the case. A
further misunderstanding is the belief that performance will
suffer, when in fact individual productivity can rise significantly.
Lastly, some managers believe that flexible work can threaten
their team’s culture.
Values and beliefs can inhibit flexibility: Flexibility can challenge
people’s values and beliefs, which tend to be intransient. Like
leaders, some managers hold a view that they ‘need’ to see their
staff members to know that they are working or that they ‘need’
to have their staff members in the office to gauge the quality
of their performance. These deeply held views can be based on
years of experience.
Concerns about implementation can be significant: Managers
can be concerned that flexibility places a significant burden
on them, particularly around additional communication and
monitoring requirements, together with additional challenges
allocating resources.
Roundabouts
Correct myths and misunderstandings: It is important that
myths are corrected early on so that management support can
be maximised. Provide examples where flexibility has worked
effectively and evidence that contradicts the myths. Manager
training is an appropriate forum to dispel myths and evidence
can be presented from the research mentioned earlier in this
toolkit about the improved commitment, performance and
productivity of flexible workers. Communication methods
and tools that enable the organisation to eliminate the risk of
negative cultural drift can be outlined.
Become aware of values and beliefs that inhibit flexibility:
The organisation needs to become aware of values and beliefs
that can inhibit flexibility, so that they can be addressed. Your
organisation may choose to address these long-held views with
information or opportunities for personal exploration e.g. an
opportunity to participate in the organisation’s flexibility trial.
Identify and address concerns about implementation:
Identifying management concerns is important for establishing
ongoing management support as managers are more likely to
be engaged if they know their issues have been noted and are
being addressed. These concerns need to be addressed in the
organisation’s transformation map. The learning cycle should
capture these ongoing concerns.
Other important strategies
Communicate the organisation’s business case clearly: It is
important to communicate to managers that the organisation has
a mandate or positive business case for flexibility, which is driving
the change. Significant effort is required on the part of managers
to make flexibility work effectively. Without a clear understanding
of the organisation’s mandate for flexibility, managers cannot be
expected to become fully engaged with the strategy.
Communicate the opportunities for managers: Managers have
the potential to benefit significantly from flexible work, both in
their role as manager and as employees of an organisation with
strategic flexibility. Managers can look forward to a team that is
less stressed and more productive.
Ensure adequate support for managers: Managers have
responsibility in a number of areas when it comes to flexibility
capability. It is crucial that managers are provided with adequate
support for their own transition to flexible work management,
including appropriate learning and development opportunities.
Raise manager attention to the risks of flexibility: Managers
play a key role in removing the risks of flexibility to individuals
within the team, both the flexible worker and their colleagues.
They also ensure that employees don’t become isolated or
subject to stigma. Importantly, they play a leading role in
ensuring smooth team communication and task or project
management.
Key roles
➡➡ managers
➡➡ change management project team
➡➡ learning and development team.
18. A strategic approach to flexibility | www.wgea.gov.au18
Employee experience
Employee experience is important in two ways. Firstly, as a litmus test of whether flexibility capability is fully developed and secondly,
because employees partner with their manager to make flexibility effective. Consequently, organisations that are strategic about
flexibility tend to monitor the experience of employees and provide support so they can continue to develop their competency
with flexibility.
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ At least 15% of employees within the organisation take up
flexible work options.
➡➡ At least 15% of employees at each level take up flexible work
options within the trial area.
➡➡ An effective system is in place to monitor work intensification
and other risks associated with flexibility, in the trial area.
➡➡ Employees in the trial area have access to support to develop
their flexibility competence.
➡➡ At least 35% of employees within the organisation
take up flexible work options.
➡➡ At least 35% of employees at each level within the
organisation take up flexible work options.
➡➡ An effective system is in place to monitor work
intensification and other risks associated with flexibility,
across the organisation.
➡➡ Employees in the trial area have access to support to
develop their flexibility competence.
Roadblock
Limited team acceptance of flexibility: A flexible worker’s
teammates have a significant impact on the success of a flexible
working arrangement. They can also be significantly impacted by
a flexible working arrangement, whether positively or negatively.
Roundabouts
Monitor team acceptance of flexibility: Just like it is important
to monitor the experience of employees working flexibly, it is
equally important to monitor team acceptance of flexibility and
any issues that may arise. Monitoring could be conducted via
anonymous research tools, focus groups or through manager
feedback. Importance needs to be placed on getting reliable and
valid information.
Other important strategies
Monitor issues impacting uptake: The issues employees
express about flexibility, which may prevent them from taking up
flexibility options, can be important information to capture. This
information helps establish a view on whether the organisation is
operating at the level of strategic flexibility.
Understand individuals as individuals: Look at trends but keep
in mind that individuals within a single organisation can have
vastly different experiences of flexibility because the success of
flexibility is influenced by many factors. If your organisation looks
only at the trends, individual scenarios that go against the grain
can be missed. For those people involved in situations where
flexibility is burdensome, the impact can be great.
Key roles
➡➡ employees
➡➡ change management project team
➡➡ managers.
19. A strategic approach to flexibility | www.wgea.gov.au 19
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ The organisation has a results management framework in
place for each position in the trial area, regardless of whether
the person works flexibly.
➡➡ The organisation has a results management framework in
place for each position in the organisation, regardless of
whether the person works flexibly.
Results management
The results management capability involves establishing an effective management approach that incorporates the outcomes, goals,
aims or results important in each person’s work. A results management system establishes a contract of agreed expectations between
an employee and their manager.
Roadblock
A skeleton or incomplete framework: The results management
framework should form a comprehensive basis for the ongoing
working relationship between an employee and their manager.
This is a central plank in the effective management of flexibility,
but some organisations will be inexperienced in establishing a
results management system.
Roundabouts
Conduct a results management workshop: It is useful to
review the organisation’s value chain i.e. the process by which
the organisation delivers value to its clients or stakeholders.
This involves establishing the outcomes, goals, aims or results
that a particular business area is responsible for, that is the
outcomes a particular area contributes to the organisation’s
overall delivery. The workshop should look at each ‘piece’ that
is delivered and should determine who in the team is involved
in its delivery and how that piece is measured, whether by
quantity, timing, quality or other area of impact, such as its
effect. It is also useful to establish what information is needed
to deliver each piece and who provides this information.
Key roles
➡➡ change management project team
➡➡ managers
➡➡ employees.
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Technology and infrastructure
Organisations use technology to establish effective collaboration between people who work together but don’t share the same timing
or location of work. An organisation’s particular technology needs will depend on its goals for flexibility, the nature of the work and the
prevalence of flexible work that occurs across timeframes and locations.
The location of work can be a key enabler of flexibility, enabling work to be done in a variety of locations or places can provide for
a wide range of flexible work options. When the place of work suits the work activity, organisations have the potential to further
improve productivity. Similarly, an organisation’s processes create structures that people work within and these can have a significant
positive or negative impact on flexibility.
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
Technology
➡➡ Managers in the trial area use a variety of communication tools
to communicate with flexible workers. Together these tools
enable a high-quality communication experience.
➡➡ Capability and performance of these technologies is supported
and maintained in line with their critical functions.
➡➡ Flexible workers and their colleagues within the trial area are
trained on any new communication or project management
technologies.
Infrastructure
➡➡ Flexible workers in the pilot area are able to access equipment
and technology that effectively supports their flexible work
arrangement.
➡➡ The pilot area has effective knowledge management systems
that ensure smooth transfer of knowledge.
➡➡ Methods of work allocation in the pilot area are adjusted to suit
flexible work.
➡➡ Any process infrastructures or systems that could impact
flexibility on the trial area are identified.
Technology
➡➡ The organisation uses a range of collaborative platforms that
enable employees to communicate effectively with their
team members and managers. These technologies include
collaborative project management platforms and video
conferencing.
➡➡ Capability and performance of these technologies is supported
and maintained in line with their critical functions.
➡➡ Flexible workers and their colleagues across the organisation
are trained on any new communication or project management
technologies.
Infrastructure
➡➡ The organisation’s main office environment has spaces that are
highly suited to the spectrum of various work activities.
➡➡ Flexible workers are able to access equipment and technology
that effectively support their flexible working arrangement.
➡➡ The organisation has effective knowledge management systems
that ensure smooth transfer of knowledge.
➡➡ Methods of work allocation across the organisation are adjusted
to suit flexible work.
➡➡ Process infrastructures and systems are re-organised to
support flexibility.
Roadblock
Lack of technology resourcing: Organisations often fail to
provide sufficient collaborative technologies to support managers
and flexible workers. Infrastructure involves not only hard aspects
but also integral processes that contribute to an organisation’s
functioning. Changing these processes can take time and involve
many people. This unfortunate failure can be caused by a lack
of experience with appropriate technologies, funding issues or
implementation problems.
Roundabouts
Explore collaborative technologies: While none of the issues
associated with the implementation of collaborative technologies
are resolved simply, organisations do need to invest in exploring
the possibility of using the correct technologies that will meet
their organisation’s flexibility goals.
Overblown focus on ‘hard’ infrastructure: As noted elsewhere
in this toolkit, organisations can easily make the mistake of
focusing on hard aspects like the office set up, desk arrangements
and technology, to the detriment of other important aspects of
the transformation. It is important to use this toolkit in full, to
avoid that mistake.
Resource infrastructure appropriately: The extent of resources
required to change infrastructure shouldn’t be underestimated.
Allow for the possibility that more time, resources and funding
than originally planned may be necessary.
Key Roles
➡➡ change management project team
➡➡ information and technology team
➡➡ facilities or accommodation team
➡➡ managers
➡➡ employees.
21. A strategic approach to flexibility | www.wgea.gov.au 21
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ Flexible working arrangements are considered when
assembling client and customer.
➡➡ The organisation’s procurement policy includes reference to
working with suppliers to acknowledge workplace flexibility
and / or gender equality.
➡➡ Strategic planning and conversations are held with clients
regarding the culture of workplace flexibility and maximising
the value for both the organisation and the client.
➡➡ Managers challenge assumptions made about the inclusion of
flexible working arrangements on client teams.
➡➡ Gender equality or flexible work practices are embedded
within procurement criteria. Strategic conversations are held
with suppliers on driving a culture of workplace flexibility
through the supply chain.
Client and supplier experience
Varying client or customer expectations may impact an organisation’s approach to flexibility as client expectations
regarding meeting tight timeframes for deliverables may be high and some clients or customers may provide short
lead times.
Roadblock
Push back from managers, suppliers and clients: There are
several misunderstandings about flexible work that can have a
strong impact on management commitment.
Roundabouts
Communications with suppliers and clients: It is important
to openly communicate with suppliers and clients the potential
opportunities of working with flexible teams. Discuss the best
way to manage flexible working arrangements with clients and
suppliers and openly communicate the working hours of team
members working flexibly and provide alternative contacts. This
could potentially be achieved by providing contact details at the
end of emails and auto-replies.
Communication with managers: Communicate with managers
around the benefits of strategic conversations with clients and
suppliers around workplace flexibility.
Ensure appropriate resourcing across the team: It is important
to ensure that clients and suppliers have continuous contact with
the organisation, so ensure that sufficient processes are in place for
knowledge transfer between team members working flexibility.
Key Roles
➡➡ change management project team
➡➡ managers
➡➡ employees
➡➡ clients
➡➡ suppliers.
22. A strategic approach to flexibility | www.wgea.gov.au22
Learning cycle
A strong and appropriate learning cycle is the key to successful management of the complex transformation to flexibility and its
ongoing maintenance. The learning cycle enables an organisation to handle problems as they emerge and create tailored solutions
that improve over time.
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ The learning cycle is established as an integral part of the
organisation’s flexibility strategy.
➡➡ A learning cycle is established within the trial business area
and their teams, which monitors success and failure, captures
learning and creates tailored solutions to an individual, team or
area level as needed.
➡➡ A business area is identified as a pilot area that will participate
in the trial phases.
➡➡ The trial period learning cycle involves frequent reviews (e.g.
monthly) of flexible working arrangements, which involve the
individual, team, manager and business area.
➡➡ Regular monitoring for issues and solutions is a standard
business practice in the pilot area.
➡➡ The learning cycle is established as an integral part of the
organisation’s flexibility strategy.
➡➡ A learning cycle is established across the organisation and
within teams, which monitors success and failure, captures
learning and creates tailored solutions to an individual, team
or area level as needed.
➡➡ The ongoing learning cycle involves frequent reviews
(e.g. every three months) of flexible working arrangements,
which involve the individual, team, manager and business area.
➡➡ Regular monitoring for issues and solutions is a standard
business practice across the organisation.
Roadblock
Failing to understand the importance of an iterative learning cycle:
Organisations are often more comfortable with a linear, planned
approach that establishes a limited set of activities that will lead to a
known outcome. While this approach is appropriate for other types
of change, such as transitional and developmental change, it is not
appropriate for transformational change.
Prescribing solutions: For an organisation to amplify what is
working, people need to be empowered to make adjustments
that work for their situation. A prescriptive approach sets
limits on his opportunity. Organisations will vary in their overall
approach, from a prescriptive approach to an organic one.
Organisations with a very traditional approach and hierarchical
structure are more likely to work in a top-down mindset, where
solutions are generated by the leadership team and the rest of
the organisation is informed of their benefit and instructed to
adopt it. Organisations with a more agile approach and a flat or
changing structure are more likely to work from a bottom-up
perspective, where solutions are generated at the grassroots
level and then communicated more broadly. Traditional
and hierarchical organisations may tend to set prescriptive
approaches that limit the organisation’s ability to adapt quickly.
Roundabouts
Value grassroots solutions: Organisations need to value
grassroots solutions if they want to amplify successful strategies
simply because there are generally more employees and
managers than leaders in an organisation. This can be achieved
through focus groups, interviews with employees and managers
or an email survey that asks what is working and what isn’t
for that person at that point. Where something is identified as
working, the survey could be followed up with a short interview
to get more information. With respect for privacy issues,
the change management team could make a regular habit of
communicating successful solutions more broadly across the
pilot group or the whole organisation.
Other important strategies
Include assessment of business outcomes in the
flexibility strategy: The learning cycle should support the
organisation’s transformation with accurate information about
the achievement of business outcomes. This supports the
transformation in the presence of factors that could otherwise
derail it, such as changes in leadership or in the marketplace. As
such, it is important an organisation collects data on flexibility’s
contribution to its business goals. These goals for flexibility
should have been established in the business case, while
the results management workshop will have established the
framework to be used to assess these business goals.
Key Roles
➡➡ change management project team
➡➡ managers
➡➡ employees.
23. A strategic approach to flexibility | www.wgea.gov.au 23
Change management resourcing
A successful move to strategic, productive flexibility results in an organisation that has a new culture of work, one where new norms
are established and where the systems, symbols and behaviours within the organisation reinforce the value that is placed on flexibility.
This cannot be achieved without a tailored change management program that appreciates the unique nature of the move to strategic
flexibility and is adequately resourced and supported.
Initiatives and key performance indicators (KPIs)
Basic flexibility Embedded flexibility
➡➡ The organisation’s change management team is adequately
resourced for transformational change in the trial business area.
➡➡ A flexibility champion is identified, supported and active in the
pilot business area.
➡➡ The organisation’s change management team is adequately
resourced for transformational change across the organisation.
➡➡ Flexibility champions are identified, supported and active
across the organisation.
➡➡ A detailed communications plan is developed and aligned with
the organisation’s communications channels.
Roadblock
Lack of familiarity leads to poor implementation: Some of the
concepts outlined in this toolkit make it clear that the move to
improved flexibility could pose a significant challenge for many
change teams tasked with an organisation’s transformation. A
lack of familiarity could result in an organisation’s change team
falling back to familiar methods, rather than fully implementing
the strategies outlined in this toolkit.
Roundabouts
Overcome lack of familiarity with experimentation and
education: One of the best ways for an organisation’s change
team to become familiar with the new, transformational
approach is to become educated about the difference between
transformational change and other more familiar change
processes. Another important strategy is to actively experiment
with the principles outlined in this toolkit.
Garner early wins during the trial at the individual and team
level: Early wins are more likely to be experienced by individuals
and teams than at the higher level of capabilities. These wins
should be communicated across the organisation and may
include the business area/team achieving (or improving on)
its business goals for the week, improved customer service
or evidence of cost savings. Note that these wins refer to the
organisation’s business goals for flexibility, rather than the
employee’s goals, reinforcing the view that flexibility capability
is driven by a mandate to improve the organisation’s business
outcomes, not just the employee experience.
Key Roles
➡➡ senior leadership team
➡➡ change management project team.
24. A strategic approach to flexibility | www.wgea.gov.au24
Copyright and Disclaimer
This toolkit is shared openly with the intent of promoting
progress towards workplace gender equality. Ownership of the
intellectual property within this toolkit rests with the Workplace
Gender Equality Agency.
The ideas and recommendations contained within this toolkit
are used or adopted entirely at the discretion and own risk of
employers. The Workplace Gender Equality Agency cannot
accept any responsibility or liability for outcomes resulting from
the use of this toolkit, either directly or indirectly.
Acknowledgements
The Agency would like to acknowledge and thank Nina
Sochon for her involvement in the development of the
flexibility strategy toolkit.
25. A strategic approach to flexibility | www.wgea.gov.au 25
For further advice ➡
and assistance, ➡
please contact:
Workplace Gender Equality Agency
Level 7, 309 Kent Street
Sydney NSW 2000
t: 02 9432 7000 or 1800 730 233
e: wgea@wgea.gov.au
www.wgea.gov.au
Advice and assistance