David McGinty presented his Lifeworks Distributed Workplace Strategy at the 2012 Tradeline Space Strategies Conference in San Diego CA.

1. Tradeline's Space Strategies Oct 2012
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2. Opportunity 2
-50%
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3. Philosophy 3
The Work/Life Balance Myth
For most of human history, work was a
far more personal and self regulating
affair; when each job was a matter of
creative interest...
“Work is a form of Living”
Christopher Alexander
Integration of Life & Work = Life Satisfaction
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4. Philosophy 4
What does your organization value?
What AMS values:
• Quality of Life for Patients
• Quality of Life for Physicians
• Quality of Life for Employees
When it’s...
lifeworks
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5. Strategic Approach 5
Lifeworks is a business strategy
Innovation
Profitable Growth
Performance-Based Organization
Competencies
Leadership
Strategy
Culture
Values
High Performing Leaders
Strong Employee Value Proposition
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6. Value Proposition 6
The Lifeworks Value Proposition
Employee Organization Community
Freedom to choose Attract Inspire & retain Build stronger families
when & where to work top talent
Greater flexibility & Life Increase Employee Reduce traffic/wear and
Balance Satisfaction tear on infrastructure
Results-Driven Culture Increase Innovation and Economic stability
not attendance based Collaboration Local commerce
Reduce commuting Enhance business Location independent
time, save $$ continuity sustainability jobs
Increase personal Reduce Overhead Costs: Friendly for the
productivity Real Estate, Employee environment
attrition & travel
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7. New Culture 7
The Lifeworks Difference
Productivity for your rhythm of Life!
Lifeworks is this... NOT this...
Performance Based Culture focused on Results! Focused on Attendance
Flexibility for your Rhythm of life Telecommuting
Requires Personal Accountability / Transparency Policy
Freedom (self discipline) Not a free-for-all
Employee managed Management controlled
Freedom to work where you are most productive Work space assigned
Requires Workgroup participation Not an individual initiative
Collaboration / Communication / Connections Silo
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8. Deployment 8
Holistic Approach
Space
• Physical space modification critical for success
• Free Address Environment (creativity)
• Protocol
Technology
• Presence Awareness
• Extension Mobility
• WiFi
Culture / Engagement
• Scorecard (performance management)
• No new policy
•Code of Conduct / Employee Handbook
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9. Pilot 9
Lifeworks Pilot Details
• 7,000 sq ft pilot project
– New furniture
• 66 Employees (at move-in)
• 75+ Employees (today)
• 6 Departments for initial Pilot
– HR
– Corporate Clinical
– Corporate Regulatory
– Engineering Technology
– Internal Audit
– Real Estate & Facilities
• Jan 2012 - Expanded Lifeworks space to add another 25+ people.
– Operations Department
– Converted Existing furniture
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10. Results 10
Square Feet Per Person
20%
135 sq ft Today 30%
90 sq ft
108 sq ft
68 sq ft
Existing Campus Lifeworks Target
Move-in
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11. Survey Results 11
Space Utilization
& Capacity
Schedule
Innovation Life
Productivity Flexibility
Satisfaction
Hours Worked
15% 21% 18% 50% 20%
12%
Work Family
Conflict
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12. Interview Results 12
 Satisfaction with Work:
 40% stayed the Same
 60% increased
 Satisfaction with Team:
 80% stayed the same
 20% increased
 Satisfaction with Personal Life:
 30% stayed the same
 70% increased
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13. Key Learning’s 13
Recipe for success – Mid Management
In order to be successful, Mid Managers need to:
• Maintain unity within diversity to achieve goals of the whole organization
• Encourage & coordinate activities to build an inclusive culture
• Maintain fluid communications
• Build environment of trust & cooperation through cultural values
• Offer solutions not complaints
• Set the example
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14. Key Learning’s 14
Key Learning's / Observations
• Physical space modification and program branding lead to faster
employee adaptation / Employees feel “part of something”.
• The entire workspace is an extension of the workstation
• Department participation eliminates perceived inequities
• Ergonomics focused on employee and choices vs. workstation
modification
• Free Address / Non-reservable space self regulates itself
• Lockers are a necessity for transition / feeling of personal space.
• Presence awareness tools critical for success (MS communicator)
• Employees naturally work paperless
• Less time & resources needed for on-boarding new employees
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15. The “TRADELINE THREE” 15
1. Work/Life Balance is a Myth
2. Integration of Life & Work = Life Satisfaction
3. Lifeworks is a Business Strategy
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16. Questions? 16
David McGinty
Manager, Real Estate
Patterson Companies
David.McGinty@PattersonCompanies.com
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