The next Better Collaboration video conferencing event on strategies for driving virtual workers’ productivity is coming up! The information that will be presented is geared towards organization leaders who’re interested in learning about the best tools and practices for virtual work arrangements. This event will take place on Wednesday, January 15, 2014, 2:00pm-3:00pm Eastern Standard Time/11:00am-12:00pm Pacific Standard Time. To register, please visit the Better Collaboration Meetup site. Details regarding this event follow: Continue reading
Previously, we explored cultural as well as psychological and sociological factors determining receptivity to telework implementation in various regions of the world. As you may have guessed, there are still more angles to explore. Here I’ll discuss some societal structures that impact telework adoption as outlined in Growing the Virtual Workplace: The Integrative Value Proposition for Telework by Alain Verbeke, Nathan Greidanus, and Laura Hambley with support from the recently published Remote: Office Not Required by David Heinemeier Hansson and Jason Fried. Continue reading
Information about selecting virtual team members with focus on the need to function globally and cross-culturally is scarce. As luck would have it, I came across some recommendations derived from Dr. Joel Paul Ginsburg’s work – available in dissertation form here. The following is a representation Global Symfony’s recommendations which I’ve modified for simplicity (see their website for details): Continue reading
Online collaboration tools empower us by providing the opportunity to maintain a presence in multiple locations at once. This concept is illustrated by the latest video created by the Flipside Workspace team. To truly appreciate the rich scenery and immersive experience however, don’t just watch the video… give Flipside a try! Having done so myself, I can tell you that this platform holds special appeal to untold numbers of Generation X and Y members who’re already adept at navigating interactive virtual environments. In other words, we can take to this like a fish takes to water.
Originally posted on Lisa Duncan | Alternative Workstyle Enthusiast:
Sometimes when working in an alternative workstyle, you really do need to be in two places at once. As a consultant, it’s the only way to be productive AND responsive to your geographically dispersed clients.
Readers of this blog know we created Flipside Workspace as the online collaboration platform for the consulting arm of Duncan+Coleverria, Inc. It’s worked so well for us, we’re slowly opening it up to other companies and small businesses. We decided to approach the introduction of Flipside Workspace using video, since most people have difficulty grasping the concept of using virtual worlds in a business setting.
It’s too early to tell if we’ve been successful, but we did have a lot of fun creating this. We put our blood, sweat, and tears into making it just right. Soon, Anna Marie (AKA The Awkard Gawker) will be writing about how we put this together in…
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“What can individual employees do aside from passively waiting to see whether or not there’ll ever be interest from those at the top?” is a big question that has been asked of me as a telework advocate. Christine Bhatkar’s post answers this question by outlining how to approach this diplomatically. Her post comes complete with a practical steps you can take to make the idea of establishing a remote work arrangement more palatable to key people in your organization. Read on!
Originally posted on Third Workplace:
Getting your boss and HR to agree to teleworking can feel like pulling teeth. No doubt, you already know the benefits of working remotely but it can be hard to put that in a proposal that is appealing to management. If you’re looking to make your case but you don’t know where to start, try these tips below.
1. Explain how telecommuting will benefit the company directly. If it means you don’t have to write an expense report then bring that up. If it means you can log on earlier each day then mention that. Most businesses want to know how it will affect the bottom line, so be sure to highlight any cost reducing benefits. Try putting together cost/benefit analysis.
2. Include recent studies that show the benefits of working remotely.HBR recently posted an article that talks about the benefits of telecommuting. Bring these studies with you to…
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One question telework advocates often entertain but can’t definitively answer is, “When will working anywhere and anytime gain more widespread acceptance?” Having researched this topic extensively, I’ve seen plenty of predictions that didn’t come to pass. Moreover, many are scratching their heads asking questions along the lines of, “Why hasn’t this happened already? We had the technological capability back in…” Yes, to a great extent, we are still working like it’s 1980. Furthermore, others muse that it will take a disaster of epic proportions (e.g., major natural disaster, pandemic, etc.) for the powers that be to change the way we work.
We know that new ideas and situations are scary to many, however I wanted to go beyond the scariness factor. Delving into factors that come into play with regard to coming up with a good, educated guess only opened up more issues to think about. Upon researching why it’s so difficult to predict if and when innovations gain acceptance, I came upon this wonderful explanation of factors which provided much fodder for thinking about the issue of resistance to telework. Excerpt: Continue reading
From David Matsumoto’s The Handbook of Culture and Psychology:
The next two decades promise to be even more exciting for research on culture and emotion. Interesting programs have sprung up all around the world and in all disciplines of psychology. New technologies for mapping culture as a psychological construct on the individual level are being developed, as well as ways to measure precisely moment-to-moment changes in our brains and bodies when we feel or judge emotion. Collectively, these endeavors will tell us more in the future about the relationship between culture and the physiology of emotion, the representation of display and decoding rules, emotion perception, and culture itself in the brain (p. 161) Continue reading
First there was telecommuting. Then there was telework. Now telework is workshifting. WORKshift, an organization “dedicated to promoting, educating and accelerating the adoption of flexible work programs that allow companies across Canada,” explains:
WORKshift is more than just a telework program.
It’s a flexible work program that focuses on results, not the hours an employee sits at their desk. Continue reading
By now many of you have heard the news about Yahoo’s CEO, Marissa Mayer, requiring all remote workers, regardless of where they live, to become onsite office workers or else quit. Even those who telecommute one or two days a week will no longer be able to do so. If you haven’t heard about this, here’s the story in a nutshell: Continue reading
“But not everyone can work this way!” is the most common, instinctive response I hear when talking about telework (especially in a full-time capacity) or results-only-work-environment (ROWE). Through everyday conversations I learn about instances where a full-time teleworker had a difficult time working this way because the presence of a spouse or child at home was distracting. In such a case, I point out that teleworkers need to establish ground rules before attempting to work from home. Moreover, one can still keep daycare arrangements, enlist the services of a sitter, or work at a co-working facility if one is available. On the other hand, I’ve experienced working with coworkers who’ve constantly distracted me with non-work related issues as well (e.g., peppering me with questions about whether or not I want to have children for the umpteenth time), so working in a centralized office isn’t a definite solution to distractions. My conversation partner also pointed out that I’m just lucky to be able to function more autonomously and not need so much social support at work and that this is the reason why the benefits of telework speak to me so much. She followed up by saying that other people are not this way, but I already know that. Continue reading