Leadership Today - Practical Tips For Leaders
Business:Management
Summary
Much of the discussion around flexible work has focused on the ‘where’ of work. It turns out the ‘when’, ‘what’ and ‘why’ of work matter even more.
Transcript
Welcome to episode 169 of the Leadership Today podcast where each week we bring research to life in your leadership. This week we explore how the discussions around flexible work are often the wrong way around. Instead of starting with the ‘where’, we should begin with the ‘why’.
A lot of discussion about flexible work has focused on the ‘where’ of work. Can I work at home instead of the office? If so, how many days a week? Are you going to force me to come in particular days?
Interestingly, a recent survey of 10,000 knowledge workers in the US found the ability to set their own hours was even more important than working from home. While 78% of workers wanted flexibility for where they worked, 95% wanted flexibility over when they worked.
While people are focused on the ‘where’ and ‘when’ of their jobs, the ‘what’ and the ‘why’ of work provide even greater opportunities to engage and motivate people.
Clarifying the ‘why’ of the work involves identifying why this work matters, the broader purpose people are contributing to, and how this role contributes to that purpose. This sense of purpose helps with motivation - people are more motivated when they feel like they are contributing to something meaningful and important. And it also ensures people are working in the same direction. When things are unclear, they can refer back to this broader purpose to guide their decision making and efforts. This is what I describe as aligned motivation - people are motivated and heading in the same direction. But it’s possible to be aligned and not motivated, so what else can we do to motivate others?
Deci and Ryan’s work shows motivation is about providing autonomy, building capability and confidence, and fostering a sense of belonging through meaningful connections. If you’re interested in how leaders practically do this you can take a look at our Leadership Practices in the Leadership Today app for a free assessment and tips.
When you’re seeking to engage your people, it’s easy to become drawn into a discussion about the ‘where’ and ‘when’ of work. Instead, make sure you begin with the ‘why’ and ‘what’ of work before moving on to the ‘when’ and ‘where’.
Reference
Katherine Bindley and Chip Cutter. Workers Care More About Flexible Hours Than Remote Work , Wall Street Journal.
https://www.wsj.com/articles/workers-care-more-about-lexible-hours-than-remote-work-11643112004
Growing Gratitude Challenge - Day Three
Growing Gratitude Challenge - Day Two
Growing Gratitude Challenge - Day One
Growing Gratitude Challenge - Introduction
Replay - Turning Criticism into Feedback and Growth
Episode 116 - Exercise Reduces Stress and Stress Reduces Exercise
Replay - The Four Best Ways to Learn at Work
Episode 115 - Eight Steps to Effective Delegation
Episode 114 - Who Said Showing Emotion Doesn’t Pay?
Episode 113 - Leading Remote and Hybrid Teams with Gina McCredie
Episode 112 - Is Your Smartphone Killing Your Dreams?
Episode 111 - Can You Overdose on Mindfulness?
Replay - Four Ways to Build Hope
Replay - How to Avoid Micromanagement
Episode 110 - Productive Failure
Bonus - (Re)Building Trust Webinar
Episode 109 - The Single Best Question to Build Community
Episode 108 - Three Keys to Dealing with Defensiveness
Radical Reflection Challenge - Day Five - Reflection
Radical Reflection Challenge - Day Four - Gratitude
Create your
podcast in
minutes
It is Free
The Commercial Edge: Unleash the Power of People
The emPOWERed Half Hour
HCI Leadership Revolution
Human Capital Leadership
The Power of Music Thinking
BusinessWISE
Business Wars