Next reboot-session where I am again actually taking notes is “Being Free within Organizational Structures – A conversation on achieving “free working” in a more traditional environment” by Robert Slagter:
Within the existing structures of a larger organization it is not trivial to be a “free worker”, even when the organization embraces the idea.
– goal: insights in how to cope with “old school” structures
– what does being free mean for knowledge workers (e.g. when, where and with whom and how; choose topics that align with passions; use tools that work best for me; …)
– organizations aren’t keen on providing freedom (yes, I know that one’s obvious) & freedom comes at a price (more responsibility; less structure and predictability; less guidance; …)
– Simple model of barriers that prevent people from venturing into a more free kind of working: 1. Myself & the people around me 2. Work setting, organization, technology
Now Robert asks us for our experiences and tricks to deal with these barriers, some topics discussed:
– problems stem in part from an outdated understanding of work
– we also need a new role understanding of leadership
– while the need for coordination of big tasks doesn’t disappear (and organizations will continue to thrive) a more 21C-way of working may appear alongside – flexible ad-hoc value networks, business ecosystems, companyconglomerates, etc.
– to leverage the full potential of your knowledge workers you better design for emergence and adaptivity, ie. allow for heterarchic configurations
For me it’s a different kind of game, as an independent consultant your work is life and life is work (still, work-life balance is a problem sometimes). In fact the line between work and leisure time is blurring, but out of free will. Still, as a freelancer you’re less bound and restricted by a boss (no, multiple clients don’t mean multiple bosses …) and most of the barriers I experience are self-set-up and well-thought out 😉