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Posts Tagged ‘ROWE’

Book Review: Knowledge Nomads and the Nervously Employed by Rich Feller

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Knowledge Nomads and the Nervously Employed: Workplace Change & Courageous Career Choices

by Rich Feller

I had the pleasure to be in a class taught by Rich Feller, a distinguished professor of counseling and career development at Colorado State University.  He’s one of those profs of which people will say, “Oh, did you get to have Feller?” because he is so great at teaching, is passionate, shares so much of himself, has a huge impact on the lives of his students, and is no longer teaching.

I was in a class during his last semester of teaching (lucky me) about career concepts in organizations as part of my masters program focusing on organizational performance and change.  This was one of the books he assigned for our reading.  He wrote it in something like 17 days (granted, it is a relatively small book, but still!) in prep for a presentation he was giving.

This book is a fast and enjoyable read. So enjoyable and “right on” in fact, that I bought an extra copy to have on hand to share with others (“no, you can’t borrow mine, but I do have an extra”).   It provides insight into the changing nature of the employee due to globalization and technology impacts with insights into how schools will need to adapt to better prepare people to survive and thrive in this new global knowledge-focused and technology-driven environment. I recommend this to people who have responsibility for talent pipelines and for individuals who are thoughtful about future employability and viability.

…education must revamp its subject matter and teaching methods so that rigor and relevance are not competing goals. (p 32)

Further, this work offers organizational change agents 12 questions to tangibly measure the organization and it’s employees’ mutual effectiveness. (p 85)

The true democracy, living and growing and inspiriting…will not condemn those whose devotion to principle leads them to unpopular courses, but will reward courage, respect honor, and ultimately recognize right.” – JFK (p 131)

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How Ideas Spread – Insight from ROWE Movement

April 29, 2010 1 comment

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Results-Only Work EnvironmentI’ve been following the Results-Only Work Environment (ROWE) movement for a couple of years.  This workplace philosophy is based on holding associates accountable to results, not to how they achieve those results.  It’s not about creating a virtual work team, but about no longer equating the amount of time a person is at their desk with the actual results they produce.

  • Some people are more productive in a home office
  • Others get the most done at 6 AM in the office when things are quiet
  • Still others wake in the middle of the night with brilliant thoughts they can move forward with

I wouldn’t characterize the spread of ROWE as viral (see original post).  Still, I thought it would be interesting to see how it has been successful in breaking through organizational barriers.  Most recently, ROWE has grabbed governmental attention with a ROWE implementation to take place in the U.S. Office of Personnel Mgmt – creating an opportunity to shape national policy in the future.

Michael Barata - ROWE Zealot

I was fortunate to meet Michael Barata who is a “ROWE Zealot” now getting paid to spread this movement – a dream come true since as he believes it to be the future of work.  I spent a dynamic hour on the phone with Michael laughing and enjoying exploring the characteristics of this movement together.  Following are the key findings from this inspiring conversation about what helps and hinders the spread of  ROWE.

Facilitates Spread:

  • Everyday people are passionate about ROWE – staff level are most common followers.
  • It affects their very lives and livelihood.
  • Spread happens when leaders become interested in something other than the status quo.
  • Adoption of  is not limited to a common set of organizations (mid to small, non-profit, Best Buy, Government, technology).
  • It’s optional.
    • “If you start forcing [ROWE] upon people it can be just as toxic as the current status quo – it just becomes the new status quo.” – Mike Barata
  • Social media (access to information, people, and stories) helps build courage in people who want to make change happen.
  • People find out about it from other followers (in addition to the founders and leaders of the movement) – see How to Start a Movement….
  • Success stories are a powerful way to spread the movement (especially when coupled with social media).

Barriers to Spread:

  • Organizational policies (& even labor laws) do pose a significant barrier that must be broken down.
    • “Many of the beliefs people carry aren’t really their own, it’s what they’ve come to believe by others.” – Mike Barata
  • Opponents who are as loud or louder than supporters (regardless of how logical or illogical the argument)
  • Key stakeholders who don’t buy-in.
  • Some people never really realize that just because something is different, doesn’t mean it’s wrong.
    • Classic change management principle.
  • When people aren’t willing to stick-it-out through the challenges … there WILL be challenges.
  • The more people & processes required to change in order to spread the idea, the more barriers there likely will be.
    • It’s much simpler to spread ideas that only require individuals to do something (ex: reusable grocery bags).

Find out More about ROWE:

Categories: Idea Spread Tags: , , ,