Apr 18 - May 8Phase 1May 8 - 27May 28 - Jun 5
Brief Overview - the notion is one of organisations having an adaptive approach to work, by giving individuals regular opportunities to choose a proportion of what they do rather than having it all determined for them.
It will enable individuals to develop new skills, knowledge and experience through a variety of different options.
These options could be defined by the organisation (e.g. projects or departmental assignments) the individual (e.g. a piece of research) or other people in the organisation (e.g. a hack).
It will also give individuals the opportunity to complete some formal learning (e.g. internal or external courses), do community work or take time out.
It will facilitate the movement of talent around the whole organisation.
It will require strong leadership, co-operation and commitment to a new model and a new way of thinking about work. New skills including an ability to deal with and overcome complexity will be required. It may need a new financial model for the organisation.
Example - the figures used in the notes below are illustrative only.
Individuals employed by the organisation will have an employment contract of 40 hours and a set of core job role activities that make up 50% of those hours.
Every 12 months individuals choose from a different set of organisation-wide options to make up the other 50% of their hours. Individuals can choose up to 4 options from across different categories. For example:
Additional core (capped at 75% of the total hours)
Barriers To Adaptability Being Overcome - hierarchy, habit, inflexible business practices, rigid structures, skills deficit and insufficient experimentation.
Related HR Processes - talent deployment.
Related adaptability principles - experimentation & learning, autonomy & trust and creativity.