I have been thinking a lot about distraction and workflow of late. You may have noticed, its got me posting again. If you visit any freelance web site there are pages and pages donated to the ever sought after perfect workflow. The ultimate task management system. Its a bit of a holy grail for some. Others seem to get it early and keep it. My wonderful hard put upon wife has one called “write it down” she puts her tasks on a piece of paper and crosses them off. eventually a new piece is started and anything outstanding carries across. It is simple and it works for her. It does not work for me, because I need my work items in my work space which is firmly on the email/ messaging side. Paper just becomes disconnected.
I have spoken before about allowing people a great deal of flexibility to use systems which work for them and allow them to collaborate fully with the team. Its not easy to achieve and because of that all too many organisations dont seek to do so, imposing a system which suites the top and then blaming everyone down the chain for somehow failing to achieve.
When I served in the British Army I was lucky enough to be in a unit which valued individuality yes it did. I was once told by a senior officer that in respect of equipment we could wear what we wanted as long as we could do the job. He understood that a lot of the kit the army gave us was actually sub standard and made it hard for us to do the job. He knew there was better equipment and methods available and that given the chance we would grab them. We did. Our performance was better because we where comfortable and dry.
So if the army can allow its soldiers leeway to create their working conditions and their work flow as long as they can do the job, why cant a business?
Some would say its about control, like the CEO who micro manages or the Manager who is scared a subordinate may do a better job. I say its worse, its a lack of value. When you restrict your employees and do not allow them to take ownership you show how little you value them. When you do not value them you cannot then complain that they are disengaged from the job at hand.
If you value them, you trust them and that means you know that they have different ways of doing things but that it will get done. In time they will work out how to ensure they work together as a team. That may take some nudging and guidance, which is what managing is really about, not bossing.
So you can have a winding work flow where they try to get around your system or a smooth one where you work with theirs and direct them to achieve your outcome.
