A Culture of Trust
There are 4 key elements that help build a Culture of Trust that a Smart Workforce model requires to be successful. The type of culture that is confident enough in its values to encourage curiosity, experimentation and participation.
Want to know what the 4 elements are?
Our clients operate across many industry sectors and almost all are at war with their competitors to secure the best talent.
Time and time again, we have proven to them that a flexible, efficient workplace is a catalyst for growth. Offering smart working helps organisations to increase their connection with the best and brightest wherever in the UK they are based.
Communication, collaboration and motivating ourselves toward our best performance is enhanced when we use modern technology effectively. This doesn’t mean that you need new kit – it is often a case of tweaking what you already have to match the smart workforce options that you choose during a Feasibility Workshop
Smart Place, Policy and Processes
Adapting embedded behaviours and transforming traditional processes to align to smart working can be difficult where established HR policies and support service practices exist.
But when we create a confident and curious culture of 2-way trust – every last rule will not need to be documented. Instead, you will find that individuals will take responsibility for their own actions.
Still, it doesn’t hurt to develop a set of guiding principles around where and how smart working operates so that employees understand what is expected of them. Take a look at our Policy workshop
A smart culture won’t stifle authenticity – it recognises everyone is different and have their own reason for coming to work. Furthermore, it does not allocate the benefit of flexible working or space by hierarchy or seniority.
A smart culture recognised that housing all of your employees under the same roof and having the same conversations with the same people day in, day out, stifles both personal and business growth.
Start with yourself – are you truly open to change?
If smart ways of working are to be successfully adopted, then certain embedded behaviours must be challenged. Smart Working requires Smart Mindsets – Smart mindsets are open to new ideas. Some folk will require to shift from a fixed mindset, if they are to thrive in the new culture.
There are those who are good at finding problems – but don’t fix them. The smart mindset absolutely loves a problem – they see them as opportunities for improvement. Those who care enough to spot a problem and share it, care enough to design a solution.
Out the problems – allow mistakes – encourage pilots. Allow employees to be vocal. A smart business will see this as an opportunity to change, improve and drive a competitive advantage.
Smart Leaders , who manage distributed teams need a different set of skills to those who manage people in an office. A key trait of smart leaders is that they like to see other succeed wherever they happen to be working. Their purpose is to support others in their development and help them to give their very best performance.
Now imagine the opposite. A Leader who does not know the trade secrets of managing a distributed team will feel threatened or frightened they will lose control and even their job.
Develop people with smart mindsets into Leadership. Let them nurture your smart teams in the right direction.
The smart workplace focuses on organisations’ strategic goals and delivers long term benefits through a happy and flexible workforce.
Change cannot happen in isolation. It takes effort to combine people, place, policy mindsets, technology and leadership skills into a smart culture.
Take a look at our award winning Smart Leaders Programme