Tag Archives: work

The digital, online world, can give us back our lives: if only we let it

In my last post on this subject, digital progress may give us more analogue time, I provided a link to one tech firm’s vision of the future. What is the ‘future’ depends where you are right now, of course. The vision provided by Virgin Media is well into the future for most people; but for others, there are parts of this vision that is already reality. For example, the freedom exhibited by the main ‘character’, to visit her father in the countryside whilst on the same morning taking part in an international online meeting. The ‘tech’ shown is futuristic, but I (and many colleagues) do this every week, as we talk with each other around the world.

Time is finite. We cannot afford to waste it. Most of us feel that we do not have enough of it. Time is therefore a precious ‘commodity’, to be traded. You sell your time to your employer, or clients. You give your time to others freely, by personal choice. You wish for more time with some people, those you love, and who love you – that time has a higher premium. Do you trade that time for ‘paid’ time, sold to your employer? Maybe you have to do that – maybe time is short, but so is money!

I am forever telling my teenage children not to ‘waste’ time online, in their own digital world. But at their age, they have more time free, and therefore more choice. Depending on the stage in your life-path, you have less time as an adult, and eventually (we all hope) considerable free time as an older retired person. But somewhere between 25 to 65 years of age, most of us hit ‘peak time’, with little room for anything else but work, family, friends, and other commitments that we pick up along the way.

My point? For busy people, somewhere in that mid-life section, a better digital life can provide more analogue time: i.e., the balance of digital and analogue life.

To me, it is about work (using the widest definition – i.e., what you do between rest, play and leisure time) and place. The latter being key to life balance. In the days before our digital life, we needed to be somewhere specific to do our ‘work’. Many still do, but so many more people are now finding that they can get at least some of their daily work done in any place. Test it.

Take the most unlikely digital online worker – someone you think must be somewhere specific to do his or her work. Say, a Police Officer? Mostly, we want to see Police out in public, as we feel reassured and safer (in the UK anyway!), but they also have to write reports, fill in forms, exchange emails, as do the rest of us. Some of that could be done on a laptop or tablet, somewhere non-specific. That could be in a school cafeteria, or staff common room (public building) rather than tucked away in a police station.

Better still, if that school was close to home, whereas ‘the station’ was many miles away, that Police Officer may be able to finish off the ‘paperwork’ (now, less paper, more online) and meet his or her child from school….straight into high-value analogue time. So, digital life has just added to analogue life. Without it, the Police Officer is many miles away, stuck in the Police Station, filling in forms. And his or her child is in after-school club. Both lose valuable time, forever.

Should we invest more in digital, to give us all back our high-value analogue lives? I think we should. What do you think?

Paul (@paulcarder)

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The Resilient Workplace

By Judith Heerwagen and Michael F. Bloom

In systems biology, resiliency is the capacity of a system and its inhabitants to bounce back from disruptive change, to cope with adversity without losing essential functionality and identity. The result is a more adaptive state with a greater capacity for effective re-organization. At the U.S. General Services Administration (GSA), we have been implementing strategies to make the GSA’s vast number of workplaces more resilient and, thus, sustainable.

The GSA’s Office of Federal High-Performance Green Buildings is the GSA’s green building center of excellence. As the federal government’s high-performance building thought leader and catalyst, the office strategically facilitates the adoption of integrated sustainable practices, technologies, and behaviors to accelerate achievement of a zero environmental footprint. GSA oversees 37.02 million square feet of office space in 9,624 buildings owned or leased by the federal government; 12,536 federal employees work in these buildings. Thus, the lessons from GSA’s federal building stock can be applied to many workplaces, large and small, in many contexts.

The federal building “system” today is much like a biological system facing disruptive change. The need to achieve aggressive environmental, financial, and operational goals and to reduce the federal spatial footprint, while maintaining the health and productivity of the workforce, is creating strong pressures to change. Can the built environment—and specifically the workplace—respond to disturbances and stresses with resiliency? Can we intentionally develop the capacity to adapt and cope by drawing on lessons from the natural world?

It is possible, but it will take unprecedented integration across boundaries, drawing on the knowledge and skills from disciplines that do not normally work collaboratively. Designers, technologists, policy makers, building operators, organizational and behavioral scientists—all have parts of the knowledge required to build a new way of thinking about work and workplace.

Unlike other organisms, humans have the potential to anticipate, create, evaluate, and change based on feedback and evidence. A resilient workplace requires a shift in the way we think about, use, and value space and highlights the need to establish feedback loops in order to adapt to and replicate what works. It also requires a shift to a more science-based understanding of the nuances of human behavior.  Ultimately, the main source of resiliency is people. Thus, we need to shape the workplace and its support system to provide the experiences that promote the human capacity to be creative—both individual and organizational—in the face of challenges both external and internal.

We define the resilient workplace as a system of interlinking components, none of which alone will generate resiliency. But in combination, they create synergies and mutual reinforcements that will drive the co-evolution of behavior and place toward resiliency.

The components include:

• A new way of thinking: Consideration of the workplace as an integrated whole, attuned to the relationships among space, management, work behaviors, policy, furnishings, technology, operations and communication practices. Today, most of these capabilities are in boxes and organization charts, each with its own perspective, rules, and ways of thinking.  Removing the barriers created by boxed thinking may be the most difficult challenge to implementing the resilient workplace. But as people learn to work collaboratively, the desire to engage others in thinking and planning will occur readily if it is nurtured.

• An evolution away from individually owned space: If work is not where you are, but what you do, why continue to assign individuals permanent space that remains vacant 60 to 70 percent of the time? This is a prime example of a non-adaptive workplace:  people for more than a decade have been characterized by mobility at work—whether just moving from meeting to meeting, or more broadly in multiple cities. Exchanging static, individual assigned space for the appropriate blend of support spaces that fit how work is accomplished broadens access to space that supports agency mission and releases resources that are unnecessary or wasteful. Assigned workstations may soon be to workplaces, as the vestigial appendix is to the human anatomy—present and taking up space but without performing a useful function.

• An evolution toward dispersed functionality: To be truly effective, the physical workplace should be just one node in a multiplicity of spaces that support connection among people across time and space boundaries. Organizations in which dispersed work teams become routine and the norm will be more effective in carrying out their missions even when disruptive events occur. Having the right kit of tools and technologies to work effectively as a team from multiple sites is a critical component of dispersed functionality.

• An investment in social capital: the workplace exists to support the people who work there, an employer’s most valuable resource. To survive, the workplace should service a niche and provide value that isn’t fulfilled elsewhere.  We believe that real value is supporting the synergies that drive effective teams. Face-to-face interaction is important for enculturation, socialization, creative problem solving, negotiation, and setting strategic direction.  But maintaining relationships in between face-to-face meetings can be readily supported from multiple locations, as can quiet, focused work.

An evidence based process: one that uses performance results as a basis for design, operations, technologies, furniture, and equipment purchases, as well as policy making over the life cycle of the workplace. By evidence, we mean not just objective data on factors such as space utilization, but also the tacit knowledge that develops through experience to become “know how.”

Elements of the resilient workplace

Taken alone, the elements that support the resilient workplace are not especially novel. Their transformative power comes through their combination. Here, we outline the key elements of the resilient workplace.
Space: Invest in space as social capital with focus on the different ways people work, focusing on collaboration, co-creating, and learning. Plan space by attending to best practices in indoor environmental quality, ergonomics, comfort, worker performance, operating performance, and technology supports. Space is no longer owned by individuals or linked to status; it may be shared with other organizations.
Furnishings: Furnishings are varied, flexible, and interchangeable—like a stage set that can be reconfigured easily. Ergonomics and comfort are critical, with an emphasis on work surfaces, including collaborative white boards. Increase reliance on consolidated storage of files and documents and ready access to shared electronic files.
Technology: Wireless, cloud-based, pervasive mobile tools (laptops, smart phones, tablets, etc.) are embedded into work practices with comprehensive technical support. Deploy technology to aid understanding, relationship development, information visualization, role playing, scenario development, and other practices that enable people to see in new ways. Technology supports both face-to-face and dispersed collaboration.
Management Strategy: Manage to performance rather than presence; create opportunities for cross group rather than stove-piped work and reward it when it occurs.
Work Behavior: Empower people to work wherever they work best; work is not where you are but what you do. Emphasize collaboration to achieve results and develop practices that work.
Policy: Co-create policy with workforce; policy becomes an accessible, living document that changes with new evidence to reflect
best practices.
Sustainability: The touchstone for all aspects of work, office design, renovation, and operations is sustainability, including life-cycle financial sustainability.
Operations: Building tenants are actively engaged in the impact of their behavior on how facilities function. Policies and programs to actively support behavioral change are common practices. Web-based discussions share how individual behavior affects building performance and how building performance impacts tenant health and productivity.
Communication: Communication is multi-modal and ubiquitous through asynchronous meetings, social media, chat, Webinars, and collaborative creation in the cloud.

A resilient workplace will succeed only where these characteristics intersect, and will thrive only when people are empowered and supported to work in new ways. Many of these elements are currently in place in public and private sector offices and telework experiments. But rarely have the elements been integrated in a systems perspective across the workplace life cycle.

Judith Heerwagen is an environmental psychologist specializing in the human factors of sustainability. She is a sustainability program expert at the GSA’s Office of Federal High-Performance Green Buildings, where she focuses on integrating research into policy making and on the relationship between building social and physical systems. She is co-editor of the book Biophilic Design: The Theory, Science and Practice of Bringing Buildings to Life (Wiley, 2008).
Michael F. Bloom is a sustainability and green program advisor with the GSA’s Office of Federal High-Performance Green Buildings. He is a workplace strategist and project lead for GSA’s new Sustainable Facilities Tool,
www.sftool.gov.