Replace:
“Report To”
With:
“Work with”
Replace:
“Organizational Chart”
With
“Accountability chart”
Sure, someone’s responsible to and for something or someone
But “work with” and “accountable for” make everyone truly a member of the “team” rather than “have’s and have not’s”
A staff team gets more effective traction.
Pulling in the same direction.
Back in early December of 2020, one of my outside board of advisory members asked me this question, “So now with COVID19 reality and remote work, what are you going to do with this building?” My immediate answer was brilliant, “I don’t know.” Subsequently the board members, my partner, and I, engaged in a discussion about the pro’s and con’s of having a substantial office space that was equipped for doubling the size of our staff, assuming everyone was in the office. “What do you think the odds are that everyone will return to the office?” “Do you envision a reality where 100% of staff will be operating together 100% of the time, with no offsite remote work?” “How do we justify the overhead costs with empty space?” “What’s the value?” Many of us are asking these same questions.
I recently participated in a PSMJ (Professional Services Management Journal) webinar about current compensation strategies and the future of human resources (HR) in A/E firms (Architecture and Engineering.) Multiple surveys were taken from the 300+ participants during the 1-hour session. All were dealing with the questions of remote work, partial remote work, in-office, out-of-office, and so on. Interestingly, while multiple hybrid work models were the largest percentage of the sampling, a follow up analysis showed that only 5% of people wanted to remain remote and work at home 100% of the time. If you had gotten answers to the same question one year ago in February of 2020, prior to everyone actually doing remote work, you would have gotten a much higher percentage.
The debate is real. The questions are substantive. We’ve seen big companies choose to not occupy new headquarters buildings, to cancel new leases, and to stay in current spaces. We’ve seen some say “we’re going to be 100% remote now forever.” We’ve seen some still going ahead with buildings equipped to house all or part of their staff. But the reality is, everything has changed. What was once the norm is now disrupted. It was going this way, but the COVID19 pandemic reality accelerated the process; it created the cause-effect response available in a connected, internet-based, digital world. Response to the remote-based work environment, hybrid models, or 100% in-office, are going to vary by industry, company, and position. All I know is that it’s going to be different.
Once again, the question: “So now with COVID19 reality and remote work, what are you going to do with this building?” I’ve been thinking about this continually, monitoring our experience, getting input from others on an Executive forum thread with PSMJ, listening to staff, to podcasts, gathering information, talking to clients, related businesses, and more. I’ve been watching the realities hitting retail in the pandemic and digital environment as well. We all know that the future, and the “now”, of “brick and mortar” retail is quite different. Smart retailer’s have gone digital, while also showcasing some of their work and products in specific stores. Outlier stores have been closed, inventory in the remaining stores reduced, and more invested in online and warehoused inventory. So what about the future of the “office?” What about the future of it in the context of professional services? How about more specifically in A/E? Here’s how I envision it.
Think “flagship store.” The future of “the professional service office” is a multi-dimensional experience for all who enter, all who are affiliated with the company, including staff, clients, vendors, affiliates, referrers, advocates, collaborators, students, recruits, and more. Just as smart retailers have put in place digital infrastructure while creating a physical retail location that is experiential, showcasing products, services, and supporting their brand, such is the future of the professional services office. What does this multi-dimensional office look like? What is the envisioned experience? What is it? What is it not? It will depend on the location, industry, work type, and so much more.
It is no longer simply a place to go work for 8 hours a day and go home. It is no longer a static space to just do work and collaborate with clients and staff. It’s a “watering hole” a “community well” a “gathering place” for the industry, domain, practice segments. It is a representation of brand through physical placement of things representing the work, through digital experiences accessible in multiple areas throughout the facility, where clients can access and reference the showcased services, engage electronically, or personally. The 3-D printer is continually printing samples of products and goods supported by the service. Spaces are nimble and flexible for collaborative teams. Spaces are hybridized. Glass is more prevalent in creating separation and visibility at the same time. People can talk to a representative like they do at a bank. Services can be ordered and procured on the spot if desired. Clients, supporters, and other people connected to the company can come and use common spaces as a “third space” to use wireless, collaborate, take a coffee break. Staff members work productively whether from home or from office based on the need, the work typology, and tasks at hand. Projects are displayed physically, and electronically. The space is a shared work space, brand support, resting space, and more. It is a media center as well. The podcast (if you have one) is produced from a studio in the office such as the one I produce called “The Creating Structure Podcast.” When not accessible, staff, clients, and constituents can have a virtual experience.
Everything we do, including the facilities in which we work, are an opportunity to support and express brand; to express innovation, attract, retain, support and care. The facility, in my reality, has always been required to communicate as much as possible about who we are in the physical expression of the space.
I’m looking forward to creating more of a “flagship” office experience. That’s what we are going to do. That’s how we will use the space. Now let’s see how much we can make it a reality.
I couldn’t get to the trade show floor until 10:00 am. That meant 15 or 20 minutes to kill. I looked around at the options and said to myself, “Why not stand at the bottom of the escalator? There’s no better place to see and meet people.”
In the sea of people there were two gentlemen standing near me with name tags that noted their business location; Nantucket, MA. I had just returned from a business trip to Boston the week prior, and then spent 4 days on Cape Cod. It wasn’t Nantucket, but it’s close enough. I started a conversation.
We talked about their work on the island, about the culture, what kind of support they needed, and how they managed logistics. They asked what I did. We shared business cards. I invited them to contact me anytime and they did the same. Then we both went on our way.
That was about 5 or 6 weeks ago. One of the guys, Lee, called me today. “Hi John, I don’t know if you remember me or not….” “Of course, I said. We met at the bottom of the escalator!” “Yep. That’s me.”
He said he needed some engineering support and asked about our availability at Wheaton Sprague. He asked what the next steps were. He said he’d email me the info. I said I’d assess it and get him a proposal. He said, great.
How do we “kill time” while waiting? Usually with our head in a phone or waiting in the wings. That particular day I chose to engage at the bottom of the escalator; to be where people were congregating. Who would have guessed? We never know when an interaction will lead to more. But most business is relational, whether B2B or B2C. How’s your engagement going?
Names have been changed for anonymity in this blog
Anne and Dave live in the middle of the island. He’s a contractor and handyman. Anne cleans houses. They lived in Panama for a bit and then came back to the states. The island suits them well. They invited our little group for a spontaneous visit while we were driving golf carts down dirt roads past their home one day. Of course we stopped. That’s what one does on the island.
Julius owns a business, but prefers to live on the island so that’s what he does. He’s got a management team to run his company, so his work on the island hosting people is a labor of love. He’s one of the most hospital people I’ve ever met.
Rich and Donna are long term renters. They stay for most of the winter to escape from up north. They are embedded in the community here and have lots of friends from North and South that they visit and entertain. Both are retired and don’t need to work anymore
Gary and his wife Elaine came to the island from up north a few years ago for the first time and bought a house immediately. He owns business as well but is in the process of selling. He can work remotely or travel back and forth. Either works for him. Quite the world we live in.
James and Carol have a home on the island and live part time here. They are connectors. Generosity defines them. We have become very good friends. James never met a stranger and will lend a hand to anyone in need. Hospitality is one of their gifts.
Betsy and Rob are super handy. They live here half a year in winter and spring, and spend the remaining months up North in the snow belt when it doesn’t snow. She is an artisan, he is retired from owning a trucking business. They grow flowers, orchids to be specific, and have a little greenhouse. Rob can fix just about anything. You’ve got to be able to fix stuff on the island.
Then there’s countless others; renters and homeowners, short and long term, the boat dock numbers, the landmarks, the houses, those for sale and those not; the lending library, the dirt paths, the little church, high tide, low tide, and more.
Everyone has a story. There’s common ground on an island. There’s community if you want it. People help each other because you’re always going to need help. Spare parts don’t get thrown away easily, because you or someone else will need them at some point.
We ought to live as such in our off-island neighborhoods instead of always running about in the hustle and bustle. Neighborhoods are islands within a city or suburb, but the vibe isn’t typically there.
When is the last time we talked to our neighbor, volunteered to help at random, stopped at someone’s fire pit spontaneously, or asked someone if they had a spare valve in their toolkit?
We shouldn’t have to live on an island to build community.
Post project review meetings are arguably the most important project and team meetings in an organization (and a required SOP now at my company) since it defines lessons learned; what we did well, what we did not, how we can improve. It helps identify “the experience” of the team and the client. It’s ALL about the client’s “experience.” The team’s experience is equally important (client experience is only as good as the team experience and service to each other)
There’s many hotels, restaurants, auto dealers, contractors, engineering firms, professional services corps, ALL TOUTING the SAME THING.
Which one’s do you like to frequent and write checks to? Those with whom you have a positive experience or a negative experience ? Positive experience (gratitude, smiles, fair price, great value, delivering on what has been promised) means repeat business and growth.
Post project reviews are necessary for company and professional advancement.
All progress starts by telling the truth. These meetings are great truth revealers and tellers. We learn and grow through doing, celebrating wins, and fixing problems.
Prior to our December staff meeting I wrote this to key colleagues helping me to prepare for the meeting. Sometimes we need to just put it out there. The feedback I got was so meaningful and led to a great meeting and connectivity.
“You know me, normally I have much to say. But I’ve been so deep into the dirt and operations, and I am so fatigued mentally, that I am struggling to even have or organize a message. It’s not often we can all meet in staff meeting, so it’s critical that any message is clear and delivered well. So I need to lean on RS, DP, GR, and you for insight and input. If I could say what I want to say, I am not sure if I would say:
1. Thank you. Thanks to everyone on staff and all our colleagues. Companies are only as good and as happy as their people. Thank you all for everything you do day to day to care.
2. Merry Christmas. Happy holidays. Enjoy your family. We are not our work, it’s just what we do and how we try to bring value to the world.
3. Have Debra to tell everyone what we’ve distributed in 401k match this year to help people in the FUTURE to have an income stream after they retire, and to update on any benefits.
4. Let everyone know we have 6 people in NC and they just celebrated year 6 anniversary.
5. That we need their inputs and engagement in all of their realms to make the company better and to improve service to clients.
6. That I value and care about each person
7. That 2018 can be our best year ever
8. That transparency and vulnerability is some of the magic in bringing strength and connection to relationships
I don’t know what to say. Maybe all of the above or maybe none. You all tell me and we will all come together prior.”
This dialogue opened the door for such good inputs, and a really good meeting. I love our people. We are all in the same boat. We all have to row together.
What’s your message?
So are you inclusive or exclusive?
Most of us like to think we’re inclusive. Our opinion, however, doesn’t really matter in this regard. What matters is the opinion of those who are on the other end of the experience with or around us.
Most of us are far less inclusive than we think, and that’s stating it kindly.
Do you know who’s responsible for being inclusive? Everyone. But it needs to be, as a minimum, the person who is, or is becoming, a leader. It’s easy to take the simple route by excluding people. It takes effort and intention to be invitational. Leadership is intentional. Leadership is inclusive.
We’ve all felt the pain of being excluded. When we take that experience and become inclusive with the folks that may not crack into our group, our perceived social structure, our meeting, or our inner circle, we are reversing the pattern.
When we share with other people for their benefit, information we’ve learned at work, that’s being inclusive. When we invite into any space a person that we don’t always understand, don’t know well, or that is different from us, we are being inclusive.
Are you and I being more inclusive or exclusive? Try going outside the comfort zone and extend an invitation. Broaden the circle. When circles get larger, they capture a broader area. Sometimes they overlap with other circles. The overlapping space can lead to something special. We might be surprised at what happens.
JOHN L WHEATON BLOG 