According to Gallup, the ideal outcome of flexible work is two parts.
- Autonomy
- Accountability
This aligns with knowing your people’s StrengthsFinder strengths. Using our strengths to get the work done is an extremely personal process. No one can chart that course for us, because no one really knows what it’s like to be us. Great managers define the end zone, but not the path to get there.
And accountability is easy if we’re using our strengths. We get things done faster and more efficiently if we’re using our strengths.
If you’re a leader experiment with increased autonomy and increased demand for accountability.
And if you’re a worker hoping for more autonomy, you first need to demonstrate that you’re accountable. Then ask for more autonomy.
(data from It’s the Manager book by Jim Clifton and Jim Harter)
