Flexibility

As someone with the need for FLEXIBILITY, you deeply value having options regarding how and when you work. As a motive, FLEXIBILITY is a close cousin of AUTONOMY, with the shared desire for self-determination. Micromanagement drains your energy, and rigid work environments and excessive guidelines demotivate you and can push you to disengage. You are significantly more energized and productive when you have the power to shape your work life in ways that allow you to perform your best. This may look like freedom to build your own schedule, determine your own methods, select where you work, what you wear or to choose your own clients and collaborators. You like to have choices – both big-picture and in your day-to-day – and you feel most capable and at ease in work situations that are accommodating and adaptable. FLEXIBILITY has some emotional overlap with the WORK/LIFE HARMONY motive, and you may value FLEXIBILITY because it empowers you to meet obligations outside of work and gives you space to meet your other motives. You resist too much structure, especially where you feel it is unnecessary, because structure can keep things (schedules, expectations, goals, business norms, professional relationships) from being able to evolve and bend when they need to. A meaningful facet of FLEXIBILITY is the capacity to bend without breaking. You value your freedom to bend, because you see freedom and adaptability as key to your ability to excel in a healthy way.

You feel this motive being met when…

+ Your workplace is flexible and can accommodate individual needs.

+ Your peers and supervisors trust you to perform, even if your process is different from their process.

+ Within your typical workday, you maintain the ability to respond to opportunities and needs as they arise.

+ You have reasonable freedom with the ability to choose aspects of how, when and where you work.

 This motive is at risk when…

– Your average workday feels restrictive and void of options or meaningful choices.

– Your manager, company, or others you work with are rigid and set in their ways with rules, processes, or expectations, without being open to change.

– Your attempts to increase FLEXIBILITY in your work life are met with resistance, judgement or disapproval.

A Work Wellness Check-In for FLEXIBILITY

1. On a scale of 1 to 10, how much FLEXIBILITY do I have in a work week? (1 = none – expectations at work are rigid; 10 = I can work however and whenever I want) What is my ideal number on this scale?
2. If I could have greater FLEXIBILITY in just two areas of my work life, what would those areas be? Is this something I’ve ever pursued or asked for?
3. Are work projects or assignments often given to me in step-by-step instructions? Or am I given flexible methods and loose guidelines to meet goals and expectations?

4. If I want more FLEXIBILITY, have I proven to my supervisor or colleagues that I am self-driven, able to organize and regulate my time, and efficient at meeting my goals?
5. Can I start small and ask for more freedom and FLEXIBILITY in one area, one day a week or one aspect of my work? Is that a good first step to gain momentum for this motive?
6. Do I feel I have meaningful choices about the who, what, when and where of my work day or work life?
7. If I have not had the opportunity to prove I can function efficiently in a flexible environment, can I discuss options for demonstrating my capability with my supervisor?
8. When it comes to PTO, sick days, dress code, work hours, parental leave, and other similar facets of my workplace, is my workplace culture rigid or accommodating?
9. What would my ideal work day look like? Do I have enough FLEXIBILITY to arrange most, some or none of my work days to look like this?

10. What are a few things that would be nice to have more time to do (e.g. take a long walk every morning with my dog, run a few errands at a less busy time of day, take a long weekend to pursue a hobby every month)? If I am able to have some FLEXIBILITY in my schedule, can I take advantage of it to proactively accommodate making time for, and prioritizing these things?
11. Is there a negative FLEXIBILITY bias at work? If I take advantage of FLEXIBILITY options, will I be in any way penalized or judged?
12. Do I work with or for others who fear giving people FLEXIBILITY will negatively impact results? Does this concern seem valid? What can be done to ease their concerns?
13. Can I arrange my work time flexibly? Why or why not? If I can, do I make the most out of this freedom? Do I help myself create greater efficiencies and optimize my time to the best of my ability?
14. How do my supervisors or peers respond when I express how important FLEXIBILITY is to my functioning in my role? Have I had conversations about FLEXIBILITY in my workplace? Should I? Would sharing the personal gains from having this motive met be helpful? 
15. How flexible is my own approach to work? Do I create or embrace chances to work more flexibly, or have I resisted FLEXIBILITY and independence? Why or why not? If I embrace opportunities for FLEXIBILITY, what is the outcome?
16. If I had a magic wand and could alter anything I chose, what kind of freedom would I insert into my current role or project? What would I leave as it is?