Everyone is fond of bringing up 3M and Google’s practice that offered their employees “20% Time” to try out new ideas outside of their job description. In other words, one day out of their week – they didn’t have a title or a job description – but rather just the organizational goal of making their company better.
So we’ve all heard of different permutations of this flexible time, but what about flex boundaries? Although it certainly behooves organizations to offer their employees organizational objectives so that everyone understands the goal that they are collaboratively working towards, an employee’s role should never be so prescribed that they have no freedom to be creative.
Here’s one of our favorite examples: when Allstate was looking for design ideas for a mobile app that it was launching, the winning idea was sourced from one of the firm’s trial attorneys based out of the Buffalo office – hardly the head of their mobile marketing division. And if everyone just stuck to their job descriptions and never concerned themselves with the larger needs of the organization, then the pace of innovation today would be a lot slower.
This is why the idea of “innovation without borders” is gaining traction. That job flexibility applies to a number of parameters – including the boundaries that once separated different departments from one another, different, organizations from each other, and those organizations from the rest of the world that they serve. In the borderless innovation program, everyone can play a role in making the world a better place.
If you’re interested in learning more about “Innovation Without Borders,” register today for our upcoming webinar.