We also outlined  four key business strategies that can be supported by flexibility in the organization.  These are:  

1-Employee Attraction and Retention

2-Improved Productivity

3- Improved Customer Service and Satisfaction

4- Effective Operational Management

This third posting will cover the last two strategies.   Why are these strategies key to a business case for building a flexible work culture?…….or said another way…… How will flexible work cultures actually help to accomplish these business strategies?

Improved Customer Service & Satisfaction
Flexibility can improve client service in a variety of ways that include extended hours, deeper bench strength, improved employee engagement and improved back up service. When customers need extended hours of access to service providers this does not always mean that the hours need to be served by one person. Flexibility promotes stronger service by the team as a whole. Putting flexibility in place regarding work hours can be an improvement for customers and teams simultaneously.  This pertains to internal and external customers.  With a little planning and good communication, a flexible work culture can extend the amount of hours we are available to our customers and the quality of that response. For example, a team can agree that one individual desires to begin work very early in the morning and wrap up late afternoon while other team members prefer to begin work late morning and wrap up in the evening. With both of these team members covering customer communication- the customer is covered for a 14 or even 16 hour day on a regular basis while still matching the desired work hours of those on the team.  Multiple time zone issues are also impacted positively by these arrangements.  Flexibility creates a powerful productivity enhancer and barrier to exit within the team while simultaneously improving customer service and building stronger continuity and relationships. In addition, the team members share customer coverage and communication and develop stronger skills for future advancement. If there is turnover in the team at some point, the relationship with the client does not rest in the hands of one person. The team relationship protects the customer relationship and increases continuity which will directly improve customer retention which is a top concern of many organizations today.  Customer satisfaction and retention is a number one concern according to a 2009 PCPS survey. Serving current customers is much more profitable then acquiring and acclimating to new clients. Customer retention is a significant bottom line issue for all organizations and one that can be improved by well executed flexible work culture efforts. Employee engagement is improved when desirable career components such as flexibility are available. Flexibility fit is a powerful predictor of employee engagement for employees of all ages. Increased employee engagement has been proven in research to predict increased customer satisfaction.

Effective Management
A flexible work culture can positively impact the effective management of an organization which is most significantly a bottom line issue and important component of the business case. Flexibility improves organizational management by impacting the costs related to the peaks and valleys of work flow, both predictable fluctuations such as seasonal changes and unpredictable fluctuations such as timing issues, growing and shrinking practices or markets, sabbaticals and absence leaves. Consider the following scenario. An organization requires a 40% increase in hours to complete seasonal work each month for four months. Company #1 deals with the increase by requiring individuals to increase their hours to cover this gap in hours and may be required to pay overtime as a result.  Organization #2 hires additional resources  who work forty to fifty hours per week to cover these additional seasonal hours. Some of these individuals work part time during other seasonal flux periods, others are completely non active in the slower seasons which works with their family and/or personal life considerations. Other team members make themselves flexibly available in the slow period should any periodic project work arise that requires additional hours over and above those available with traditional staffing. In Company #1 most individuals are required to work significant overtime during the seasonal work period which limits the talent pool that is willing to work with Company #1 and increases turnover and burnout among those who do. The turnover, burnout and stress related ailments increase costs in recruitment, training, medical leave, and health insurance. In Company #2 those individuals with traditional full time schedules in the Firm are not required to work significant amounts of overtime unless they wish to do so. Moderate levels of overtime are compensated properly. Unsustainable levels of overtime are not encouraged as this creates poor role modeling and misconceptions about what is required to advance in the organization. In each individual case, compensation is adjusted accordingly to ensure company metrics are met.

Flexibility enables customized career and life integration design while simultaneously providing depth in staffing for planned and unplanned contingencies. Flexibility is a two way concept. Individuals who are able to access flexibility when desired are very often willing to respond when the organization requires flexibility of them to accomplish business needs and/or meet unusual or unpredictable customer needs. Decisions are not static and therefore morph as individuals move through different stages of their lives. This adjustable model increases the number of years of employee retention which decreases recruitment, and training costs. With a flexible work culture and deeper bench strength, changes in practice/market volume and other volatilities in business are more easily staffed at a lower cost with less negative impact to the customer such as delays or poor work due to stress and burnout.

Conclusions
Building a flexible work culture is a business tool that supports the accomplishment of other business strategies. The business case for flexibility is supported by a deep connection with many common business strategies in play today in most organizations. The business strategies include: top talent attraction and retention from almost all pools of workers, productivity gains, improved client service & satisfaction and improved business effectiveness. It is not difficult for any organization to create a strong business case for flexibility that is tied directly to its primary business objectives in a very specific manner. The organizations that begin to approach the building of a flexible work culture in a determined, systemic, and strategic manner will be building a strong competitive advantage.

mlbennettconsulting.com

We also outlined  four key business strategies that can be supported by flexibility in the organization.  These are:  

1-Employee Attraction and Retention

2-Improved Productivity

3- Improved Customer Service and Satisfaction

4- Effective Operational Management

This second posting will cover the first two strategies.   Why are these strategies key to a business case for building a flexible work culture?…….or said another way…… How will flexible work cultures actually help to accomplish these business strategies?

Employee Attraction & Retention

As stated above there are very few employees that go thru their entire career without the need for flexibility at some juncture.  In addition we know that there are many groups within our talent pools that require flexibility as part of a desired career package.   Dual income families are the first group that comes to mind.  [1]Eighty percent of all couples in the United States are dual income.  This means that both members of the household work in jobs outside of the home.  Many of us can remember a time when all those we worked with were from single income families.   Many of us may still be members of a single income family; however this is far from the norm.  Only 20% of the population have an adult at home full time managing household tasks .   This percentage is shrinking as we move forward.  Our organizations are still in many ways structured as if everyone has an adult family member at home managing the many things that must be done to run a household.  As a result we may not even be aware of all that it takes to keep a household chaos free.  Most individuals in the U.S. do not have this luxury.  Simple things such as car repairs or maintenance, doctor appointments, home maintenance, financial management, and last but not least child or elder care responsibilities require time to manage effectively.  Dual income families are under tremendous pressure not only to make ends meet but to stay organized and accomplish household and family related tasks in a timely and effective manner.  This pressure often causes significant stress.  In addition, we know from research that the reduction of this pressure can result in a powerful barrier to exit in employees.  For many of our employees, it is high on their list of priorities to establish flexibility that works well for their family unit.  Once this flexibility is in place, it is a very strong and low cost employee benefit and barrier to exit.  

Not only dual income family members are looking for flexibility.  Other groups that are demanding flexibility in their career package are generation x & y, those moving toward retirement, those with increasing outside interests such as hobbies or educational goals, and those serving in the military and working in reserve units.  There are more and more reasons why individuals require flexibility and our competitors are providing it.   The size of the talent pool that will periodically require flexibility in their career is growing rapidly.  The organization with a flexible work culture will be well prepared for the future.   Flexibility is a competitive advantage in today’s marketplace.

In addition to the competitive need to provide flexibility, the bottom line is best served by preparation for flexibility as well.   The loss and recruitment of replacement staff conservatively costs a Firm 150% to 200% of annual salary.  By contrast, a full one year parental leave, or elder care leave costs only 32% of annual salary.    Multiply the savings noted above by the number of employees likely to require flexibility in the future and bottom line impact is evident.                                                                                                                                  

 Increased Productivity

Flexibility, when well executed, will improve productivity within an organization in a variety of ways.   Well executed flexibility requires improved communication regarding roles and expectations.  Flexibility often reduces stress dramatically which can result in increased concentration, improved attendance, morale and improved performance.  Each of these elements is a building block to improved productivity.

A 2007 CCH Survey shows that 66% of absence from work is related to other than personal illness.   In addition, 35% of absence from work is related to stress and family needs with another 18% related to personal needs. [2]   Similar surveys have shown that individuals will often not actually take the day off, but will come into work with these distractions pulling them away from work during the day.  This lack of concentration directly impacts productivity because many individuals cannot use all of their vacation time for these needs yet the issues must still be dealt with using work hours to make calls, and keep appointments. Catalyst cites 76% of managers and 87% of employees reported that flexibility had a positive impact on productivity.

A recent study out of Cranfield School of Management suggests that workers given flexible hours by their employers tend to work more intensely than their counterparts who are keeping more rigid office hours.   The researchers suggest that the reason for this phenomenon is a “kind of payment” to the employer from the worker in exchange for the freedom to choose where and when to work. [3]

Flexibility is not always about personal needs, often flexibility is requested for business reasons that directly increase productivity.  Flexibility requests are increasingly about setting aside uninterrupted time to complete certain tasks , to accommodate urgent work requests and to address the business needs such as the following:

 - To be available to colleagues and customers in other time zones

  -To extend total hours of availability of a team

  -To match uneven and/or seasonal workflows with proper resources

 - To address needs put aside during periods of heavy workload

 - To avoid long commutes of unproductive time[4]

In companies working on building flexible work cultures  there are often questions about how to structure a pro-rata compensation and benefits package for those who have requested some type of flexibility.  The main concern is often the protection of accepted organizational metrics and fairness.  The mechanics of this effort are not the most challenging aspect of the implementation.   Organizational cultures and unwritten rules about what is “normal”often  increase the resistance to mainstream acceptance.   However,as stated previously, many flexibility arrangements do not even involve an overall reduction in hours but involve other types of flexibility that do not impact compensation.  However, complexities seem to remain when implementation is attempted.  The only solution is solid communication of the business benefits to the organization.

Organizations  should avoid removing individuals from advancement and promotion tracks as a result of flexibility.  First and foremost the number of individuals who desire flexibility is increasing and these numbers suggest it is prohibitive to exclude the significant number of individuals from maximizing their potential.  In addition, the lost of talent from reducing the growth of this talent pool is short sighted.  It is critical that outcomes, experience requirements, and role responsibilities are not confused directly with hours worked or departure from cultural norms .  There are positions that are very difficult to execute with less than a full time plus level of hours.  In reality,however, many of these roles can be split or shared if viewed in a new light.  In addition, as has been stated previously, many types of flexibility do not require a reduction of overall hours .   Therefore there is no impact preventing access to full time plus executive roles.   If the team perceives lack of advancement as a consequence of flexibility the competitive advantage and business case is lost.

Stay tuned for Part III in the series on The Business Case for Building Flexible Work Cultures

[2] CCH Absence Survey – 2007

[3] Discovery News, Feb 2010                 

[4] Building a Flexible Workplace, Catalyst July 2009

The majority of our employees require flexibility at some point in their careers. Research increasingly points to flexibility as one of the most important career considerations of staff, emerging leaders and even our seasoned leaders. If we do not offer this flexibility in our organizations we will lose productivity in our top talent pool and we may lose this top talent completely to our competitors. In addition to flexibility as a requirement for top talent, consider the possibility that flexibility can actually improve your organizational results.

There are many definitions of flexibility. For the purposes of this discussion we are talking about any type of flexibility that allows team members to depart from the standard schedule of an early morning start time to an early evening departure, with all hours served as face time, either at a client/customer site or at the office location. There are many articles and books written regarding the types of flexible work arrangements available.  This posting will not focus on the mechanics of the arrangements but the business case behind them.

Flexibility is not exclusively about part time work. Many types of flexibility involve no reduction in the amount of hours worked. In fact, many types of flexibility involve only one dimension of work structure, such as location, amount of travel or timeframe of the hours worked. There are many dimensions to work structure. Each of these dimensions can be considered when offering flexibility options to team members which in turn gives organizations many options.

The days of flexibility centered on “flex-time” programs and individual “accommodation” has past. Organizations that are making flexible work cultures a success are doing so by using flexibility and the building of a “flexible work culture” as a business strategy that supports business goals directly. Each organization will have a slightly different emphasis in their business case for flexibility. The business case should be directly tied to the strategic plan of the organization which will drive the prioritization of the flexibility business case components specific to each organization.

The list below includes many common business goals .  Flexibility can assist in the accomplishment of these business goals. These business goals should be prioritized based on applicability to the organization and customized with actual organizational data when formulating the business case for specific organizational flexibility.  The upcoming posts in this series will focus on each of these business goals and how flexibility can assist an organization accomplishing these goals.

Employee Attraction and Retention ; Improved Productivity; Improved Customer Service and Satisfaction; Effective Operational Management

Stay tuned for Part II of this series….

Mary L Bennett, mlbennettconsulting.com

• take a very large scoop of entrepreneurs ready to change the world
• add one powerful leader who ignores the word “can’t”
• drop in, one at a time, equally powerful women who hear the call to success
• mix with social media
• garnish with online and on-site programs
• blend with international flavors
• serve this nutritious combination everyday for health and wellness

ENJOY!!

That is the essence of what Sandra Yancey has done, created the right recipe for our times. I had the pleasure of interviewing her at the eWomen networking event in Sonoma County California.

A ball of energy, she exudes the power, passion, and purpose of the modern female entrepreneur. I was curious to understand how her dream began. There is always a back story that can help us look at our own barriers, challenges, and ways to overcome obstacles.

Sandra has the look and feel of someone who can move mountains. Her strength came from a series of unexpected deaths in her growing up years and a mother who modeled steadiness and how to face adversity head on.

She takes that same steadiness with her as she travels the country supporting women who are claiming their place in the world of work. There are now more females than males in college; it is hard to remember when it was a male bastion. One out of every eleven women in today’s marketplace starts a business; women are helping women make it happen.

Sandra told me about the time when she was unsure if her dream of this women’s network would make it. Finances were down and there was no well to dip into. She was talking with her mother who, in her calm, still manner, told her daughter that while she herself had no college degree, could not give business advice, she knew she had raised a smart daughter who would figure it out.

Sometimes courage shows up in  just the right moment; the moment that trusting in another opens the door of possibilities.

Armed with determination, Sandra did figure it out. The eWomens Network is now the largest women’s event company in North America, producing more than 2000 events annually, facilitating connections between corporations, entrepreneurs, and corporate professionals.

That said, Sandra’s operating philosophy is the glue that holds the group together and helps all of us as women grow to use our full potential. So, take her words, those that stand on the shoulders of a loving mother, take them with you through the tough days when it looks rocky and unsure; “Living your dreams is not living in the safe zone”.

Not the root cause of world war, poverty, and hunger, perhaps.  But still a huge contributor to the myriad problems we experience on the job and in our personal lives every day.

How can that be, you ask?

Multi-tasking is the solution.

It lets us get more done in less time so that we can actually juggle all the different things on our plate.

That’s the theory anyway.

But how well does that work in practice?

Multi-tasking is [Not] the Solution

Let’s look at a few common multi-tasking scenarios. The issue of cellphone use while driving (for texting or talking) is an issue everywhere right now. Research has shown that someone using their phone can be as much as 4 times less attentive to the road than someone not on the phone.

What does multi-tasking bring in that case?

Accidents and injuries.

Do you find that too drastic an example?

Think about when you’re sitting at your desk, talking on the phone while reviewing a document up on your computer screen. Notice how neither the phone call nor the document have your full attention.

We do less when we’re multi-tasking.

As a result we accomplish less.

The hidden trap in the lower productivity that multi-tasking brings is the feeling that we’re accomplishing more because we’re devoting our time.  We don’t note the lower grade attention or effort we give. We do notice the time on the clock and count it as spent on both activities.

This leads to frustration that we didn’t get more done, or have a better experience, since we devoted that time to the effort.

In other words, multi-tasking leads to less progress and higher frustration.

Is it really accurate to call it a productivity tool?

Improve Your Experiences, and the Quality and Quantity of Your Results, By Being Present In the Moment

For a radically different experience consider giving your attention to one thing at a time.

What if you focused on one item before you moved on to the next?

What if you allowed yourself to be fully involved in an activity with your children without worrying about the work you wanted to accomplish later that day?

Is it possible that when you turned to the work you would feel refreshed and energized because you had allowed yourself to relax fully earlier?

And might you find that you made quicker work of the project in the moment because you didn’t have lingering feelings of guilt that you should really be doing something else?

Being present in the moment means giving your full attention to whatever you are involved in at that time without allowing your thoughts to wander elsewhere. What you do, and what you think about, are essentially the same, or intertwined naturally.

Relentless multi-taskers may find being present in the moment unfamiliar. And be surprised at the positive impact it has on their experiences.

If you’re one such person, consider this a challenge. Pick two days and commit to doing one thing at a time – solo-tasking – for those two full days.

As you go through the two days notice how often your focus slips away from what you’re doing to gear up for something else.  And drag it back.

Watch what happens.

Chances are very good your experience away from the multi-tasking trap will be positive.  In that case, consider making this choice a regular one.

Or maybe you’ll have a different experience.

Let me know.

_______________

Anne Clarke, is a personal and executive coach and principal of ABClarke Coaching. She helps individuals, professionals and entrepreneurs achieve success – however they define it.  Contact Anne at ABClarke.LDV@gmail.com or on the web at www.setting-and-achieving-goals.com

That’s right, after several years of working for others while wishing I was working for myself, I have taken the plunge into the entrepreneurial pool.  At times a bit overwhelming (i.e. when creating my logo, designing my website, starting the business plan, etc. ) but at other times it is highly rewarding (i.e. when you sit down with a client and get some highly creative work done).

My business is fairly new but I remain optimistic. The key to staying positive when working for yourself is to plan, plan, plan! So I have some tips for how to stay organized and motivated, and therefore, not to be fearful of having your own business.

1)      Plan your day from the night before. Write down all the important things that need to be done and do them one by one. Master the art of “mono-tasking”.

2)      Mono-task! I heard about this new concept from an article from Forbes.com that a client of mine sent to me. The art of mono-tasking means to spend an allotted amount of time on one task at a time. What a concept! In a world where we are told to strut our multi-tasking abilities, mono-tasking tells us that it is okay to do one task at a time – you’ll get more quality work done! So put away your BlackBerry and stop checking your e-mail for the next hour, it’s time to mono-task!

3)      Start your morning with a nice cup of coffee and read something motivational. Whether it’s an article from an entrepreneurial magazine re: a success story, an e-mail from a friend telling you how proud they are of you starting your own business, or if it’s just a motivational Tweet. Whatever it is, find it, read it and stay motivated!

4)      Don’t be lazy. Wake up early and remember your goals and where you want to be in a year to five years from now. Work towards those goals each day.

5)      Exercise and eat right. I kept reading about this and how important it is for your mind and body and didn’t really give it much thought until I started my business. It makes a huge difference when I eat right and have time to squeeze in a trip to the gym – you feel re-energized and motivated. So if you’re too tired to get to the gym, at the risk of sounding like a slogan for a famous sportswear company, just do it!

Until next week, stay motivated.

Often the best way to say “vive la difference” is through humor. Stephen Kapustin, a lawyer in Philadelphia is a graduate of our Total Leadership Connections program. He is a seeker of truth through humor,  and has sent me so many funny articles to get my laughter valve open on many a dreary day.

The following has so many elements of deep truth. Women love to explore the emotions of a situation, while many men want to get to the solution quickly and move on. Let me know if your male business partners remind you of this guy. I must admit that my business partner, who is also my husband, would respond like the man in the column.

In fact, when I showed this to Herb, he looked at me and said “So, what’s funny about that?” What answer would you give to that question???

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A  Roadmap For Recovery

Stimulus dollars are headed toward businesses that support these Recovery Act goals:

• Healthcare: Modernize the healthcare system with electronic medical records systems.
• Energy: Promote solar power, renewable energy, smart grids and develop domestic energy sources
• Green Building: Build energy-efficient homes and public buildings
• Science and Technology: Promote scientific research and innovation
• Transportation: Upgrade the transportation infrastructure with new roads, bridges, and mass transit systems
• Education: Improve public schools and job training

The Recovery Act envisions a smarter, more efficient, more productive future. If your small business plan can move the nation forward, you’re a step closer to winning Uncle Sam’s financing and support.

Ten Best Cities to Stage an Economic Revival

Location is the other piece of the stimulus puzzle. To ensure that funding reflects local priorities, the White House is leaving ground-level decisions to state and local authorities. Winning the funding game is a matter of finding the right combination of business plan and place.

The following cities are leading the economic revival in their recovery sectors:

Washington, D.C

With the highest per capita spending across all industries, Washington, D.C. offers the broadest scope of recovery-funded business opportunities. For funding in education, healthcare, construction, urban development, criminal justice, and the arts, look inside the beltway.

Boston, MA

Innovative entrepreneurs will find fertile ground for their ideas in Boston. Ranking third in Popular Science’s list of ‘America’s Greenest Cities,’ Boston is putting its recovery money toward clean-energy initiatives. Partner with local R&D brainpower to start your own clean-energy venture. Equipment leasing and a government grant can help you secure the lab facilities and scientific talent to get the ball rolling.

Detroit, MI

With the auto industry and heavy manufacturing in decline, Detroit is using its stimulus dollars to combat soaring unemployment. Help the city’s manufacturing workforce transition to the information economy with a placement service. Your federal small business loan can fund a call center and answering service, linking local talent to employers nationwide.

Anchorage, AK

Alaska’s military funding amounts to $313 per person, twice that of the next highest recipient, Hawaii; by contrast, most states spend $20 or less per person on military contracts. Take advantage of the military spending with a civil construction company. Equipment leasing can help you gear up for construction projects on Anchorage’s two active military bases.

Charleston, South Carolina

Charleston, SC is among the nation’s funding leaders for green building ventures. ”Greening” federal buildings is a focus of the recovery effort in hurricane-prone Charleston. A green business specializing in the retrofit of federal buildings has great potential to win Uncle Sam’s support.

Providence, RI

Providence’s major hospitals make the city a hospitable environment for healthcare stimulus funding. Capture those dollars with an electronic medical records business. E-commerce solutions offer a low-cost storefront from which to launch your electronic medical records venture.

New York, NY

With the financial sector reeling, New York is counting on technological innovation to save the day. Specifically, the state is pinning its hopes on small business, with a portion of federal R&D funds “set aside for small business to develop and commercialize innovative technology.” You don’t need to be a scientist to benefit from science money. A content writing service, for example, plays a valuable support role in product development. To get started, market your services online with a SEO friendly Website design.

Cheyenne, WY

Wyoming ranks number one in per-capita stimulus funding for the arts. Set up your own art studio in Wyoming’s art capital, Cheyenne. Then expand your following with a world-class Web design. Internet Marketig tools such as pay-per-click (PPC), social media marekting can help you represent artists from Cheyenne to China.

Jersey City, NJ

New Jersey is putting its money on the state’s public infrastructure, leading the nation in per-capita funding for transportation. Win a highway repaving contract, rent equipment through a leasing program, and play your part in rebuilding the country–one mile at a time.

Jackson, MS

If your specialty is education, head to Jackson, MS. Mississippi is throwing a lifeline to its K-12 education system. Tap into funds earmarked for improving educational standards by setting up a standardized testing service for Jackson’s public schools.

The White House is looking for a few good entrepreneurs to lead the nation out of economic slump. Between expanded Small Business loan programs and Recovery Act contracts, Uncle Sam is there to help your business succeed.

Women are the leaders in partnership thinking; we learn it from the very beginning of our journey from womb to tomb. We are hard-wired to think about systems and how they fit together. We are internally programmed every month from adolescence to elder years to understand the ebb and flow of life, from the ebb and flow of the months. Each month we are somehow aligned with the moon as we menstruate and continually let go of old matter to make way for the new.

Whether we choose to have biological children or not, we are truly “in the flow” of what nature has prepared for us, to continue to nurture our species. In this decade, where there are so many polarities, so many who stand for right and wrong without even attempting to find a middle ground, it is up to us, the women, to lead the way to partnership.

No, this is not an easy position. It takes real leadership to say “Let’s find another way, a way that will honor all sides”. I do believe we can start with our primary partners, and begin a dialogue that will enhance ourselves and the next generations to come.

The dialogue is what women know – that all things are connected and no one wins unless we all do. This thinking is so basic to our very nature and it is time to take a strong stand that we can, with good will, work together to make real and sustainable change happen on this war-torn and bruised planet.

It’s about you, it’s about me, it’s about time!

Ever since I left the corporate world in 2004 to be a stay-at-home mom to my triplets, I’ve wondered something.  It’s not rocket science.  In fact, this thought seems so simple to me, so obvious and makes such sense that it’s beyond my comprehension why more companies haven’t considered it.  Ready for my genius?  Here you go:

Why don’t more companies hire stay-at-home moms (or dads) as consultants, freelancers or as telecommuting employees?  Many of us have an enormous amount of experience and knowledge in our respective fields garnered from our years working prior to choosing to stay at home with our children, and if you let us work from home and make our own hours, we’ll probably be willing to work for a lot less money and produce superior results.

What?  Mr. CEO says that he needs employees who are available to be in the office during business hours.  I call bull!

What?  Mr. CEO says that he can’t trust someone with kids around to complete work on time.  I call major bull!

I could go on and on with the arguments against hiring stay-at-home moms to take on management and executive roles in companies from the comfort of their own homes, but I’d have a counterargument for every single one of them.  It just makes sense to leverage the knowledge and experience of these women.  What an incredible, untapped talent pool!

And I’m not talking about hiring assistants and customer service representatives here. I’m talking about hiring experts in their fields.  The women who left their careers by choice when they were working in management and executive level positions in order to be at home with their children.  Most of these women are very capabable of meeting the needs of a corporate position around their duties at home if given the opportunity to telecommute with a flexible schedule.  I work until 2:00 or 3:00 in the morning many nights each week to complete the necessary work for my business – the business I started to meet my unconventional schedule but that I run professionally and successfully despite my odd hours.  Imagine what a corporation could get from me or other women like me if they let go of their traditional ways of thinking that work has to be done in the office during conventional business hours.

So again I ask, why aren’t more companies noticing this pool of talent available to them at a lower than expected price if they were willing to make some concessions in terms of telecommuting and scheduling?  I just don’t get it.

Of course, there are some companies who are catching on.  Check out this article from the Wall Street Journal to learn the details.  And two more companies that make use of virtual experts, particularly women, that you should check out are Womenkind and Newstex (full disclosure — both are clients of mine).  It seems to me that the companies who tap into this pool of talent sooner rather than later will position themsevles quite well in the short and long term.

What do you think?

If you agree, please Digg this post, Stumble it, write about it and link to it.  Do anything you can think of to spread the word!