Dips in structured environments

Structured vs. unstructured environments

I have been recently wondering about the differences between working in structured environments (i.e. working “for someone else”, within an organization) and working on one’s own. I call the first type a “structured environment”, because at a typical workplace the employee is asked to conform to a set of rules –– openly or not. Examples?

  • Set working hours or ranges
  • Set working days or ranges
  • Fixed relations with limited exit barriers
    (you have to resolve conflicts or change your job)
  • Assumed superior-inferior relationships
  • Set of duties

One could say that the above-mentioned examples are a set of boundaries or an imposed structure. Working on one’s own does not free a person from relations nor does it not [entirely] free from working hours (for example). The difference is, however, that one has more freedom to choose without having to exit the situation altogether.

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To give you another example — I remember a person from my family (owner of a small business) saying something like: “I have the right to say ‘no’ to a client.” It struck me when I realized that “no” was very often not an option in intra-organization environments. “No” related to one’s duties, that is, “no” as an internal supplier. And as long as a person didn’t want to leave a company once and for all. Relations in structured environments are given and practically speaking — they cannot be broken. In a structured environment there’s very little freedom to say “no, I won’t do it,” “no, I will not work with that person.” This has moved to such extremities, that we base one’s value as a corporate employee on his/hers “peacefulness” or better — “ability to work/coexist with everyone.”

The Energy Cycle

1) Freedom = truth.
If 1) is true then…
2) Imposed rules = lack of freedom = manipulating / lying.

I know, I am seriously simplifying things here. But where am I heading? It’s been said that maintaining a false image, pretending someone else, manipulating or lying require significant energy levels. To put it plainly — they tire us. When forced to act in a structured environment the best we can often do is compromise. Very often, however, the bigger the organization, and the longer we work (more relations), the more “flexible” we have to become. And there is a price we pay.

I’ve observed a cycle which occurs in many (most? all?) corporate lives — a person starts his or her work in a new setting. Full of energy, open and friendly, he or she starts taking on new projects, responsibilities, building relationships. In a way, he or she starts to build open loops.

Open Loop

 Any open commitment, plan, or unfinished business that exists in your life. It is typical today for a busy person to have many hundreds or even thousands of open loops bouncing around throughout their conscious and unconscious thought processes, all vying for attention. Most of the stress people experience (conscious or otherwise) tends to come from inappropriately managed open loops (commitments) they make or accept.”

Source: http://gtdportal.pbworks.com/GTDGlossary

After some time — depending on the person — the smile is no longer there, the attitude is no longer so open. It takes another year or so… A change is desperately needed. This change can happen internally (switching departments, positions) or externally (quitting). That’s when the cycle starts all over again…

What can be done?

Consciousness is the starting point for any improvement… :-)

“Common sense starts with seeing things as they are.”

Source: @tim_hurson

I believe that what can significantly improve an employee’s live is… change. If one cannot risk the switch from a structured to an unstructured environment, if one hasn’t got that luxury, it would be better to break the standard cycle, to promise a change (e.g. soon after the end of a project’s phase, project’s end).

I call it “cleaning a page” or “emptying the cup.” To make someone full with experience and prevent from overflowing, one has to prepare the ground for it.

In a structured environment — that’s when a leader comes in…

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6 thoughts on “Dips in structured environments

  1. Lech says:

    Thank you for referring to that one, Pawel! Darned, I’d rather not answer your question… ;-)Let me just say that I was a fan of my job when I started it.I believe that an individual’s PMA is for the common good. In teams a "disillusioned" member can do a lot of harm. A negative / wavering leader – probably even more.But then, what you write is true. True from my experience, that is.And regarding your friend’s approach – here’s a quote that I came across today:"Never forget that only dead fish swim with the stream" – Malcolm Muggeridge.Fits?Again, I’m not innocent myself. But then, any illusion we maintain… is not without a cost, is it? Life is permanent, work – probably not.Cheers, Pawel!-LechThis comment was originally posted on Comments on Pawel Brodzinski on Software Project Management: Social Media versus Project Management and Softwar…

  2. Pawel Brodzinski says:

    "In teams a disillusioned member can do a lot of harm. A negative / wavering leader – probably even more."So very true. When I wear my managerial hat I’m the first to do something with people who shows how they lost their illusion to the whole world. If they don’t want to change attitude they’re going to be forced to change a job.On the other hand a heck lot of people keep their disillusion for themselves and for their friends. This doesn’t really harm much beyond personal performance which is often acceptable for employers. Actually this was a group I was aiming for with the post. This is the group where my friend probably can be found.Just a professional will always be vanquished by a professional who puts a heart in their job.This comment was originally posted on Comments on Pawel Brodzinski on Software Project Management: Social Media versus Project Management and Softwar…

  3. Michael says:

    Yes, I am a fan of my job. Of course, this may be relative. And I wouldn’t be so naive to assume I will always be a fan of it. But for right here, right now. I am a fan of it. Which is good.One thing is, I hated my last job, and I didn’t like my boss or agree with just about anything he did. Now, I work for a smaller company, a software company. We have around 30 employees here. This is the smallest company I’ve ever worked here. And of course the culture and environment is much different. We have a very strong leader/CEO/Owner, who preaches customer service, quality, and continuous improvement constantly. And he practices what he preaches. I like that. Also, my role is more of a hybrid project manager/technical analyst, so it’s great for me because I’ve been on both sides. I am a big picture person, but I also like to flex my technical and programming skills every now and then.I can understand what you’re saying. But I think if you are not a fan of your job, you should possibly think about looking for a different one. And/or, if you have the means to do it, maybe even think about changing careers, or at least branching off in a different direction.This comment was originally posted on Comments on Pawel Brodzinski on Software Project Management: Social Media versus Project Management and Softwar…

  4. Pawel Brodzinski says:

    Michael,I believe you stress one very important thing – if you aren’t a fan of your job you should consider changing it. This doesn’t automatically mean you should actually change it.Glad to hear you feel good at your company.This comment was originally posted on Comments on Pawel Brodzinski on Software Project Management: Social Media versus Project Management and Softwar…

  5. Are You a Fan of Your Job? says:

    [...] June 16, 2009 Lech from Progress Blog, as usual, made me thinking after his recent article about working in structured environment. One thread especially stuck with me – a question whether we are fans of our jobs and why so many [...]

  6. Client = Employee says:

    [...] Dips in structured environments [...]

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