Chances are, if you live in the United States, you’re thinking about basketball brackets right about now or know someone who is.  Since a lot of the games take place during the traditional workday, we were curious about how managers are handling the “madness”.  Does our passion for spectator sports impact workplace flexibility?

Read on…

Photo by big swift

Today’s guest post is by Vince Capps.  He is a self-employed IT Consultant located in Little Rock, Arkansas, with ten years of  extensive experience in the engineering, administration and support of information technology systems, websites, and databases.  He’s also a part-time online student at the University of Massachusetts Lowell, in his senior year of pursuit in obtaining a Bachelor’s Degree in Information Technology.  Vince’s hobbies include being outdoors as much as possible, writing, graphic design, amateur boxing, watching live sporting events, and playing with his White Labrador Retriever friend, Cooper.  Follow Vince on Twitter for information on his soon to be released website, constantv.com, a personal blog and collection of short stories and IT projects.  

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Many employers fear that March Madness will drag down their workers’ productivity, that allowing the tournament to be monitored will become an obsession and larger priority than that of the job.  While this might show to be a plausible argument, many employers might want to lessen their apprehension, as doing so could become profitable.

 
Let’s review, for an example, a mid-sized, three hundred employee investment banking company that has consistently grown in value for over thirty years; one where the management likened the tournament to the industry of trade.  After all, the tournament consists of the same gambles, hunts, and chases that create a sort of “madness” for buyers and sellers of stocks and bonds.   Alike, the outcome of investments and games can change so quickly and shape the entire market/tournament by a marginal derivative.  The only difference is that the outcome of March Madness isn’t as serious as that of the trading markets..  Well, for some anyhow. 

 Most employees in such a company will likely agree that “eating” what they “kill”, “living on the deal”, is fun but full of stress.  Over time, this causes investors to be gun shy by the lack of fluidity in their deals.  The tournament is an appealing way for management to lessen this tension, as they believe that games are therapeutic, reinventing or recharging the wheels that employees use to make optimal decisions.  Not only that, but it strengthens the foundation of communication between those who have difference of interests in particular markets.  

Sure, management is conscientious about the possibility of deterioration of workflow (and they should be for the welfare of the company).  But the increased morale of the workplace is of far more importance.  
Given the overall status of today’s economy, it is important that employees have a way to brighten their scope and play well as a team.  

A company that has confidence in their team is one that has confidence in the future. 

Does your company encourage March Madness at your workplace?

Have you read our most recent white paper we released in collaboration with Littler Mendelson? 

Mitigate or Litigate: Flexible Working & Legal Exposure View more documents from FlexPaths

We participated in Littler’s 2010 Executive Employer® conference — one of the most innovative gatherings around employment law information held in the US, where flexible work was noted as the leading edge of how work will be done.  

Garry Mathiason, Chairman of the Board at Littler, introduced FlexPaths as he presented “10 Workplace Trends” in employment law for the next decade.  It was striking that 2 of 10 ten future trends involved a shift to flexible work:

1. The Digitalization of Work, and
   
2. The newest type of discrimination that protects ‘caregivers’ in the workforce.

That’s noteworthy to say the least in the vast and complicated world of employment law — that flexible work is garnering that much attention in the legal community.

The convergence of Littler’s legal expertise and FlexPaths’ knowledge of the practical application of flexible work fills a major gap.  It’s clear there is great synergy with our combined talents and perspectives — to help leaders and line managers who worry about the legal issues related to flexible work embrace a trend that is growing virally and to protect themselves legally.

Sandy Burud of FlexPaths gleaned further insight into legislation and what it means for the future of flexible work:

I’m struck with the span of legislation in the works promoting flexible work – from the ‘green’ legislation geared to reducing commutes, FSLA changes, telework legislation, and sick time and leave legislation.  When you put all the pieces together, a meta-trend is clearly at work.  And, like the bunch of sticks being harder to break than a single stick,  together they underscore how systemic this change is and how fast it is accelerating. 

The white paper also points out some common stereotypes that managers make about flexible work arrangements that may result in unlawful conduct. 

The most common – and the one with the greatest legal exposure – is the stereotype that people working flexibly are poor performers and so can be treated differently.  Besides the fact that research substantiates the reverse – that employees who have more options about when and where they work tend to be more efficient and productive – the assumption can lead to discriminatory behavior. 

This white paper underscores the importance of having flexible work polices and procedures in place as well as the provision of methods and mechanisms to hold flexible workers and their managers accountable.  

It also illustrates the importance of human resources and legal working together to make sure everything is compliant and modifications are made as needed when laws change or are amended.  FlexPaths, in collaboration with Littler, offers solutions for these with products and services can add immediate value to an organization that wants to create a flexible working culture.

FlexPaths’ focus is to help companies create and leverage a flexible working culture. 

Evolving a culture is never immediate, it is a journey. 

With that said, FlexPaths is about putting flexible working software solutions in the hands of key company stakeholders - HR, employees and managers – for easy, quick access and benefit.  Once our global technology platforms are in place at a company, they can be quickly phased in for access by a department or division, or at the enterprise level. 

Our ability to scale and move flexible working value across an organization systemically through technology, is a differentiator and accelerator to move on the culture change front.

Furthermore, by supplementing the legally compliant content and work flow in our product offerings through our collaboration with Littler Mendelson, we help companies step back to understand, monitor and evaluate the legal challenges associated with flexible work.  As a result, our solution helps companies respond accordingly and expeditiously.

Click here to find out more information about our for legal compliance and/or a demo of our software solutions.

Pilar Galiana is a digital marketer with over a decade of experience. She started her digital career working for agencies such as Lasso Communication  (a division of Grey Interactive Canada), National Public Relations (Canada’s largest PR firm) and Medium One Productions on brands like TD Bank Financial, Nokia Canada, Polaroid Canada and Xerox Canada to name a few. Then she moved to the client side and joined Four Seasons Hotels and Resorts Interactive Marketing team where she worked for almost 8 years heading up their content and development teams. Today Pilar works from home for her own consulting company called Ella Says. She works directly for both Four Seasons Hotels and Resorts and Seaport Hotel Boston and partners with local agencies working with XM Radio, White Ribbon Campaign and Access Ontario. Although she continues to lead and manage projects, Pilar’s work is starting to focus more on content centered social media strategy.

Tell us more about your flexible work arrangement, what does a typical workweek look like?

I have spent so much of my career managing stakeholders or suppliers that were in different countries or time zones that working in a “remote” office hasn’t been a significant transition. The vast amount of work that I do is on the computer or over the phone. I have regular status calls with my clients and for a few here in Toronto we have face to face meetings every couple of weeks. Meetings are always documented with  contact reports and status updates go out on a regular basis. The best practices of office life become essential when you work remotely.

I do try and get out of the house every day, if I don’t have a business lunch or an out of office meeting booked I will make a point to go out for a coffee or out for a quick bite of lunch with my husband who works from home too. We live in downtown Toronto and can walk to a dozen different coffee shops or restaurants in just a few minutes. I love the uninterrupted work time you get when you work from home, but I find if I don’t break it up it can quickly become unproductive time.

Was your job flexible to begin with, or was it something you negotiated with your employer?

To get a flexible job I actually chose to resign from my last job and start my own consulting business. Before resigning, I approached my employer with a proposal to hire me as a consultant. Although I was candid that I was looking for a work arrangement that would enable me to spend more time with my family, I made sure my pitch to work as a consultant clearly showed the benefits it would have for the organization and not how it would improve my life. It was a long and stressful process, but in the end I walked out into my new flexible self employed job with a great client who pays on time!

What have been the most notable benefits of your flexible work arrangement?

Quality of life, our life is less stressful. I realize that may sound strange considering I gave up guaranteed income and benefits, but it is the truth.

We still get up before 7, but we no longer use an alarm clock. It is so much nicer to wake up to just about anything other than the beeping or buzzing of an alarm clock.

We walk our daughter to school everyday and walk to pick her up from her after school program every evening. Besides the pure pleasure of the walks, my daughter and I have the best talks on these walks - well mostly she talks, we hold hands and I listen. It is blissful compared to the stress I used to feel sitting in traffic worried that I might be late for a meeting or won’t make it to daycare on time!

I have long periods of uninterrupted time every day when I can be focused and productive. It is amazing what you can produce when people aren’t stopping by your office and inviting you to meetings you clearly don’t need to participate in.

I have time to exercise without having to give up time with my family. In the past, to fit in a yoga class, I would have to either miss our family dinner or miss bed time with my daughter.

What have been the biggest challenges you’ve faced working flexibly?

This biggest challenge with this change ironically was my daughter, who knew I made the change to have more time with her and assumed that I would now do everything with her. She expected me to be able to volunteer at every school event and hang out with her as soon as she got home. She even went through a stage of calling home either early in the school day or at least before she had to go to her after school program - she figured since I was home she should be able to be home too. I did my best to make “sick” days were as dull and boring as possible and we eventually changed our after care arrangements. Now she goes 3 days a week, has one day a week with her grandmother and gets to come home and hang with us on Fridays. I also try to get the bulk of my work out of the way so she really can have me when she gets home. Let’s face it, in a few years she won’t want to have anything to do with me, I need to milk this for all its worth!

What advice would you offer those who would like to negotiate a flexible work arrangement with their employer?

Any proposal for a flexible work arrangement needs to focus on the benefits to your employer, not on how it will improve your life. Suggesting a trial period is a good way to get your boss to see the benefits first hand. Be prepared to own and lead the arrangement, clearly explain how and when you will work, make sure you are always accessible and be proactive with all communications.

Tell us about your “office” space….

I share an office, on the third floor of our very old Victorian house, with my husband.

If you could describe your “workstyle” in one-two words, what would it be?

Collaborative

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If you’re a flexible worker and would like to be featured on the work. smart. blog, please complete our Q&A.

Every week, “Ask the Founders” features our founders Meryl Rosenthal, President & CEO and Robin Roschke CTO & COO.  They’ll be providing answers to your burning questions about flexible work best practices, telecommuting policies, the legalities related to the flexible workplace, and workforce productivity.

This week’s question drills down on how our products integrate with existing legacy systems.

We’ve recently started offering flexible work arrangements to every member of our staff.  We already use a software system to manage our human capital including time sheets, payroll, forecasting, etc.  How does FlexPaths software fit in with what we are already using?

MERYL:

Congratulations on making flexible work arrangements available to your company and furthermore, leveraging technology to do so.  It sounds like the software you reference addresses the basic tracking of these arrangements which is a great foundational step.  For companies who want to take this to the next level, we recommend our Enroll system.  Not only does it identify these workers for administrative purposes, it automates the work flow around filing and approving these arrangements in real time with involvement from employees, managers and HR.  This system is highly customizable for work flow, reports, etc.  Because of this we can add dimension to how you use this system so that it can provide a powerful audit trail for compliance purposes, showcase productivity and ROI of your flex workers to prove the bottom line benefits of having flexible working in place, and further lever this data for external use – e.g., submit to top lists – for employer of choice distinction.  Given that you’ve just started offering these arrangements, having a system that proves out the ROI couldn’t be more timely.

ROBIN:

Like many organizations, your IT division has invested in key components of HRIS to ensure day to day operations are handled efficiently.  These systems have typically been configured for the permanent, exempt, non-exempt and/or contingent labor segments.  The flex worker could be part of any one of these categories and the nature of the “employee contract” with the organization can vary significantly.  Our systems allow for the following: alignment of individual preferences with company offerings, an automated/transparent/compliance request process and the ability to manage innovative workforce programs from flex recruitment to phased retirement to resource teams.  Therefore, companies can implement new workforce practices without being confined by traditional HR systems.  To that end our databases are designed to interface with key HRIS and are essentially a module within the information architecture.

Have a question you want to ask Robin and Meryl? Email it to jessica (dot) smith (AT) flexpaths (dot) com, send a Direct Message via Twitter to @FlexPaths, or write on our FlexPaths® Facebook wall.

…other reasons cited included better compensation (65%), new, challenging work assignments (44%) and leadership positions (22%).

Accenture released a study for International Women’s Day, today March 8, and found that this year employees are more likely to reinvent their career at their existing employer than find out if the grass is greener on the other side of the fence…even if they’re currently dissatisfied with their job.

We’re obviously excited about this study because one way people want to reinvent their existing job is by flexifying it. Almost half of women and about a third of men are talking about flexibility as a reason for their retention at their employer. As the labor pool starts to retire, retention will become a bigger concern for companies that want to keep top talent…and…well, we hope companies are paying attention.

What else did the study find?

Women and Men Perceive Women’s Career Advancement Differently:   

When asked about factors that help women advance in their organizations, more than two thirds of women (68 percent) and about half of men (55 percent) cite hard work and long hours.  However, more men (42% of men vs 34% of women) say that women have advanced due to their exceptional talent.

Now, the hard work and long hours - no shocker there.  But we found it interesting that men are giving women more credit for their exceptional talent than the women are giving themselves.

Also, the good news is that mentoring is trending:

Gen Y is More Likely to Use Mentors in the Workplace:

One-quarter (25 percent) of Baby Boomer respondents worked with a mentor, compared with 32 percent of Generation X respondents and 37 percent of Generation Y respondents

And if you want to get ahead this year in your career, you’re not alone.

More than half of respondents (59 percent of women and 57 percent of men), say that, this year, in an effort to enhance their careers, they will work on developing their knowledge and/or a skill set to achieve their career objectives.

The research, which surveyed more than 3,400 professionals in 29 countries, compared responses of equal numbers of women and men. 

Want to read more of the study? 

The entire study can be found on the Accenture website.

This Friday, Barbara Walters will join  Accenture for a live webcast to celebrate International Women’s Day.

What about you?  How do you feel about your current job?

Are you more driven by compensation or challenging work or would a flexible schedule increase your overall job satisfaction?

Traditionally, writing a resume was construed as crafting a rather dull ‘summary’ of where you have worked, and when, what titles you held, a few lists of what ‘responsibilities’ you were accountable for and perhaps a battery of bullets wrapped in percentages or dollar signs that assert what you achieved.

As a writing major in college more than a dozen years ago, I recall a technical writing course assignment to design my own resume. Even back then, immersed in the most creative environment, surrounded by aspiring writers, journalists and poets, I developed the most boring, unoriginal resume document. This anemic body of words would have left the reader uninspired, I’m sure.

Fast-forward more than a few years, and you can now find me crafting elegant, strategic and some might say exhilarating career resume stories that hook the readers and coerce them into action to ‘call the candidate in for an interview.’

Conventional or ‘Flexible’ Job Seeker, the Resume Goal is Selling Your Value.

So, whether you are a conventional job seeker aspiring to a role in a corporate, 9-to-5 environment or you are following a more flexible work path that facilitates diverse hours, an office at home, a compressed work week and/or job sharing, you should laser-focus your efforts on assertively and compellingly selling your value to the audience’s needs!

As in any sales initiative, you must drill down and really ‘listen’ to what they are saying their pain points are, and then persuade them that you can assuage their ailments.

First, table your aspirations for a flexible schedule for a bit, and focus solely on the company’s needs. For example, is competition stiff, and their share of the market in jeopardy? If so, then you must think of how you, specifically, will help them raise market share numbers. Or, perhaps they are growing at such a rapid rate, their area of pain is meeting market demand. Then, you must show how you can step in ‘running’ and take care of operational, customer service, production, and/or other needs that would help them maintain a positive reputation as a company who delivers on time, and with quality products or services.

You get the drift.

Flesh Out Your Success Stories, Exhibiting Confidence in a Flexible Environment

Now, flesh out your success stories, carving challenges you faced with people, processes, internal/external forces, etc., the action steps you took to meet those challenges, and the results you secured. When ferreting out your stories, jot down key traits you employed that are intrinsic to successful flexible workers, like, ‘discipline, focus, organization, technology acumen, resourcefulness, delivering work on time, a strong work ethic and confidence in working within a less structured environment,’ among other traits.

Genuinely and colorfully weave those traits into your stories, punctuating then for the reader. Show (don’t just tell) how and why you integrated the traits of a flexible worker to achieve the department’s, division’s and/or company’s goals and objectives. Show how you grew revenues, boosted profits, shrunk expenses, improved efficiencies, helped innovate new products and so forth.

Sandwich in your flexible style with pragmatic, bottom-line outcomes to create a compelling resume that helps attract the types of work cultures and opportunities to which you aspire!

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Guest blogger Jacqui Barrett-Poindexter is chief career writer and partner with CareerTrend.net. Collaborating with professionals in career transition, or those individuals who desire to ignite their existing careers, Jacqui is one of only 27 Master Resume Writers globally and holds a BA in writing. An intuitive researcher, she unearths clients’ compelling story details and applies an inventive approach to career positioning documents and social media profiles. Jacqui can be found blogging at the CareerTrend blog, or sharing careers and other talent-promotion and leadership-related musings via Twitter at @ValueIntoWords.

Interested in guest blogging on the work. smart. blog?  Get more information about submitting a guest blog post here.

This week’s Featured Flex Worker is Leila.  Can you relate to her flexible work arrangement?

Leila has over 11 years of experience and proven exceptional ability in planning and leading the development of B2B proposal strategy for a Fortune 100 company. She has been recognized by her employer multiple times over the years as a consultative sales advisor with a reputation for strategic business approach. Leila is a solid leader with the defining ability to guide geographically dispersed teams that produce tremendous results.  A mother of 3 young children, Leila prides herself in her ability to “live the dream”.

So Leila, tell us more about your flexible work arrangement, what does a typical workweek look like?

I work out of my home office full-time. I live in a townhome with my family of 5, so my work space is tight.  In fact, our “office” is in an open/common area of the home. 

Typically, I drop my children at daycare between 6:30-8, and I am at my desk between 8 and 9am (although I’ve been known to start my day MUCH earlier).  I close up on the average day at 5:30pm, when I go to pick-up my children.  I sometimes work early mornings or at night while the kids are asleep.

I spend most of my day on the phone and working on sales materials.  My home office includes my laptop with large monitor, docking station, etc. as well as a 5in1 printer.

Was your job flexible to begin with, or was it something you negotiated with your employer?

When I first started with this company, I was hired in to a regional office.  I worked from there for the first 3 years.  At that time, our divisional Vice President saw an opportunity to have the regional office employees in my role “go virtual” as a cost savings measure.  At first, I only worked from home 1-2 days a week - on a land line internet connection <gasp>.

I also travel to my company’s headquarters location 1-2 times a month for 1-3 days at a time to lead strategy sessions and meet with key linkages.

What have been the most notable benefits of your flexible work arrangement?

I love being able to merge, MERGE, not balance, my work, and home life. I am able to do much more in any given day because I don’t have to dress up and commute.  That gives me time to either focus on key work projects, or spend with my family. 

I try to take conference calls while at the gym, walking around the neighborhood,  or even doing laundry.

I also love that my kids are fully aware of what it means for mommy to work….it’s not some secret place I run off to each day.

What have been the biggest challenges you’ve faced working flexibly?

The biggest challenge has been career growth.  While my company is in many ways a leader in the area of virtual officing, there are still many roles that necessarily need to be located at headquarters.  The challenge lies in building a strong network to market oneself as capable of completing those roles in a virtual office.

What advice would you offer those who would like to negotiate a flexible work arrangement with their employer?

Take every opportunity you can to demonstrate your ability to complete work to the same or higher level while working remotely/virtually/flexibly as you have done while in the office.  Start small, with only a couple days a week, but ensure that you enable yourself through space, technology, and resources to do only your very best work.

Tell us about your “office” space….

corner office…of my living room (there’s a fireplace in my office!)

Leila’s “corner office”

If you could describe your “workstyle” in one-two words, what would it be?

focused

Some commentators and analysts suggest that the future of work is…

chaotic.

Image credit: Kevin Dooley

For example, to describe the changing nature of work, Gartner research analysts as well as Imran Ali at GigaOm use terms like “work swarms”, “work sketch-ups”, and “spontaneous work”.

A work swarm is a new kind of skills-based flexible project team. Instead “traditional teams of people familiar with each other” (usually drawn from the office pool of usual suspects), ad-hoc groups or “work swarms,” often with no previous experience of working with each other, and possibly geographically distant from each other, will become a commonplace team structure.

A work sketch-up is a more informal way to scope a project or map a process. In fact,
according to Gartner and GigaOm, work sketch-ups (presumably rather than formal project plans) will define “most “non-routine” work activities; the process models for these activities will be simple “sketch-ups,” created on the fly”.

Spontaneous work refers to a way of “seeking new opportunities and creating projects around them” that is likely to be “an opportunistic, rather than strategic, activity”.

With terms like that - and other concepts like the human cloud and the 4.0 Career - the future of work can look pretty loosey-goosey. Or chaotic.

Or perhaps we call it non-routine (Gartner calls it “the de-routinization of work”), or collaborative, creative and results-driven.

We like to call it flexible.

We’re excited to start featuring flexible workers here on the work. smart. blog because for us?  They are the epitome of working smart.

Recently,  Jack, known as “The Jack B” online, shared with me his flexible work arrangement and some insight into how he makes it work.

If you’re a flexible worker and would like to be featured on the work. smart. blog, please complete our Q&A.

So first, a little more about Jack:

The Jack B. is a writer and author of 39 unpublished books and three screenplays. A former athlete and would be superhero he still fights for truth, justice and the American Way. Though he may look like a grown man, don’t fool yourself he is still a boy at heart. He works for a technology company from a lair that is cleverly disguised as a common home in the suburbs, complete with children and a dog.

You can find him on Twitter @TheJackB 

The view from Jack’s work space

Tell us more about your flexible work arrangement, what does a typical workweek look like?

My company is located on the East Coast but I live in Los Angeles. Sometimes I think that I should be a vampire. My day often starts before sunrise with an early morning conference call. Ok, it is not so early at corporate but out here we refer to it as I better grab a cup of #&Y^%&#$%^#$%^ coffee so that I can talk.

Most of the team works in the corporate office but there are a few others besides myself who have remote offices. We use that conference call to review action items and determine if there are any pressing issues.

The rest of the day is split up into taking care of work priorities. Those responsibilities really aren’t any different than what you might find in other offices. The distinction is that sometimes we’ll schedule another mid or end of day call to make sure that we are all on track.

Was your job flexible to begin with, or was it something you negotiated with your employer?

I was hired with the understanding that this position came with a remote office.

What have been the most notable benefits of your flexible work arrangement?

The primary benefit is family related. I have more ability to do things with my children during the work day than most people who work in an office. School performances/parties that take place during business hours aren’t automatically off limits to me.

Business attire usually means a t-shirt, shorts and whatever music I want to listen to in the background. If I don’t feel well I don’t necessarily have to take a sick day. I can always take a quick cat nap and not be concerned about appearances.

And since I live in Los Angeles it is important to note that I have the best commute you can get. The house isn’t that big so it is literally moments from home to ‘workspace.’

Jack gets to attend his daughters’ soccer games because of his flexible schedule.

What have been the biggest challenges you’ve faced working flexibly?

The biggest advantage of the freedom that the Internet and cellphones provide is the freedom to work from anywhere. Yet that freedom that they provide can easily morph into an electronic leash.

When you have a home office you have to make an active decision to set business hours or you find yourself working around the clock. It is really simple to decide to tinker with something for five minutes or to send one more email. It is much harder to actually follow through on that.

The other challenge is trying to work when the family is around. During the school year they are out of the house most of the day. If they come straight home they usually arrive during “business hours.”

It is hard for all of them to remember that I am working. The kids expect me to stop working to play with them and I have to remind them that I can’t. Not mention my spouse who is usually good about things, but sometimes expects me to help with the kids.

I try to make a point of taking a ten minute break when they come home so that they feel like I am not ignoring them.

I should add that when the kids get sick and stay home from school I am the one who takes care of them. Since we both work it makes sense not to use a sick day unless absolutely necessary.

But it does create few extra hiccups in the day. I love being able to do it, but sometimes it can get a bit hairy.

You also need to work a little bit harder to be seen by management. If you are interested in advancement it can sometimes be a little bit more challenging.

What advice would you offer those who would like to negotiate a flexible work arrangement with their employer?

You have to be disciplined. It is really easy to get involved in non work related things. If you want to watch a movie, go to the gym or do any number of things during the day you can do those things. No one is watching you or asking you to punch a clock.

But you still have to get the work done. So be prepared to adjust your schedule in ways that wouldn’t otherwise happen. If you are like me and sometimes you have to watch sick kids you have to be prepared to make up the time later.

You also need to make sure that your family will cooperate with you. Play dates at the house can be extra challenging. It is not fair to your family to try and make their home into a traditional office, but you can’t have the chaos and confusion of 1,928 kids running around either.

Tell us about your “office” space….

I don’t have a dedicated office in my house. When no one is home I work from the dining room table with a laptop and BlackBerry. If videoconferencing is necessary we use Skype. If a client is involved I put on a collared shirt and tie- but I still wear shorts. Sometimes I like to mix it up and I’ll head over to places that have free WiFi. Coffee shops and libraries often work.

Jack’s office space

If you could describe your “workstyle” in one-two words, what would it be?

Flexible, Productive

Anything else you’d like to add?

I don’t think that this is for everyone. You really need to be focused and disciplined and able to demonstrate that you are able to complete your work on time.

Flexible schedules are not as uncommon as they used to be but there are still people who think that those who do it have a poor work ethic or some other deficiency.