Being a workshifter is a constant quest for productivity. Do more with as little as possible - at least, that was one of the reasons I used to justify buying a tablet computer earlier this year.

As such, I've been putting my iPad 2 to the test. My goal was to figure out if tablets could really replace laptops, as I certainly want them to. Carrying my tablet is so much more convenient, not to mention the ease of taking it through airport screening.

However, I've discovered the key to being productive with my tablet is contingent upon the amount of planning I do. Using a tablet for a long trip or heavy-duty work does take some forethought, so for those of you out there trying to go tablet only, here are some tips to consider:

Internet Access

Get both 3G and Wi-Fi on your tablet so that you can access the Internet from anywhere. The internet is no longer a luxury; it's a necessity.

File Access

Nothing is more frustrating than not being able to access a document when you need it. Apps like GoToMyPC give you the peace of mind of knowing you can grab a file when necessary. It's like cloud storage but better, because all of your files are right where you're used to finding them on your PC. It also means no more fumbling around for a thumb drive.

Charging

I know, this sounds so fundamental, but managing battery life has become an essential skill for workshifters. When you're unsure of your next electrical outlet, make sure your equipment is fully charged, and to help conserve power, separate tasks by the most appropriate device. Don't attempt tablet-level jobs on your phone and vice versa.

Keyboard

Typing on a flat screen takes some getting used to, and I'm not sure I've completely perfected it. Short messages are no worries, but longer messages, well, are a little weird. If you're like me, then do what I did and get a cover for your tablet that has a built-in Bluetooth keyboard. It makes typing very convenient.

Tablet Covers

Speaking of convenient, having the ability to angle your tablet screen is very helpful. It's probably because we're used to having the screen angled on our laptops. Whether it's a smart cover or something else, having a cover to give that little angle makes a difference.

Apps

What discussion about tablets would be complete without mentioning apps? These days there's an app for everything. On one hand, that's a good thing for productivity. On the other, it means we have to resist the urge to download a bunch of apps we'll never use. Here's a post to help you manage your workshifting lifestyle.

Got any tips or resources to improve tablet productivity?

Photo Credit: C.C. Chapman

The latest research from the Telework Research Network indicates that while telework is growing, it's not increasing at the pace we might have expected. According to 2009 U.S. Census data, 61 percent more employees considered home their primary place of work versus 2005. But that number translates to only 2.3 percent of the total workforce.

When compared with a recent report from WorldatWork, which indicates that the overall number of teleworkers declined between 2008 and 2010, a trend emerges. The frequency of telework has increased, meaning fewer workshifters are doing more flexible work.

Here at Workshifting, we were curious to test this trend, so we decided to post our own independent poll on the subject. The results of our completely unofficial Facebook survey are below:

Interestingly enough, there's some alignment with the trend. Fewer people are workshifting, but those who are have seen an increased workload. This poses some thought-provoking questions:

Do people really want to workshift?
Maybe as attractive as telework sounds, it's not for everyone.

Have companies been able to quantify the costs and benefits?
There are some obvious advantages to telework, but if businesses haven't been able to attach a dollar sign to them, then workshifting may still be considered a "nice to have" versus a "cost-effective solution".

Are enough tools and resources available to support the workshifting lifestyle?
Working remotely is certainly not as easy as it looks. Or, do we have too many tools and not enough time to sort through them all?

Have businesses figured out how to manage people they can't see?
This might sound crazy, but a huge component of telework is holding employees accountable for results instead of time worked. Is it possible the only people workshifting are the ones who can hold themselves accountable when businesses can not?

While this blog focuses on the positives of telework, it is essential to look at both sides of the spectrum. Adding workshifting to your workplace can bring valuable and tangible benefits, but if done incorrectly, it can have the opposite result.

Identifying the keys to successful workshifting is crucial, because it creates a proven, effective solution for businesses and determines issues ahead of time that can block an effective implementation.

What do you see as the key components to a successful telework program?

The growth of mobile technology is simply staggering. According to mobiThinking, there are 5.3 billion mobile subscribers (that translates to 77% of the world's population.) By 2014, it's expected that mobile will overtake the PC as the most popular way to access the web. People are using mobile technologies for commerce, entertainment, and productivity.

No surprise, this trend has a definite impact on business and the workplace. The International Data Corporation (IDC) has estimated that the mobile workforce will exceed 1 billion people in 2011. The reasons that businesses are moving in this direction vary - everything from cost savings and reducing the carbon footprint to attracting and retaining the top talent necessary to remain competitive.

As business talks more about mobile strategy, the conversation will not be exclusively about the hardware. In order to effectively leverage mobile technology, it's equally important to use it effectively. I recently finished reading the book "Managing the Mobile Workforce: Leading, Building, and Sustaining Virtual Teams" co-authored by Michael Kroth, associate professor of organizational learning and leadership at the University of Idaho with David Clemons, founder of Achieve Labs Inc., an educational solution connecting learning and mobile technology. The book outlines the case for developing a mobile workplace strategy and the key components for successful implementation using best practices from companies such as LEGO, Citrix and Hewlett-Packard.

As part of our ongoing focus on mobile and collaboration, Michael graciously shared with me his thoughts on the new mobile workplace.

First things first, tell me what prompted you and David to write the book?

"My friend David Clemons and I were mountain biking one day and as we enjoyed a post-ride cup of coffee and a bagel our conversation turned to the mobile workforce. His business, LearnCast, provides great easy-to-use online tools that support and enable organizations that want to go mobile. (At the time he was just getting started, today he has global clients who are rocking the world of mobile work.) My writings and interest had always been about what it takes to create healthy highly motivating work environments. We decided that day that we could learn a lot from each other and from the process of writing a book that combined the two interests. We both felt that the timing was right for this amazing movement to mobile work so decided to go for it. It's been a fabulous experience for us as friends and it's been very rewarding to contribute this incredible move to mobility that is happening worldwide."

If I'm a company considering telework, what's my big takeaway from reading the book?

"The principles of managing mobile workers are the same as for managing co-located workers - but the practices, emphases, and effort can differ. Part of the challenge of working with people who aren't right there is to realize that distance is more than geographic - it is also cultural, emotional, and social. We talk a lot about "presence" - the sense that you are there even when you aren't - as well as trust, autonomy, and motivation."

What do you feel mobile technology can bring to collaboration efforts?

"The better the technology the fewer barriers to communication; the more opportunities for sharing than there ever would be if limited to who you could get into a room or information you could find in a physical library; and the more colorful and complex the kaleidoscope of perspectives from which the group can draw."

What would readers learn about mobile collaboration from your book?

"We have a chapter about developing virtual teams where we share a different configuration of the forming, storming, norming, and performing model most folks are familiar with, and which might make more sense for virtual team development. We start the chapter by comparing virtual teambuilding to what occurs with millions of people playing online games like World of Warcraft every night. Then we share the experiences of mobile managers and thought leaders we interviewed from such places as LEGO and Hewlett-Packard. And lots more!"

Many thanks to Michael for sharing this thoughts and expertise. I really can't say enough good stuff about his book. Go check it out at Managing the Mobile Workforce.com. And you can follow Michael on Twitter.

I was looking over the study "The State of Telework in the U.S." and noticed a very interesting statistic:

The study found no correlation between cities with the most congestion or longest commute times and number of workshifters.

One of the common arguments for telework is saving gas and the carbon footprint. That's not to say those benefits don't occur but the benefits of telework extend far beyond gas money. So for organizations looking at their telework options, there are more opportunities to consider.

And, what exactly are those different benefits, you ask? Well, the Families and Work Institute (FWI) in partnership with the Society for Human Resource Management (SHRM) have created a national initiative called When Work Works, to bring research about flexible work to the business world.

The site includes a guide of best practices from the recipients of the Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility. It also includes tips and tools for companies and human resources professionals such as:

• Toolkit for Hourly Employees with Flexible Work Arrangements
• The Supervisors' Guide to Flexibility 
• Employer Guide to Getting Started with Flexible Work

...and many more. In searching around the site, I found tremendous resources to use in developing a telework program and a few best practices I hadn't thought of before. It's a great way to think beyond the obvious when it comes to talking about telework and weighing the costs versus benefits.

Telework is one of those subjects where most people can immediately see there are benefits. That's not usually the hard sell. It's trying to get our arms around how much of a benefit and when the benefit will be realized that's more of a challenge.

The research coming out of When Work Works can help us figure out how to put quantitative metrics around the benefits of telework. In order for telework to have long-term success in the workplace, calculating a tangible return on investment is essential.

Photo Credit: Citrix Online

Whenever I'm part of a conversation about workshifting, the topic of communication comes up. Business leaders know being able to find the right communication systems is an imperative. Any workshifting solution must address the issue of effective business communications.

That's why I wanted to share with you a recent article I found on the use of video conferencing in the workplace. The article, from Human Capital Magazine based out of Australia, talks about the advances and advantages of using video conferencing for business. As an HR pro, I found the article particularly interesting since it was written from an HR perspective.

Conceptually, we know that using video can save travel time and expenses. And, we've seen how technology advances have improved video quality while making it extremely affordable. So it was fascinating and perplexing to see the data from Citrix research indicating a low adoption rate with Australians. For example, here are some highlight statistics:

• Only 26% of Australians use shared phone lines to work, compared to 49% of British workers
• Only 13% of Australians use video conferencing, with almost half insisting on organizing face-to-face meetings
• 83% of Australians prefer to meet in person to build trust

Another statistic I found particularly interesting was that 45% of Australians insist on face-to-face team meetings. Only one country meets more often - Americans (51%). The article goes on to ponder how culture may have an impact when it comes to the adoption of business systems.

There's been a lot of conversation, particularly over the past couple of years, that technology advances are requiring us to stretch our minds and our skillsets. Is it possible that technology will also ask us to move away from or adapt our cultural beliefs?

Incorporating video technology will require considerations not only in terms of systems implementation and financial cost analysis, but an examination of culture. Educating participants on the dynamics of video and how to interpret an employee's participation (i.e., body language, facial expressions and voice inflexion) will be keys to the success of using video communications.

Are you using video communication in your organization? How does it compare to in-person communications?

Photo Credit: Citrix Online

In a perfect world, we would pull together a team of people, schedule a meeting, and brainstorm solutions to problems. But when you work "on your own" or "on the go," being able to problem solve by yourself is critical. Workshifting means being able to figure out challenges without conference rooms and lots of people.

In the first part of this post series on problem solving, we talked about - analyzing the situation and identifying a goal for fixing the problem. Now that we've got that high level overview of looking at problems, let's dig into the details.

Identify the causes of the problem

On the surface, it seems very obvious that we need to identify the causes of the problem before we can actually move toward fixing it. But my guess is you've also seen people jump to a solution (i.e. "Here's what we need to do.") without taking the time to analyze why the situation exists in the first place.

If you're trying to identify the causes of the problem, one way is to think of other similar situations and use that as a frame of reference. There are four different types of situations you can use for comparison:

1. A situation that's exactly the same as the one you're facing. Maybe a recurring problem with the same person.
   
   
2. A situation that's the same, but without the problem part. An example would be an identical project where the problem you're facing didn't occur.
   
   
3. A situation with the same problem, but(maybe not as severe. For instance, a similar project with the same challenge on a different scale/magnitude.
   
   
4. A situation that's exactly like the outcome you're trying to achieve. You've been able to achieve the result before under different circumstances.

Once you've identified a similar circumstance, compare the who, what, where, when, and patterns of the two situations to determine the differences and similarities. It will help you realize where the causes lie.

Generate proposals for solving the problem

The key to finding good solutions is to understand all the options available. I know sometimes we like to think there's only one solution when in reality there could be more. We have to open our minds to all of the possibilities and generate as many ideas as possible. During this step, it could be valuable to brainstorm ideas with others or find a colleague that will challenge your thought processes. If that's not possible, stepping away from the problem for a few hours (or days) can offer some fresh perspective.

When I'm trying to work through a problem, I will have identified my goal and then made up my mind there's only one way to achieve it. When truth be told, there are probably a dozen ways to get the same outcome.

Or there are times I'm convinced someone will react a certain way. Have you ever heard, "Oh, I know they won't do it. No sense in asking." In the end, the person gets the answer they wanted and says, "I was convinced they would say no." We have to remove those mental blocks that keep us from generating ideas.

Select one or more ideas for implementation

After generating a list of proposed solutions, now's the time to pick one. You may also want to select a backup plan. When considering which option might be best, there are a few things to think about:

• Appropriateness - Does the solution fix the problem? Sometimes our solutions, as good as we think they may be, really don't fix the issue. Or they create new problems.
  
  
• Attainability - Are you able to implement the solution? We might not have the resources (time, money, etc.) for some solutions.
  
  
• Attractiveness - Will people do it? If the people who need to be part of the solution won't embrace it, then you're doomed before you start.

• Adaptability - Can the solution be altered if conditions change? Even the best solutions get impacted by external factors. Consider how much flexibility the solution has if conditions change.

Plan and implement the selected proposal

Once the solution is determined, you can use the who, what, where, when, and how often questions to develop a implementation strategy. For example:

• Who needs to be involved?
• What steps need to be taken?
• Where will the action steps take place?
• When is each step scheduled to happen?
• How often should progress be monitored?

This model for problem solving works for both process challenges as well as people ones. Thinking through each step will give you the perspective to develop a solid solution. . . usually all by yourself.

Photo Credit: Tomasz Stasiuk

If you've ever wondered how many people are really doing some form of virtual and/or online employment, well wonder no more. oDesk, a global employment platform, is sharing the data. You can check out the May 2011 report here.

The report offers a tremendous amount of data, including month-over-month and year-over-year reporting. It also provides insight into the kinds of jobs that are being used in a telework capacity. In May, over 90,000 jobs were created and $16M spent in online work.

The report goes on to share the top locations for online workers both in the U.S. as well as globally.

The mere fact that online employment is being tracked is significant. It ought to be an indicator that telework is gaining a hold in the modern workplace. Otherwise, there would be no need to spend time and resources reporting the results.

It also opens the door to a new dynamic. In the past, we've spent our time convincing employers to create flexible work policies in order to retain talent. And this is still important. Now that data is being reported on where to find online talent and their skill sets, employers can start actively searching for online talent to fill their next opening.

Individuals looking to brand themselves as online talent will want to dedicate some time to thinking about their personal brand. The employment market just became incredibly large and very competitive.

What do you think? Are companies paying more attention to flexible work and hiring online talent? Leave us your thoughts in the comments.

Sometimes it's hard for me to believe I've been workshifting for almost ten years. That's how long I've had my consulting business. For me, work happens in many different places: home, airports, hotels, coffee shops, and sometimes client sites. One thing I learned early in my consulting life, which still holds true today, is that workshifting is about problem solving.

I'm not talking about the problem solving I do for clients (although that's certainly a type); I'm talking about the everyday problem solving that impacts me. Things like:

• I'm spending a lot of time on accounting and administrative work and not enough time on marketing and sales.
  
  
• I'd like to save more of my revenue for retirement.
  
  
• I need to find more time to read articles relevant to my business and my own professional development.
  
  
• There's a challenge working with [Insert name of person here] that's keeping me from doing my best work.

As much as we may not like to admit it, these problems exist all the time. And in order for us to resolve them, we must problem solve. For those in the workshifting world, the distance often means we have to figure out these matters on our own or reach out to a trusted friend or colleague for advice.

But regardless of whether we handle it alone or with the help of others, we have to know the steps for problem solving in order to manage the process correctly. Over the next two posts, I'll cover the six steps to effective problem solving. Today, let's talk about the first two, which deal with gathering information.

Analyze the situation

Ask yourself the following questions about the problem:

• Who is involved?
  
  
• What exactly is wrong?
  
  
• When did the problem first start happening?
  
  
• Where is the problem taking place?
  
  
• Is there a pattern to the problem?

To use the professional development example above, I have to determine if I'm the only person involved or if there are other people/responsibilities keeping me from reading more. I also have to be honest with myself and determine if this is a time or a motivation issue. It's important to decide if this problem is related to a change in the travel schedule--less travel time means less time to read in airports and elsewhere--or if it's something else. The solution is not as simple as just saying "read more." Figuring out the details about the situation will help move you closer to solving the problem.

Identify your goal for fixing the problem

Paint a picture of what things would look like if the problem were corrected. Ask yourself another set of questions to help formulate your goal:

• What would look different?
  
  
• What would feel different?
  
  
• What would be different?
  
  
• When is this happening?
  
  
• Where is it happening?

Let's use a different example: spending too much time on accounting and not enough on business. The best-case scenario might involve less paperwork, better time management when bills are due, and less stress about ensuring invoices are sent.

Asking yourself targeted questions and being honest with them will produce the answers you need for the next four steps, which involve developing and implementing a plan to correct the problem. I've always found these first two steps to be the most difficult. Sometimes I'm not ready to talk about the problem; other times I just don't want to deal with what's going on.

But once I'm ready, I've sometimes faced situations where the only thing I wanted was to just not deal with the problem anymore. Obviously, that's not good enough. I need to have some sort of goal for fixing the problem.

So the next time you've got a problem that's bothering you, don't just rush to do something. Take a moment to think about the situation and what you'd like to see happen. This creates the foundation for actually solving the problem.

Photo Credit: themanikone

We've all seen the headlines. Gas prices are rising again. Which means we're all trying to figure out ways to consolidate our driving trips or possibly avoid them all together. Let me toss out one way businesses can help the situation: give employees a workshifting day. If you're a business owner who's been thinking about offering telework or an employee who's been looking for a reason to mention it, here's your chance.

Citrix Online has an infographic they launched last year titled "The Dollars and Sense of Workshifting" that accompanied an eBook. It contains a number of useful statistics regarding the return on investment for saying "yes" to a workshifting arrangement. You can download a copy of the report here.

For example, did you know that allowing people to work from home half of the time would save a person $362 annually on gas? By offering a workshifting day, businesses can virtually give employees more money...without spending a dime. Of course, there are many other benefits to workshifting like increased employee morale, reduced emissions, etc. But with the rising cost of fuel staring us in the face right now... it's important to view workshifting relative to rising gas prices.

Here are 6 pointers to get you started:

1. Discuss with employees what kind of tasks they can effectively complete at home.
   
   
2. Make sure employees have the proper equipment.
   
   
3. Agree upon what projects need to be completed and by when. Hold people accountable for results.
   
   
4. Encourage employees to contact their manager with questions. Just because they are working from home doesn't mean communication stops!
   
   
5. Recognize employees for their successes. Workshifting isn't always easy.
   
   
6. Keep a list of best practices so you can continue to improve your telework arrangements.

Some of the best ideas in business are started because of tough situations. They begin informally and, as time progresses, that are integrated into corporate culture. If you're waiting for a perfect moment, let me tell you...it might never happen.

Give it a try. And, share your experience in the comments. We're all in this together.

Photo Credit: bitzcelt