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In today's fast-changing world, companies increasingly need to be proactively resilient to be successful. They need to assemble teams quickly, draw on collective knowledge, find expertise, collect information in real time, and communicate strategic messages.
To build those capabilities, organisations need a culture that enables employees to become "gig mindsetters" - salaried employees who behave and think like freelancers.
Gig mindsetters are continuous learners.
They manage themselves, take the initiative, focus more on skills and less on roles, use better processes, and are confident to question the status quo. They share what they learn, take ownership of their growth, and have the ability to influence people.
Large scale learning programmes often fail because they don't encourage people to take the initiative. Another approach is the learn, apply, share strategy.
People who want to continue learning answer a formal but simple document that lists six questions.
People want a sense of purpose. To establish whether your organisation has a gig mindset learning culture, consider the following questions:
If gig mindsetters continually encounter obstacles, they may look elsewhere for more suitable places to work.
Gig mindsetters may encounter difficulties at work because managers may think they are disrespectful or self-centred if they challenge the status quo. However, people with a gig mindset show loyalty to the organisation, not the processes. They are willing to improve things that will benefit the organisation.
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