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Marina, 43 years old, asks: »My boss wants our company to be more innovative and has therefore convened a New Work task force, and I am part of that. However, I have the impression that New Work is just a buzzword for him and he has no interest in serious change. He immediately rejected my suggestion to invite external experts to give us a lecture on New Work: It was far too expensive, we should first read books and watch videos on the subject. What should I do?"
Dear Marina,
I understand your frustration that your boss is holding you back on this topic of all things.
You both obviously have different ideas about New Work and how to get there.
Before you invite experts to lectures or read a book for your boss, you should first develop a common understanding of New Work and talk about mutual expectations.
New Work cannot be rolled out like a Windows update
When I gain insights into companies in my work and see how they understand New Work, I often have the feeling, like you, Marina, that it is more about the glossy facade than about real change.
I see the stylish open spaces with lots of colorful sticky notes for creative exchange.
The roof terrace will be transformed into an after-work lounge, vegan snacks will be free for everyone.
All hierarchies are abolished and decisions are discussed democratically in the team.
If you want to be the super new worker, not only introduce the four-day week with full salary, but also give employees as much vacation time as they want.
Working from home was yesterday, workation is now in order to be hip as an employer for Gen Z.
Work where, when and how everyone wants.
And of course, gender is self-explanatory, as is the case with New Work.
Even if I make fun of such excesses here, I am absolutely not opposed to the New Work concept - quite the opposite.
Our workspaces and the way we work together must continue to change.
But it was something fundamentally different that the social philosopher and founder of the New Work idea Frithjof Bergmann had in mind back in the early 1980s: »Work that you really, really want.«
It's about more personal responsibility and meaning, healthy forms of cooperation and future-oriented learning and development structures.
Real New Work goes deep into the DNA and culture of an organization.
It changes people's attitudes and, as a result, their behavior.
This also makes it clear that New Work cannot be introduced just like the next Windows update - especially not by a combative »task force«.
But I suspect your boss disagrees - and that frustrates you.
Common goals instead of new work buzzword bingo
Find out what New Work means for each of you.
What do you associate with this, and what does your boss specifically expect from this?
After all, becoming more innovative can mean many things: Is it about a faster product development process, more creativity or a healthier management culture?
How will your colleagues or your customers notice that something has changed positively?
You should clarify these and other questions before you read books and watch videos as a project group on the instructions of your boss.
work that you really, really want
Your boss wants more New Work - start with yourself with more personal responsibility.
Seek an exchange with him and talk about your perception and why it is important to you that he gives you more freedom in this project.
Talk to him and the team about your idea of New Work and be interested in other perspectives.
Where do you agree, where are there differences, how do you find solutions for implementation together?
I'll go one step further: What would have to happen for you there so that your work as a whole goes more closely with your own values and goals?
Is there anything that speaks against you speaking openly about such topics with your boss or colleagues instead of asking me as a coach for advice?
What can be a first step so that you see more meaning in the »New Work« project and perhaps also in other areas of your work?
You'll be surprised what you can easily design yourself and how it really, really matters to you.
