worklife indicator™ debrief session worklife indicator was developed in partnership with ellen...
TRANSCRIPT
WorkLife Indicator™
Debrief Session
WorkLife Indicator was developed in partnership with Ellen Ernst Kossek, Ph.D.
Behaviors
The Behaviors factor describes the
degree to which one combines or
separates the tasks associated with work
and those associated with one’s personal
life.
BehaviorsIntegrators blend work with personal tasks and commitments
throughout the day.
Separators keep work and personal tasks and commitments separated with a clear boundary between the two.
Work Firsters put their work schedule first, protecting work time but not family time.
Family Firsters put their family schedule first, allowing work time to be interrupted by family.
Cyclers switch back and forth between cycles of highly integrating family and work followed by periods of intentionally separating them.
Identity
The Identity factor describes the degree to which
you identify with and invest yourself in your work
and family roles. This factor has two dimensions:
Work Focused and Family Focused.
Identity
Work Focused identify with and invest themselves primarily in work.
Family Focused identify with and invest themselves primarily in family roles.
Dual Focused identify with and invest themselves equally in work and family.
Other Focused have a primary identity that does not pertain directly to work or family, such as recreation, athletics, a side job, a hobby, community, or volunteering.
Control
Boundary Control indicates the degree to
which you feel in control as you manage the
boundaries between your work life and
personal life.
Control
High Boundary Control feel in control of how they divide time and attention between work and family.
Moderate Boundary Control feel as if they have moderate control over how they divide time and attention when it comes to work and family boundaries.
Low Boundary Control do not feel in control of how they divide time and attention between work and family.
Your Integrated Report
Section I provides the background of the assessment and describes the dimensions it measures.
Section II details results and offers tips based on results.
Section III is a development planning guide that contains step-by-step exercises.
Detailed Profile
• Strengths • Challenges • Positive Perceptions • Negative Perceptions • Customized Tips
Small Group Discussion
• What are the benefits/advantages of a particular approach?
• What are the drawbacks or challenges?• Have you ever worked with someone who you
believe had a different profile from you? Describe that experience. If there were challenges, how did you address or resolve them?
• What strategies do you use? How effective have they been for you?
Boundary Control Makes a Difference
• People who are high on boundary control feel in control of their work and personal life.
• People who have medium boundary control sometimes feel in control of their work and personal life.
• People who have low boundary control often feel overwhelmed, overworked, and their personal and work life feel at odds.
Identify What’s Working For You (or not)
This exercise is adapted from CEO of Me: Creating a Life That Works in the Flexible Job Age by Ellen Ernst Kossek and Brenda A. Lautsch
Reflection Exercise
• What similarities and differences do you see between the two circles?
• Does the way you currently allocate time reflect how you would like to spend your time? If not, what changes could you make?
Boundary Management Techniques
• Using the list provided, indicate the techniques you are currently using.
• Of the tactics you selected, which are most effective for you?
• What tactics would you like to try? • Discuss different approaches in small groups
to learn about different options.
Creating Buy-in for Changes
• Referring to Exercise 8 in your report, identify the benefits and trade-offs of the change you want from the perspective of different stakeholders.
• Get feedback on how to frame the change you want to make to the important stakeholders in your life.
Get Support
• Referring to Step 4 in your Development Planning Guide, identify what kind of support would be most helpful to you to make the change you would like to make.