Introducing…Michael Barata!
November 1st, 2009 by Cali & Jody
Hey, ROWE world! First, I just want to thank Cali & Jody for all they have done, and continue to do, and for giving me this incredible opportunity to be part of the ROWE movement!
That’s right – I have recently jumped on board as a ROWE facilitator and am anxiously looking forward to spreading the word about ROWE, as well as helping organizations migrate from those soul-crushing traditional work environments into an engaging and productive ROWE.
The journey…
It was late 2007, I searched work/life balance and a link to the BusinessWeek article Smashing the Clock appeared. I clicked on it. I read it. And then I read it again. After thinking about what was really happening at Best Buy, I realized this was less about work and more about life.
Over to CultureRx.com I headed. After I read everything on the site, I just thought “Wow! This is how it should be!” Then, I hit Cali & Jody’s blog. Oh, the blog. The more I read the blog, the more I commented, and the more I truly felt a connection to the ROWE philosophy. It was so obvious to me. Live your life, get your work done.
This is also the time I started sending emails and talking to friends and family about ROWE. Next, I began sharing little tidbits about ROWE with colleagues. More blog time followed by more pROWEmoting to anyone who would listen. I felt so confident in the benefits of ROWE, I requested it of my employer. And I requested it again. And again. Ooooh, and then Cali & Jody’s book came out! And I requested ROWE again. And yet again.
What I found most annoying about my ROWE requests being denied were the reasons given by my employer. One of my all-time favorites was, “A ROWE philosophy is not aligned with the performance appraisal mechanism…” Seems like a fair assertion, right? But here’s the cute part: In my five years of employment, I had never been evaluated, reviewed, assessed, observed, reprimanded, rewarded, or even appraised. How could this happen, you may ask. How did they know you were doing your job? I’ll tell you how. Results! See, my director could not dispute my accomplishments, which could also be easily verified.
Therefore, my employer’s refusal was power move rooted in presenteeism. I’m sure you are familiar with this concept, which can also be referred to as The Big Show! After a year and a half of haggling and crazy commuting, I burnt out and moved on.
For the next several months, I was unemployed. However, I discovered a new interest in photography, continued my pursuit of my Masters, lost 40 pounds, and enjoyed playing drums with my band. Funny how much I was able to accomplish and enjoy when I had control of my time. The crazy part of it all, and this is what most people didn’t get, was that I wanted to work. I just didn’t want a job – at least not in a traditional work environment.
Tweet! Wow, look how things have changed. I connected with Cali & Jody about the ROWE facilitator position. But Twitter is only one of the fascinating ways social media has made it so easy to remain in tune with the ROWE movement and in contact with Cali & Jody. Technology has also created exciting capabilities for today’s employees, but that can be hard to see from a five-foot high box. Ever notice the various physical changes made to an office environment versus changes made to its culture?
For too long, work has been about the office space rather than the office person. ROWE can change that. ROWE IS changing that, and I can’t wait to help.
**Michael Barata, our newest ROWE facilitator, will be contributing regularly to the blog.**
Very cool—welcome, Michael!
Congratulations, Michael! Thank you for sharing your inspiring story with us. I am sure that the ROWE movement will gain momentum and we will be hearing about even more great successes in the near future. Your comments over the last two years have been very valuable for us, and now that you are 100% part of this great movement, you will be a crucial catalyst for this cultural change.
Excellent! Glad you are on the team, Michael! It’s good to see that there can be a purpose in our undesireable work situations – how else could you relate to the people you are working with if you had never been in their situation? I hope that I will be able to use all of my “good examples of bad examples” to make a big difference like you are!
Michael,
I’m very excited to see you take on this role. Based on reading all of your comments and knowing your story, I know that you will be a great ROWE facilitator. Having you as a regular contributor to the blog will be a great addition as well because it will mean more content to enjoy.
Are you going to focus on a specific area with your commentary or are you going to rotate in an out of the topics with Cali and Jody?
Congratulations again and looking forward to your contributions!
@ D. Lee Grooms: Thank you so much! I look forward to reading your thoughts about the ROWE movement…
@ Concerned Employee: I always found your name on here to be so appropriate with regard to the discussion of ROWE…I’m thrilled to see how engaged you continue to be! You and everyone else who have realized the benefits of ROWE are also “crucial catalysts” for this movement! Thank you for the kind words too.
@ J: Ha! Good examples of bad examples….love it! However, with people like you pushing the ROWE philosophy + the progress ROWE has made, soon it will only be about good examples! Keep doin’ what you’re doin’ and keep me posted!
@ Matt: Thank you so much and I am wicked excited too! I hope to add to Cali & Jody’s perspectives, but also provide even more topics, issues, and tasks for EVERYONE to get involved with.
Thank you all and look forward to growing ROWE with you!
Welcome Michael! Reading your comments on this blog I know you are going to be a great assett to the whole CultureRX team. You are the kind of guy I hope to see walk through the doors of where I work someday here and “kick some rear end” to get people to see how much better things can be in a ROWE.
@ Robert: Thank you for the encouraging words! I am totally committed to the benefits of ROWE and will do my best with the rear end kicking….
Interesting that the method was contended to be unsuitable for evidence-based practice~ how so? Seems like a great wholistic ecological approach to workplace culture and interaction to achieve goals.
Very relevant to 21st century international business needs.
Glad to see you on board! Maybe you can visit Wisconsin and install some change in government employment!
Glad to see that you’re now an official member of Team Cali and Jody. I love your “pROWEmotion” idea, and look forward to seeing how you continue to pROWEmote the revolution!
@ Mad Guy: Its great to be on board! Our goal is to install ROWE everywhere! You grab some cheese, I’ll bring the wine, and lets see what we can accomplish together for Wisconsin government.
@ Lily: Thank you for the support. I do hope you can help pROWEmote with us….
While I don’t think ROWE is appropriate for all types of employees, I certainly think the concept is powerful for the vast majority of knowledge workers. My own experience was more like ROWE by necessity. I have a mishmash of energy-zapping health problems and I sometimes found myself showing up in the physical sense, but out of it in mind and hurting in body. Where was the value in that?
But when I took the time to deal with my health I could perform at a high level. Since I couldn’t get flex hours to help me deal with it, I ultimately left for a contracting position with a globally diverse group that inherently works asynchronously which, by default, is a ROWE. And, predictably, I now add value at a high level once again.
What is ridiculous about this scenario is that, in general, I just needed an extra hour’s rest to perform at my best. And I don’t bill for hours I don’t work. But it seems that most institutions would rather have a low-functioning employee now than a high-functioning employee later
I knew I was indispensable and, from what I’ve heard through the grapevine, leaving really reduced their capability. Yet they seem content with this parting. Things are all very peculiar without ROWE!
@ ED: I am glad to hear you are healthy – #1 priority!
As you know, a ROWE is about getting the work done. Therefore, the possibility for any employee to be successful in a ROWE is very real. As you alluded to, low-functioning employees should not be rewarded in a traditional work environment, but will not be able to hide in a ROWE.