There’s nothing even remotely official yet, but we thought you’d like to know that we’re talking to a number of producers about bringing the drama of the Results-Only Work Environment to TV viewers everywhere.

Did we say drama?

Yes, we did.

Life gets easier once a team has migrated from a traditional work environment to a Results-Only Work Environment. When you eradicate Sludge and start focusing on results, people have an easier time at work. The tasks can still be challenging, but the work culture helps you solve problems instead of compounding them with nonsense.

That said, getting from a traditional work environment to a ROWE would make for some great TV. Here’s why:

1. People will fight to the death defending their beliefs, even if those beliefs don’t serve their best interests

We see this a lot. Leaders, managers, and rank-and-file employees get all red and hot resisting ROWE. We can’t let our people just do whatever they want! It’ll be anarchy!

2. People get incredibly emotional

It’s not unusual for people to tear up or break down in a migration session. Managers realize they’ve been treating their employees like dirt. Employees realize they’ve been wasting their lives stuck in a cube, and for what?

3. People undergo intense personal transformations

That hardcore, drill-sergeant manager turns into the most supportive work partner you’ve ever seen. The meek employee stands up to her boss when he gives her unnecessary work. The kind of boring coworker . . . well, he’s still kind of boring, but he’s got hobbies now and he’s getting more interesting!

4. Work gets done like never before

Okay, this last one wouldn’t make for good TV, but it does make for good business.

Stay tuned . . . .

First, the book officially comes out in two days. We can hardly believe it.

Second, we appreciated being mentioned in Adam McFarland’s thoughtful post on Brazen Careerist. We especially appreciate the fact that he has decided to take action:

I realize that this all starts with me. I’m the one usually “proposing” these wacky things to my partners so I have to prove the concept before I can expect them to get on board. 20 hours isn’t realistic right now because we don’t have an employee and won’t for a while. However, I’m always looking to make progress and prove my point so I’ve decided to limit myself to 35 hours of work each week. After a few months, I’m going to make it 30. Then I’ll stay at 30 until we have our 2-3 employees in place and trained.

We’d like to see more people like Adam challenge the 40-hour workweek. But we’d also like to see people push themselves even farther, and do something even more radical:

Stop thinking about work in terms of time.

We’d love for Adam to work 35 hours a week, or 30 hours, or 20 hours, or four. For entrepreneurs like him, the work-life balance issue is the amount of time spent working. But for most rank-and-file employees, the bigger issue is control.

In a Results-Only Work Environment, you may work less than 40 hours, or you may work more, but even if you work 60 hours a week, you do it on your own terms. In a ROWE, you can do whatever you want, whenever you want, as long as the work gets done. In practice, this translates to working at non-traditional hours (and in non-traditional places) but it’s all up to you. You choose when and where to work, and when you have that kind of power and control over your life (when you get to truly live as an adult) you’re not counting the minutes like you do in a traditional work environment.

Working in a ROWE is a lot like getting things done on the weekend in a traditional workweek. You don’t track your hours while you’re running errands on a Saturday. There is an awareness of time, but not a strict accounting of time. Just that simple change can make a world of difference.