December 1998

Commentary by Michael Dziak

Certifying Telework as a Viable, Professional, Workplace Alternative

When organizations began installing early mainframe computers, there were strong business reasons for the investment and promises of considerable business benefits. During those times, though, a healthy resistance existed since it demanded very different ways of operating the organization, and shifted critical responsibilities from humans to machines.

Of course, the Information Technology Manager didn’t switch all critical operations to the computer at once. Computing technology was methodically introduced with a business plan, dramatically changing information-intensive operations, being cautiously accepted by those directly affected.

Once mainframe computers became reliable and were proven in, an organization-wide confidence eventually set in, spurring widespread acceptance and commitment to its use. The organization became permanently "enculturated" with the mainframe computer, eventually becoming a critical, permanent element of the organizational operating structure.

For most organizations, teleworking has past the resistance stage and is being seriously explored as a viable workplace alternative. Executives are heard saying: "Prove to me that it works. Prove to me that teleworking is manageable, that I can actually measure program results without losing control of employees and operations."

Before the organization can accept teleworking as a true technology-based business application, certain foundational elements must be in place on which the program is built. Because of its permanent and often dramatic effects on fundamental organizational culture, teleworking must be deliberately, methodically and carefully introduced into the organization to assure success.

The Telework Certification™ Process is designed to provide the framework and methodology to an organization for installing proven telework framework and processes, reducing risk and assuring program success. In the Telework Certification™, programs are developed to meet specific design and reporting requirements, then, teleworkers and telemanagers earn a Telework Certificate™ assuring that these participants are properly prepared for successful remote work.

Once teleworking is accepted as a business practice, professional change agents may be brought in to maximize the investment. For the "enculturation" phase of teleworking to be successful, teleworking must become so routine as to become expected and commonly practiced. In the Advanced Telework Certification™ Process, the organization concentrates on a set of activities which fine-tune the Telework Strategy in such a way so as to assure the absolute maximum positive result of this process change application.

Telework Program Certification™ Objectives

Management Commitment and Budget

Information Gathering and Reporting

Technology and Support Plan

Education, Training and Perception

Establishing a Permanent Program

Why Is Telework Certification™ Really So Important?

When electricity was first introduced at the turn of the last century, there was a great deal of unfounded fear and even some industry-induced resistance. The fear was of the unknown. Stories of children being killed must have discouraged responsible parents from allowing this "work of the devil" into their homes. Without industry standards, early appliances used one of perhaps a dozen different plug-in designs each requiring a unique receptacle. Once the public was educated on electrical safety and standards emerged for the today’s two- and three-prong plugs, the manufacture and use of safe electric devices skyrocketed.

Earlier this year, a Gartner Group executive predicted that "Half of all first-time remote access pilot programs will fail." The Telework Program Certification™ process simply establishes documented, proven, bare minimum standards and program structure to prevent failures. By following the guidelines, an organization develops a healthy telework philosophy, investing in critical elements, and assuring long term program success. Certification assures the education of the public on the reality of telework, and sets industry standards assuring rapid growth and acceptance.

As we transition into the Communication Age of the 21^st Century, individuals and organizations are faced with a real paradox "Two seemingly conflicting impulses drive experience today," said Marion Salzman, Director of the Brand Futures Group at Young & Rubicam in a recent interview. "A focus on creating full, flexible, diverse lives, and a quest for simplicity and control in an ever-changing, increasingly complicated world." A properly developed and implemented telework program can become a catalyst for organizations making this critical transition. Those individuals fortunate enough to be employed by those organizations will reap the undeniable benefits.
 

For more information about the Telework Certification™ Process contact:

Michael Dziak, President

eedr45a@prodigy.com

©InteleWorks 1998