Flexibility and Inclusion

Today’s major factors attracting talent, aside from pay, are a positive workplace culture, and flexibility in when, where and how people work. For an estimated 11 million people with care responsibilities or long-term health conditions, flexible working is not a highly desired job perk, it’s an essential requirement. Hence, a fundamental pillar of any inclusive organisation is the ability to offer flexible and remote work opportunities.

Michael Broadley

How I Can Help

The key to offering this flexibility is a well-designed virtual office environment. Utilising the right tools it’s easy to track team performance and provide oversight even when working across differences in time and geography. Since the pandemic many organisations are already paying for virtual platforms which encompass the necessary tools, including MS-Teams.

I offer a complete solution helping SME’s to find the right tools, but also working closely with your team to master their use.

I specialise in utilising simple tools which don’t require high technical expertise. In a previous role I've also led remote teams entirely composed of people who required additional flexibility (see below).

Recommendation 1

"I had the great pleasure of working with Michael on the Reach4Project at Buckinghamshire Disability Service Charity. As project leader Michael had an excellent understanding and grasp of Agile Project Management and virtual working. His implementation of these techniques combined with the imaginative and knowledgeable use of Microsoft Teams software and supplementary apps made for a very successful project outcome. Michael’s emotional intelligence working with people with disabilities was outstanding and led to the moulding of a very successful team.

Michael is an innovator, subject matter expert and leader in the field of using Agile Project Management techniques. By using collaborative software and apps (such as Microsoft Teams and allied Microsoft family apps) Michael has been able to create a flexible and highly organised environment. His approach removed the barriers which often prevent people with disabilities from succeeding in the workplace, (a pool of talent that is numerous and untapped). His deep understanding of this resource and being able to lead within it, makes Michael a unique and highly valuable asset."

- David Bennett -

Recommendation 2

"I worked with Michael throughout 2020. The challenges of moving from a physical office to a virtual one was huge but Michael led the project smoothly and efficiently into a new, and in my opinion, undoubtedly better normal.
We found a well designed virtual environment had many advantages. Within our team Michael always made sure that we had complete visibility, giving us access to all the information that we needed to collaborate effectively.

The project exceeded pre-pandemic expectations and the morale of our team remained high, as did our productivity.

We had a structured and simple task board with defined tasks and clear instructions. There was no confusion or time wasted in unnecessary meetings. Michael guided us with a clear process, patience and empathy. We always felt valued and connected as part of a team, motivating us to strive for our best. We also had the freedom to use our initiative, giving us space to learn and grow, and ultimately develop new skills.

I believe this approach helped our project not only adapt but evolve into something incredibly special that became a far better way of working for disabled people like myself.

A carefully planned virtual office environment brings a new level of visibility and collaboration. This enables people to perform at their best, leading to happier and healthier staff, and a fairer more inclusive workplace."

- Katie Court -

Hoot & Company Approach:

Step 1.
Conduct a short workshop to audit your current virtual office environment and any associated management practices for flexible working.

Mapping The Virtual Enviroment with Miro

Step 2.
Work with you to define a brief, identifying both the tools and associated techniques which will create most value.

Step 3.
Design a solution customised to your organisation.

This can include:

Configuring of simple tools to oversee remote and flexible workers.
Design organisational processes which integrate with new tools and can deliver highly organised remote teams.
Producing a communication plan, advising on the best channels and methods to use. Outlining how teams can communicate updates and key decisions easily, even working different hours.
Helping to create a written knowledgebase of best practice.

Map of Custom Solution for Increased Visibility

Step 4.
Work alongside employees to implement and refine a best practice approach.
This may include configuring new tools, supporting team meetings, assisting with policy creation and providing training.

Step 5.
Offer support and advice as required.

The ability to easily communicate plans and monitor progress in real time is an essential component of flexible working, but it can also transform an organisation. Greater visibility opens the door to a more collaborative, profitable and less stressful work environment.

Michael Broadley

Let's Talk

If you would like to know more,
please email the address below and I'll be in touch.

michael@hootandcompany.co.uk