Flexibility to thrive in uncertain times

Gig-mindset learning culture – from individuals to the organization

Data from my 10th annual survey show how specific gig mindset behaviors correlate with a high degree of organizational flexibility and a greater ease in “learning in the flow of work”.

Out of the more than 300 survey respondents, 30% self-assessed their organization as “very flexible” or “flexible” versus 30% “not very flexible” or “not flexible at all”. The flexible cohort reported figures twice as high as the non-flexible group for many gig mindset behaviors. When it comes to the overall ease of “learning in the natural flow of work, the figures are again twice as high.

Examples of gig mindset behaviors:

  • People  set their own goals and objectives.
  • They self-manage their work.
  • People feel free to give input to business plan.
  • They feel free to challenge the status quo.
  • Teams are enabled to shortcut processes when necessary to advance rapidly.

Similar extremes were reported in leadership matters, where 70% said leadership practices are open and participatory versus only 27% in the non-flexible segment.

Flexibility and learning go hand in hand

Learning no longer happens primarily in classrooms. Instead, people learn as they work and through real-time interactions with others. This is enhanced by the type of behaviors illustrated on the chart.

Learning in the natural flow of work” is easy for 69% of organizations in the flexible group, but for only 37% in the non-flexible group.


Discover how the gig mindset emerged over time and is becoming a movement inside some organizations.

I strongly believe it is the key to surviving the times we are currently living in, and is essential for those organization that want to thrive, going beyond simply surviving our current crises.