Tesco
The Gig Mindset Advantage
Book

The Gig Mindset Advantage

Why a Bold New Breed of Employee is Your Organization’s Secret Weapon in Volatile Times

Jane McConnell
Figure 1 Publishing, 2021

Read or listen offline

  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×

Editorial Rating

8

Qualities

  • Comprehensive
  • Applicable
  • Concrete Examples

Recommendation

The rate of change is accelerating, and organizations struggle to keep pace. Those with a business-as-usual attitude will fail to remain relevant, resilient or competitive. Organizational analyst Jane McConnell believes future business success lies hidden within the workforce. Pockets of creative thinkers – “gig mind-setters” – bring a freelancer attitude, evidenced by their ability to adapt, initiate and produce results. 

Take-Aways

  • The “gig mind-set” is a metaphor for a pioneering, results-oriented attitude.
  • Gig mind-setters’ characteristics enable them to adapt and innovate to solve complex challenges.
  • Gig mind-setters transcend traditional protocols to expedite results.

About the Author

Author of L’avantage Internet pour l’entreprise, Jane McConnell is a researcher, analyst and strategic adviser for international organizations in health care, industry and retail.

Comment on this summary or Начать обсуждение

  • Avatar
    Sign in to share your opinion
  • Avatar
    E. O. 3 years ago
    Gig mind-set employees don't stay in a company for more than 2 or 3 years. That's why is very important to provide them interesting/challenging jobs, flexibility to work and space to introducing new ideas.
    • Avatar
      3 years ago
      Apologies for this late response. You are absolutely right. Gig mindsetters need to move on because employers do not recognize their value, ...yet!
  • Avatar
    D. B. 3 years ago
    “People with expertise that is in high demand can negotiate and move around easily.”
    • Avatar
      3 years ago
      I missed your comment earlier. I apologize. You are absolutely right. It is much easier for people with expertise in demand to move around. That's one reason I emphasize in the book that individuals needs to be constantly learning, developing their skills, following new trends. I talk about personal brands, recognizing that some people do not like the term, considering it "too marketing", but for me it reflects the reality of the work world today. Personal brands do not have to be, and should not be, self-centered. The skills in one's brand need to include team work and networking skills as well as leadership skills. About leadership, I emphasize that it is not a question of hierarchy, but rather the ability to influence and bring about change from anywhere in the organization.