The Leader - November/December 2008 - (Page 23)

M Y WOR K® A T B ANK O F AME RI CA: THE O P P O RTUNI TY T O W O RK W HERE A ND HOW Y O U’RE MO S T PRO D UC T IV E work space or location-speciﬁc job functions. The real market for the My Work program lies with business units such as information technology groups, sales groups and support functions that do not have any of the above delineated considerations. Tools to Support Managers & Associates My Work continues to be an “associate choice” initiative, with manager approval the most important factor. Manager considerations include information protection and security, risk and compliance. The HR managers look into job functions and location requirements when determining eligibility. A charter process helps ﬁnalize and document expectations and establish roles and responsibilities for deployment and ongoing management between Corporate Workplace and each business unit. The charter includes the primary objectives in support of the business goals that will be a measure of the project’s success. Technology continues to provide several enhancements in work-related solutions. The program works closely with its technology partners to know, understand and be at the forefront of technological advancements. The program provides tools and services through a provisioning policy and mobility tools; associates are required to discuss their speciﬁc needs with their manager. The implementation of the change management plans requires ﬁve components: talking, listening, educating, connecting and enabling. Each step is necessary to assist the associate and manager experience, from concept introduction through day one of working ﬂexibly. It is important to note that the business and not just Corporate Workplace owns these key change management components. to improve as it rolls out to greater numbers of associates. Finally, organizations and markets tend to ﬁnd their own equilibrium and critical paths. This is bigger than Corporate Workplace: Sometimes it helps to get out of your own way, be patient in the early phases and not give up. Looking at the Crystal Ball Nearly 8,200 associates have enrolled in My Work as of October 2008 in more than 40 states and 25 metropolitan areas. Enrollment in My Work is expected to increase over the next several years. For a company with more than 200,000 associates, ﬁnding, hiring and retaining top talent continues to be a vital process that is critical to customers and shareholders. The suburban satellite solution is no longer an experiment; it is part of the metro real estate strategy in more than 25 cities, including Charlotte, Chicago, San Francisco, Los Angeles, Dallas, Atlanta and Boston. My Work “drop-in” centers are state-of-the-art workplaces with environmentally sustainable designs and enhanced technology located in areas with high concentrations of associates. Each city offers a unique solution for ﬂexible work solutions, with both commercial real estate and the lines of business responsible for quantifying and tracking the program’s value. The initiative has tremendous potential for deep technology integration and continued value for portfolio optimization opportunities. About the Authors Daniel Boutross is the My Work® Executive for Bank of America. Prior to joining Bank of America, he worked with Sprint Nextel for years. Scott Foster is the Corporate Workplace Executive for Global Corporate Staff & Support (GCS&S) functions at Bank of America in Charlotte, N.C. Aditi Sant is a Portfolio Engagement Director supporting the My Work ® team that is part of the Workplace Innovation at Bank of America. Education Is Everything Working ﬂexibly requires change, for which Corporate Workplace built comprehensive learning solution tools. The My Work education plan supports the learning needs for each audience impacted by My Work, including comprehensive web-based training courses as well as training documentation for the enabling groups within and outside Corporate Workplace. From getready checklists to Q&A sessions, online catalogs, town halls, information sessions and virtual work tools, the focus continues to be each associate’s and manager’s needs. Key Learnings Analysis and intelligent risk-taking will always be important determinants of success. Additionally, elements such as a bias towards action and change; simplicity; orientation around each business unit; and a continued focus on communication and education, will allow My Work to continue For more information on this topic, go to CoreNet Global’s Knowledge Center Online. Alternative Workplace Solutions at CSC: Driving Operational Excellence www2.corenetglobal.org/dotCMS/ kcoAsset?assetInode=3231287 Gaining Buy-In for Alternative Workplace Strategies www2.corenetglobal.org/ dotCMS/kcoAsset?assetInode=4109476 2 0 0 8 THE L E ADER 23 NOVEMBER / DECEMBER http://www2.corenetglobal.org/dotCMS/kcoAsset?assetInode=3231287 http://www2.corenetglobal.org/dotCMS/kcoAsset?assetInode=4109476

Table of Contents Feed for the Digital Edition of The Leader - November/December 2008

The Leader - November/December 2008 Leadership Contents Message from the CEO Real Estate in the News Leveraging Business Geography My Work @ Bank of America Blending the Old with the New A Tool for Growth Creating Real Estate Value Nokia-Siemens Networks’ Peter Doran DTZ’s James Maddock Annual Economic Development Directory The Georgia Report Location Profile: Magdeburg, Germany Linking Corporate Real Estate to the Enterprise 3rd Quarter 2008 Adding Value in Challenging Times Australia and New York Shell’s Paul Huston Economic Development in the News A Look Ahead In our Next Issue Calendar of Seminars Index of Advertisers Chapter Learning: The Global Perspective

The Leader - November/December 2008

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