Michael Lissack
recovery periods into your role transitions—even brief ones—to maintain sustainable performance. These might be physical transitions (a walk between meetings), cogni- tive shifts (a few minutes of mindfulness practice when switching tasks), or emotional resets (a brief conversation with a supportive colleague). Organizations that recognize the energy cost of role transitions and sup- port recovery practices typically experience lower burnout rates and sus- tained performance over time. Measuring Role Multiplicity Success How do organizations know if they're successfully supporting role multiplicity? Several key indicators have proven reliable: Role Satisfaction Integration : Traditional approaches measure job satisfaction as a single metric. More sophisticated assessments measure satisfaction across different roles and their integration. Companies like Microsoft now include "role integration satisfaction" in their employee pulse surveys, finding it more predictive of retention than traditional job satisfaction alone. Role Transition Friction : This metric assesses how much effort and stress people experience when moving between roles. Organizations sup- porting effective multiplicity see decreasing friction scores over time as people develop transition capabilities and supporting systems improve. Role Synergy Realization : This measures the degree to which peo- ple experience their different roles as mutually enhancing rather than competing. Companies with mature multiplicity approaches typically see increasing synergy scores as people discover more connections between different aspects of their identity. Role Repertoire Expansion : Traditional development focused on deepening expertise in a single domain. Organizations embracing multi- plicity track how people's role repertoires expand over time, celebrating growth in breadth alongside depth.
144
Made with FlippingBook. PDF to flipbook with ease