The Next Next Common Sense Organizational Support for Multiple Roles Organizations that recognize and support role multiplicity gain sig- nificant advantages in talent retention, employee wellbeing, and perfor- mance. Forward-thinking approaches include: 1. Results orientation over rigid schedules : Measuring outputs rather than time spent enables employees to integrate profes- sional responsibilities with other important roles. 2. Role flexibility policies : Formal policies that acknowledge the reality of multiple roles, from parental leave to elder care support to community service time. 3. Whole-person development : Professional development that recognizes how personal roles and identities contribute to lead- ership capabilities. 4. Boundary-management training : Equipping employees with skills to navigate role transitions effectively. 5. Identity-inclusive practices : Creating space for employees to bring their cultural, community, and personal identities into pro- fessional contexts when appropriate. 6. Digital role management tools : Providing technologies that help employees manage communications across different role contexts. The most effective organizations don’t merely tolerate role multiplic- ity—they actively leverage it as a source of innovation, resilience, and competitive advantage. Transitioning to Role-Multiplicity Organizations While individual practices matter, true transformation requires sys- temic change. Organizations transitioning from traditional single-role par- adigms to embracing multiplicity typically evolve through several phases:
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