Message from Cynthia C. Froggatt:

Why I decided to write Work Naked: Eight Essential Principles for Peak Performance in the Virtual Workplace

My goals for this book are simple:

• To encourage business leaders to give their employees the freedom to work where and when they are most effective.
• To help organizations comfortably shed the layers of outdated corporate norms and mind-sets that are obstacles to fully exploiting the potential of remote and mobile work technologies. Why do I believe these goals are important? Because the proven outcomes are profound.

When we look at the experiences of Cisco Systems, IBM, Merrill Lynch, American Express, Autodesk, VeriFone, Nortel Networks and other enterprises that are leveraging the power of the virtual workplace, we see that the benefits include- improved ability to attract and motivate talented staff, provide better customer service, enhance global communication and teamwork, boost employee morale and commitment, and maintain competitive advantage.Other organizations can learn from these examples.There is more untapped potential within the workforce that can be revealed by trusting and supporting employees to work where and when they are most effective.

For individuals, this level of freedom and autonomy brings enhanced creativity and satisfaction, less stress and improved health. Employees are able to achieve some of the benefits of free agency without all the risks.

Remote and mobile work strategies can have a positive impact on families, communities, and the environment. When workers spend less time commuting, for instance, pollution and energy consumption are reduced.When adults spend more time working from home or near home, there are fewer "latch-key kids," residential neighborhoods feel safer, and there is a greater sense of community.

If there are so many great advantages, why doesn't everyone work this way? Even though the concept is simple, implementing it is not.

In my consulting work as a workplace strategist, I have come across many situations where supporting mobile and/or remote workstyles would solve significant business problems. Unfortunately, there is often resistance to initiating these new ways of working. The hurdles to overcome are rarely technological; the obstacles are usually cultural.This kind of change involves challenging long-held beliefs about the best ways to perform work and manage people.The process of letting go, of giving up control is not an easy one. It is essential, though, for survival in the knowledge economy.

Some companies have attempted to implement mobile or remote work strategies without dealing with the unstated cultural issues. Frustration, low productivity, and even failure are the typical results. Whether you are trying to implement new ways of working from the start, refining an existing program, or reviving a failed effort, this book will be useful. It is structured to help you identify and overcome the pitfalls that are difficult to foresee.