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The One Hack You Need To Stop Procrastination And Achieve Your Goals

The One Hack You Need To Stop Procrastination And Achieve Your Goals

Accomplishing goals is challenging. To many people, the most common scenario is that they feel excited when setting goals and stick to their goals for a while. But as time goes by, they find the process of achieving their goals stressful and try to procrastinate with all kinds of excuses like being too busy, lacking the resources, discouragement from people around them etc. Have you ever wondered why procrastination and even giving up are the usual endings when pursuing your goals? It is not about you being not perseverant enough, but you setting your goals with the wrong approach.

The problem of focusing too much on numbers

When it comes to career planning, many people like linking their goals to numbers. I wish I can proceed to the management level in 3 years. I wish I can break the sales record of the company next quarter. I wish my salary can increase by 30% in one year. No doubt these numbered goals are concrete and easy to visualize so they are able to motivate you in the beginning.

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But let’s face the fact: whether we can achieve our career goals is not only determined by how much effort we put in our work. There are many factors we cannot fully control. So setting numbered goals is like a double-edged sword. On one hand, it gives us a clear direction; on the other hand, it traps us in a rigid boundary. Once we cannot proceed to the management level or break the sales record when the preset deadline is approaching, most likely we will feel overwhelmed and procrastinate what we are supposed to do. Worse still, we may feel deeply frustrated and deny our self-worth.

So instead of setting a fixed goal and thinking what concrete actions you need to take to reach the goal, you should ask yourself this more important question: What are the values behind the goal you set?

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Why focusing on values is a better approach

If we truly understand why we’re setting specific goals, then we’ll be better at incorporating the goals into our lives and building habits for them, and so we no longer feel exhausted from rushing to reaching our goals within a certain time frame.

If your goal is reaching the management level in your career, you should go deep to understand the rationale behind it. If your ultimate goal is to make your ideas as the driving force of the company’s strategies, then what you do is not only limited to demonstrating that you possess the qualities to make a great leader or competing with your colleagues for the titles. Instead, you will build the habits of grasping opportunities for your company, contributing more valuable ideas in meetings and bettering the communication and coordination between colleagues. In this way, you will not confuse your values (increasing your influence and contribution in the company) with the means (reaching the management level).

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Although setting numbered goals and coming up with corresponding strategies can possibly shorten your time on reaching your goals, the non-negligible side effect is that you do not enjoy the process and so procrastination keeps visiting you. When you try tweaking the approach to set your goals based on your values, you can see more options to realize what you want and by turning them into your habits, you’ll find the process more enjoyable and more sustainable.

Featured photo credit: Amanda Jordan via stocksnap.io

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Kyle Hiller

Author, Writer

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Last Updated on August 6, 2020

Why Working 9 to 5 Is Outdated

Why Working 9 to 5 Is Outdated

Bristol is the most congested city in England. Whenever I have to work at the office, I ride there, like most of us do. Furthermore, I always make sure to go at off hours; otherwise, the roads are jam-packed with cars, buses, bikes, even pedestrians. Why is that? Because everyone is working a traditional 9 to 5 work day.

Where did the “9 to 5” Come From?

It all started back in 1946. The United States government implemented the 40 hour work week for all federal employees, and all companies adopted the practice afterwards. That’s 67 years with the same schedule. Let’s think about all the things that have changed in the 67 years:

  • We went to the moon, and astronauts now live in space on the ISS.

  • Computers used to take up entire rooms and took hours to make a single calculation. Now we have more powerful computers in our purses and back pockets with our smartphones.

  • Lots of employees can now telecommute to the office from hundreds, and even thousands of miles away.

In 1946 a 9-5 job made sense because we had time after 5pm for a social life, a family life. Now we’re constantly connected to other people and the office, with the Internet, email on our smartphones, and hashtags in our movies and television shows. There is no downtime anymore.

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Different Folks, Different Strokes

Enjoying your downtime is an important part of life. It recharges your batteries and lets you be more productive. Allowing people to balance life and work can provide them with much needed perspective and motivation to see the bigger picture of what they are trying to achieve.

Some people are just more productive when they’re working at their optimal time of day, after feeling well rested and personally fulfilled.  For some that can be  from 4 a.m. to 9 a.m; for others, it could be  2 p.m. to 7 p.m.

People have their own rhythms and routines. It would be great if we could sync our work schedule to match. Simply put, the imposed 8-hour work day can be a creativity and morale killer for the average person in today’s world.

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Productivity and Trust Killer

Fostering creativity among employees is not always an easy endeavor, but perhaps a good place to start is by simply not tying their tasks and goals to a fixed time period. Let them work on their to-do list at their own pace, and chances are, you’ll get the best out of your employee who feels empowered instead of babysat.

That’s not to say that you should  allow your team to run wild and do whatever they want, but restricting them to a 9 to 5 time frame can quickly demoralize people. Set parameters and deadlines, and let them work at their own creative best with the understanding that their work is crucial to the functioning of the entire team.

Margaret Heffernan, an entrepreneur who previously worked in broadcasting, noted to Inc that from her experience, “treating employees like grown-ups made it more likely that they would behave the same way.” The principle here is to have your employees work to get things done, not to just follow the hands on the clock.

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A Flexible Remote Working Policy

Yahoo CEO Marissa Mayer famously recalled all her remote workers, saying she wanted to improve innovation and collaboration, but was that the right decision? We’ve all said that we’re often more productive in a half day working from home than a full day working in the office, right? So why not let your employees work remotely from home?

There are definitely varying schools of thought on remote working. Some believe that innovation and collaboration can only happen in a boardroom with markers, whiteboards and post-it notes and of course, this can be true for some. But do a few great brainstorms trump a team that feels a little less stressed and a little more free?

Those who champion remote working often note that these employees are not counting the clock, worried about getting home, cooking dinner or rushing through errands post-work. No one works their 9-5 straight without breaks here and there.  Allowing some time for remote working means employees can handle some non-work related tasks and feel more accomplished throughout the day. Also, sometimes we all need to have a taste of working in our pajamas, right?

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It’ll be interesting to see how many traditional companies and industries start giving their employees more freedom with their work schedule. And how many end up rescinding their policies like Yahoo did.

What are your thoughts of the traditional 9-5 schedule and what are you doing to help foster your team’s productivity and creativity? Hit the comments and let us know.

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