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4 Common Time Management Truths That Could Jeopardize Your Productivity

4 Common Time Management Truths That Could Jeopardize Your Productivity

Sometime ago I wrote about 5 common time management truths that could potentially lower your productivity levels if you misunderstood them.

The idea behind that post was to make people realize that sometimes it is good to question even the common productivity wisdom that is being taught over and over again. Rather than blindly believing in it, we should all use our own judgment to decide if the piece of advice is applicable to our life or not.

I came up with 4 additional (and very common) time management tips that you should also take a critical look at.

1. Proceed one step at a time

A very common piece of advice when reaching your goals is to proceed one step at a time.

The idea behind this advice is that this way you are not overwhelming yourself by trying to do too much at once. Also, you are less likely to kill your motivation when you proceed this way.

Although this is sound advice, I don’t always like this approach: sometimes it just takes too much time to reach your destination this way.

For example, when I turned myself from a late riser into an early riser, it didn’t take me weeks or months to make the change – I did it immediately.

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One day I just decided: “from tomorrow morning, I start waking up at 5 AM” and that’s what I did. The approach of gradually waking up earlier until I’d reach my goal was just too slow for me.

This happened in 2007 and I’m still an early riser, so a quick change is definitely possible.

2. Procrastination is all evil

There is so much written about procrastination and why it’s not for you. I mostly agree with this advice – but not always. Instead, you should use procrastination to your advantage.

For example, I admit that I tend to procrastinate mostly on low-value tasks that are not important to my goals in any way.

This way I have more time to focus on those important tasks instead. So if it means that I’m postponing the cleaning of my home for couple of days, I can live with that.

You could also channel your procrastination to some other activities, which in turn may help you gain momentum.

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    For example, you might have an important task that you are supposed to do. For some reason you don’t want to do it right away, so you tackle some of the smaller tasks off your list first.

    This way you keep the wheels rolling and you may be eager to start working on the more important tasks on your list later on.

    Finally, you could channel your procrastination to do something useful.

    Once again, if you don’t like working on your main task, you could pick up a book (business, personal development …) and start reading and learning.

    Even if you are not directly working on your main task, you learn new ways to improve the other parts of your life.

    Although I’m not advising anyone to procrastinate on purpose, I’m just saying that procrastination has its role in making us more productive!

    3. Don’t check email first thing in the morning

    I can’t remember how many times I have heard that you shouldn’t check your email first thing in the morning.

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    While this advice is useful, there is also an exception to this rule.

    Sometime ago I was on a vacation for two weeks and then I got back to work. I started working on some tasks – without checking my email first.

    Later, I opened my email client and I found a message from my project manager saying that I shouldn’t be working on those same tasks that I had just completed.

    I was a bit annoyed by this situation, but I could only blame myself. I didn’t check my email first thing in the morning when I came to work. Instead, I started working right away before catching up with the latest project status.

    In most of the cases, you shouldn’t check your e-mail first thing in the morning. However, in some other scenarios you have to do this in order to keep yourself up-to-date.

    4. Do not use willpower when forming new habits

    Very often people are advised that they shouldn’t use willpower when creating new habits. Instead, one should have inspiring and motivating goals that makes the willpower part needless.

    Unfortunately, you still need to use a bit of willpower when you form new habits.

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    Let’s take a person who is trying to quit eating sweets in order to lose weight. Even that person is inspired to take her life in a healthier direction; there are still times when her motivation is going to be tested.

    Maybe there is someone eating sweets next to this person or maybe something happens in her life which makes the person to look for relief (for e.g. eating chocolate).

    In those cases motivation, compelling goals, or pictures of six-pack abs on your refrigerator door are not enough. You need plain, raw willpower in order to say “no” to those temptations.

    This may sound hard, but you need to fight against your old habits — especially in the beginning of your change. After you start, things get smoother and you don’t find eating sweets that compelling anymore.

    Forming new habits and relying solely on willpower is not going to work. However, using your willpower in small doses has its place in the process.

    It’s important to think…and not take common lessons for granted

    Time management advice is valuable, but occasionally you have to take a critical look at how you are performing and rework your strategies until they suit your own needs.

    Photo credits: Red Clock and Old Clock and Hourglass via Shutterstock)

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    Last Updated on February 18, 2019

    How to Motivate Employees and Boost Team Productivity

    How to Motivate Employees and Boost Team Productivity

    These days, in a world with cognitive, AI, and extraordinary advances, we have failed at the most basic stimulus: motivation. Why do I say so? Just take a look at these statistics:

    58 percent of managers said they didn’t receive any management training as per a CareerBuilder.com survey. Only 12% of employees leave their jobs because of more money. Research indicates that around 80% of employees leave their jobs due to “lack of appreciation”. Due to fear of failing, more than half of American workers don’t take their paid vacations. 53% of Americans are unhappy at work (not engaged). And 1 in 3 are working in a field they don’t like.[1]

    Archaic people management and HR structures are the root cause.

    “If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.” – Antoine de Saint-Exupery

    So how to motivate employees and boost team productivity?

    Here are 3 key things that you can do to motivate your employees and boost team productivity:

    1. Run Your Team/Group/Company like a Lean Startup

    The Lean Startup phenomena by Eric Ries has been socialized across millions all over the globe. In a nutshell, it is a methodology for developing businesses and products, which aims to shorten product development cycles and rapidly discover if a proposed business model is viable; this is achieved by adopting a combination of business-hypothesis-driven experimentation, iterative product releases, and validated learning.[2]

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    Encourage Your Employees

    When you empower your employees (or family members) to do what they deem to be best for a particular roadblock, idea, or improvement, you create magic. You create genuine trust. You enable innovation. The result is happy, inspired employees who feel they have a say in the grand cosmic stage at work.

    Note that increasing the competency level of employees and coaching and mentoring them along the way is key. You yourself, need to do the same. Nourish your brain – and get a mentor that will keep you at the edge of your game.

    Offer Rewards

    Motivation is also intrinsic. The startups I have worked at offered instant rewards — not just fat checks or equity increments, but Oscar-style nominations.

    The non-monetary rewards were actually more coveted, and grandiose: lunch with the CEO, tickets to an Obama fund-raiser, horse-back riding with a world-class equestrian.

    Compare this to a dodgy, corporate, white-cubicle dinosaur that had a “yearly performance review” where both parties dread the conversation. In a world of instant WhatsApp messages, having a conversation about performance, likes and dislikes cannot just happen annually in 60 minutes. Employees need to be rooted in the belief that their manager genuinely cares about them.

    Give Autonomy

    Another key attribute is autonomy. Most employees start brushing their resumes and cruising LinkedIn when their hands are tied in their current positions: approval forms, long meetings, escalations, and more meetings. In the world of agile and scrum masters, deliberating for the sake of deliberating is poison. You will choke the very employees that giddily accepted the job initially to “change the world”.

    Within a reasonable realm of assessment and deep-dives, trust your employees to do the heavy lifting. Give them access to the knowledge, people and resources that help them directly make the choices that will shape the future of your team, and your company.

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    Eliminate yourself as the bottleneck – and interject yourself as a benevolent, servant leader that is the symbol of high-performing organizations.

    2. Apply the 90/90/1 Rule

    I recently saw a video by Deepak Sharma (a leadership adviser) about productivity and this principle stuck with me. Here’s what it’s about:

    Devote the First 90 Minutes of Your Day to Important Project

    For the next 90 days, devote the first 90 minutes of your day to your most important project—nothing else. Do this for yourself and your employees.

    We usually get sucked into the most wasteful, operational activities in the morning which robs our focus, and steers us into an unwanted rabbit hole. So mute your notifications, avoid the temptation to check your exploding inbox, and scroll your Instagram feed later. Instead, focus on that ONE thing that will provide real value to you, your team, or your business/company/home.

    Apply this rule to yourself – and your team. Your team will thank you. Note: If you’re feeling really stretched for time, you can always hack the rule by testing out a “45/45/1” version.

    A To Do Scheduling System

    Another version of this is to use the Kanban concept, developed by Taiichi Ohno, an industrial engineer at Toyota. Kanban is a scheduling system employing boards and cards.

    The most basic version is a canvas with “To-do”, “Doing”, and “Done” boards (or columns). Each activity or task is a “card” that moves from one column to the other. I use Trello (a Kanban-inspired app) that is a key system for my personal and professional life. It allows me to understand my workload, their priority, and due dates.

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    I use importance and effort metrics (scores) for each task to understand what is truly necessary in my life to work on. It negates the FIFO (first-in, first out) paradox that has plagued millions of people. Instead, it allows me to take stock of what is on my plate, and then bite on what truly will move the needle for me, my team, my life, and my company.

    With a limited appetite (at least for some), would you eat the veggies, fries, mashed potatoes and leave the sizzling steak? No, you wouldn’t (unless you are a vegan and ended up in the wrong restaurant).

    Approach your work with a weighted vengeance – and encourage your team to do the same.

    3. Align Passion and Skills to Purpose

    The heart of human excellence often begins to beat when you discover a pursuit that absorbs you, frees you, challenges you, and gives you a sense of meaning, joy and passion.

    “The most fortunate people on earth are those who have found a calling that’s bigger than they are—that moves them and fills their lives with constant passion, aliveness, and growth.” — Richard Leider

    An ace team-member once told me that while she enjoys working for the company we both used to work at, she really hated anything to do with technology. She was more of a “people” person, and did not want to sit behind a desk sifting through lines of code.

    What struck me was that she was in that role for more than a decade and had just spoken up. The good thing is she spoke up. She expressed her desire and interests. And it allowed her to get into a role of her liking within 30 days.

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    Ask If They like What They’re Doing

    If you, or a team member is frustrated, demotivated, or not performing at their best – one of the questions you should ask is whether they like what they are doing. Then genuinely try to help them get to the role they should be in (whether in the same team/company or not).

    There’s a reason why 53% of Americans (and perhaps more or same across the globe) are unhappy at work. A butcher cannot be an ace salad maker. Pursue your passion – and help pave the way for your team. Unlock your potential and theirs. You will command and lead a supercharged team.

    “Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma – which is living with the results of other people’s thinking. Don’t let the noise of other’s opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.” – Steve Jobs

    The Bottom Line

    Sometimes, passion has to be ignited. It is dormant, clouded by busy-ness, buried by wrong career choices, and plagued by non-supportive eco-systems. Some will climb out of it, but we as society — and in the case of business teams — incumbent upon the manager/CEO/leader to foster, grow, and nurture the employee.

    Teach her the ropes. Show her the path. Advise him as you would yourself. Let them lead, and make mistakes. Do not fear them, rather make them the leader you would want to become.

    For your not-so-great team members, understand that it is not personal, it is just not a good fit. Help them move on to the pastures they would be fit to graze on. Hence, hire slow (and fire fast).

    Your team is a reflection of you. Boosting their confidence and helping them achieve the impossible is motivation. Focus on that, and you will have a productive team that you and your company will be proud of.

    More Resources About Team Management

    Featured photo credit: rawpixel via unsplash.com

    Reference

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