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7 Strategies To Stay Super Focused

7 Strategies To Stay Super Focused

Staying focused on your task, priorities and mission is vital to your success. But it doesn’t come easily when you’re overwhelmed with daily distractions, a long to-do list, and multiple projects that demand your attention.

Here are seven strategies to stay super focused:

Say “no, thank you.”

Get clear on what you really want to achieve. Choose deliberately. Prune your to-do list. Declutter your schedule. Shed meaningless tasks. Forget about goals that no longer serve you. Switch gears or change the channel. Drop, delegate or barter assignments that don’t cater to your core strengths and true purpose.

Having too much on your plate weighs you down and creates leftover mess. Tackle three essential tasks to complete on a given day or three major goals to accomplish in a week. When something isn’t right for you, say “no, thank you.” This will give you more time and space to commit to things that matter.

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Mentally rehearse the task.

Visualize the ideal process, instead of obsessing over desired results. Picture yourself performing the task brilliantly and with ease. See yourself overcoming obstacles and maneuvering around hurdles. How will you feel when the deal is done? Elated? Excited? Evolved? Use these positive vibes to inspire you, pull you in, and take focused action.

Keep your energy up during breaks.

When you’re in a state of flow, it’s invigorating to stay on task. But forcing yourself to soldier on, when you’re drained, impairs your creativity and productivity. Regular breaks, for as little as 5 to 15 minutes, can do wonders. Take a walk, chat with a friend, grab a healthy snack, or get some fresh air.

Without consistent renewal and rejuvenation, it’s hard to stay alert and maintain focus. Set a regular bedtime routine and get a good night’s rest to avoid zoning out. Step away from the task when your interest in it begins to plummet. Go back to it when you refuel your energy.

Stop multitasking.

Doing multiple things at once or switching rapidly between tasks is the opposite of focus. So pick one important task and fully engage with it. Before you move on to the next thing, pause intentionally, take a deep breath, and bask in gratitude for the thing you just did.

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If you tend to get bored doing one task, you could set a timer to perform it in short bursts of 15 to 25 minutes. Or you could batch together similar tasks that require the same resources. For example, run your errands, file paperwork, reply to emails, and return telephone calls in designated time blocks.

Boost your willpower.

Focus requires self-control and the ability to resist short-term temptations for long-term gains. Breath-work, yoga and meditation are among the most effective ways to boost your willpower. These mindful practices help you take deliberate action, regardless of your shifting thoughts and volatile emotions.

You don’t have to follow through on each thought or act on every emotion that arises. You can simply sit with it without getting carried away by it. Come back to your breath. Do a body scan. Return to the present moment. Honing your willpower helps you stay focused rather than get distracted by mental chatter and unwanted feelings.

Make it automatic.

Develop regular habits and simple routines to make a task more automatic. Lay out the tools you will need to complete it. Pick a specific time to perform it. Set up reminders to work on it and reward yourself when you do.

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When an action step is part of your routine, you are bound to resist it less. This helps you preserve your energy and attention span for more difficult tasks that aren’t easily automated.

Create a supportive environment.

Constant interruptions and unnecessary distractions dilute your focus. Arrange your work space to discourage unscheduled visits. Plug in your earphones and listen to soothing music or white noise. Move to a quieter place if you can’t block out office banter. Schedule time blocks to focus on the task at hand.

If you want to complete a challenging project, turn off your phone, mobile devices and email and IM notifications. Disconnect from the Internet. Optimize your environment to keep your focus, find flow in your work, and experience real progress.

* * *

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Use one, all or a combination of these strategies to overcome internal busyness and reduce external distractions. Review what works for you. Make use of your preferred techniques to stay super focused and get meaningful things done.

Featured photo credit: Dani Ihtatho via flic.kr

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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