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9 Valuable Lessons Learned After Writing My First Book

9 Valuable Lessons Learned After Writing My First Book

In 2012, my coach asked if I wanted to write a book. This had been a dream of mine for a long time, so it didn’t take me long to say, “Yes.”

It’s now 2013 and the book is finished. I’m exhausted but happy: this project has been a real stretch! Yet, I have learned many valuable lessons about writing a book and today I’m here to tell you some of them.

1. Crowdsourcing makes you a project manager.

My book was written by using crowdsourcing. In other words, I didn’t write all the content by myself—there were also 18 other contributors (bloggers, marketers, and entrepreneurs) to this project. Maybe it was for this very reason that I didn’t feel like an author at times. Instead, my job was to keep a lot of strings on my fingers, so that things would roll along smoothly.

In addition to doing some of the writing (sections such as my part of the book, the Introduction, the thank-yous, the Conclusion, or contributor introductions before each chapter), I also did the following:

  • Found the people to join my project and a person to write the Foreword.
  • Hired a book cover designer.
  • Hired a typesetter for the book.
  • Negotiated with everyone who reviewed my book about possible promotions.
  • Wrote a bunch of launch guest posts and created other launch-related material.
  • Built a website for my book.
  • Created a promo package for reviewers (and anyone else who wanted to promote my book).

This is probably just the tip of the iceberg of all the work I have done during the project. Yet, I’m proud that I was able to get them all out of the way before the launch date.

2. Get a decent editor right from the get-go.

One mistake I made was not hiring a decent editor/proofreader right from the beginning. Instead, I found a person through Fiverr to do the work.

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Unfortunately, when I created one particular draft that I then sent to one of the contributors, he wasn’t too happy about the end results.

After doing a little bit of searching, I found a good editor whose expertise I then used in this project and who proofread/edited the book.

The Fiverr option would have been more inexpensive for sure, but when it concerns a book project, make sure to pay attention to the editing part. Money shouldn’t be an issue in this case!

3. It is going to cost money—but it’s an investment.

When I calculated the project costs so far, the figure was a bit over $2,000. Obviously, I didn’t have to pay everything at once, but rather, during the project.

I see all this money spent as an investment and it’s naturally going to pay itself back (at least partially) through book sales. But more importantly, it’s going to differentiate me from other bloggers out there in my market (productivity), who haven’t written a book yet.

Besides, this investment can give me other interesting opportunities, like teaching and speaking gigs, and it’s also a nice way to build my email list.

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4. Don’t hesitate to outsource as much as you can.

When you are self-publishing a book you want to outsource as much of the work as possible.

For instance, I lost time on the typesetting part because I wanted to save some money and do it myself. However, after talking to my coach about this topic, he suggested that I should find someone through Elance to do the work for me.

I was happy to find someone who could do the work. At least the next time I write a book, I’ll be sure to take the outsourcing path right away—without wasting my time.

5. Make sure to prepare for the launch well in advance.

I was so deeply concentrated on other parts of the book project that I almost forgot the launch phase entirely.

Unfortunately, I was a bit too late on the launch game. For instance, I missed certain guest blog post opportunities on bigger blogs on the launch day. I learned my lesson and next time I will approach these blogs well ahead of time.

Guest posts (15 at the time I was writing this post) were not the only way I was promoting my book and there are plenty of other ways I did it:

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  • Articles on two electronic productivity magazines
  • Advertisement on one electronic productivity magazine
  • Three podcast interviews
  • A national radio interview by Finnish Broadcasting Company, plus an article on their website
  • Contributors promoting the book on social media, on their email lists etc.
  • Reviewers writing testimonials and promoting the book, also on social media, on email lists etc.
  • A speaking gig at my local computer club

Arranging all this takes time, so for my next book I will definitely give more time and thought to these important aspects of the project.

6. You have to understand your long-term priorities.

Let’s see: I was writing a blog, I had a day job, I had a family (and I still do!), and I was competing in triathlons and marathons. In addition, I was about to write a book.

Obviously, there were a few things I had to stop doing, at least temporarily, and in my case it was my sports hobbies. In addition, I decided to temporarily stop podcasting on my blog and recording productivity videos.

I understood that writing a book would have long-term effects while also building my online business and authority, so some aspects of blogging and competing had to stay in the background in 2013.

I’m happy that I made this decision and it helped me to better focus on the book project.

7. Have a person you can turn to.

When writing your book—especially if it’s your first one—it’s very important to get help and insight from someone who has written a book before.

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In my situation, I now understand that having a coach has been an invaluable thing for me—especially as a first-time book writer. He has been helping me along the way by connecting me to various people during the project, or by giving me helpful feedback regarding the book. Since he is an author himself, he knew the right things to focus on and this saved a lot of my time.

8. Your motivation is not guaranteed.

Eight months after starting the project, I faced something unexpected: My motivation towards blogging and finishing the book decreased alarmingly.

I realized that the growth of my blog had stagnated and all I was doing was just working on the book project. In addition, an old passion of mine (designing web sites) raised its head again and my motivation to continue my productivity blog and the book project was at stake.

Fortunately, I was able to understand the long-term value of my project, thus realizing (thanks to my coach) that it would be foolish to pull the plug now, since I had done a lot of work so far. Seeing this book project as being part of something bigger was an eye-opener and it helped me to keep on going until I crossed the finish line.

9. It’s possible to write a book part-time.

When you are writing your book part-time because you have multiple other commitments, you have to make especially sure you take advantage of all the possible time pockets you have.

In my case, I did the following:

  • Woke up early: I got up in the morning between 5-6am, almost every day.
  • Never worked without a plan: I knew exactly what tasks to focus on after waking up, or whenever writing my book.
  • Slowed down my blogging pace: I posted less on my blog and spent the time saved on the book project.
  • Batched content creation: Whenever creating content for the blog or my email lists, I created more content at once.
  • Took advantage of travel times: I worked on this project during the business trips—either on the train or when staying at the hotel.
  • Asked politely: I asked my wife if was OK to spend time on the book project—instead of spending mutual time with my family (fortunately, I didn’t have to do this too often).

Please note that I used these strategies mainly when I still had a day job. In June 2013, I lost my day job due to economic circumstances, so I had a lot more time to focus on the book and get it finished.

After 431 days, the book was finished! These are the lessons I learned. Do you have any tips to share in the comments?

More by this author

Timo Kiander

Productivity Author and Founder of Productive Superdad

The Crucial Letter Your SMART Goal Is Missing What Is FOMO (And How to Get Over It) How to Create a To-Do List that Super Boosts Your Productivity Do You Do This Common Mistake When You Start Working on Your Tasks? 9 Valuable Lessons Learned After Writing My First Book

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Last Updated on October 14, 2020

Delegation of Authority: The Complete Guide for Effective Leaders

Delegation of Authority: The Complete Guide for Effective Leaders

Do you absolutely hate failing? You’re in luck because, today, you’ll learn the art of how to tackle failure in your work life. The magic trick is called delegation of authority.

Failure is often a result of excess burden. When you take on more than you can handle, you are unable to perform well, even if you have the expertise to do it perfectly. It’s demotivating, a waste of time, and extremely annoying.

Let’s take a deep look into the delegation of authority to figure out how to make the most of it.

What Does It Mean to Delegate Authority?

Delegating authority is neither magic nor rocket science. It is exactly what it means: division of workload and distribution of power.

Now, this is where most superiors get worried. They misunderstand the idea and believe that distribution will take away their authority.

However, the division and distribution of authority are like giving the entire team autonomy over their own job, but their control is limited to just that.

The superior still has supremacy over all the employees.

Authority delegation minimizes the workload of the superior. This work is broken down into smaller tasks and spread out into a team so that every member works simultaneously to finish the project in a shorter time.

3 Elements of Delegating Authority

The delegation of authority has three elements:

1. Assigning Responsibility

This is the first step in the process. A person who is in charge, such as a manager or a team leader, assigns other team members certain tasks that have to be completed in a given period. Of course, this is only possible if the superior has more control and authority in the work environment than the subordinates.

2. Granting Authority

The next step is to give the subordinates enough authority and responsibility for them to complete the task and act independently.

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So, let’s say you are a supervisor who allocated one person in your team to do a certain task. This assignment will be useless to you if the subordinate has to come to you every step of the way to get permission and signatures required to fulfill the allocated job.

Unless you’re giving authority, you aren’t delegating. Instead, you’re only assigning a task, and that won’t bring you any benefits.

Also, granting authority puts the subordinate in charge. This person is now responsible for doing what they’re assigned, however they like. It’s up to them how they tackle obstacles. All that you as the supervisor should be concerned about are the final results.

3. Maintaining Accountability

There’s always a risk that some team members may not act responsibly, especially when they have been given authority over the assigned task. This is why you have to make every employee or team member accountable through some rules and regulations.

The superior must always have the right to ask the responsible person about their task[1]. Creating an accountability culture in a company is important, and accountability goes upwards in the hierarchy of a work environment. Never offer any leniency in this regard if you want to ensure quality outputs.

This step of giving and receiving feedback helps improve the future work ethic immensely.[2]

Effective delegation of authority

    Why Is It Important to Delegate Authority?

    Many times, superiors take on all the duties because they have a hard time trusting someone else to do the job as well as they would do themselves.

    That’s a valid concern, and it may keep you from getting the most out of authority delegation.

    But, with this risk comes a long list of benefits. It is actually important to delegate authority for the betterment of your organization and team.

    Superiors Can Perform Better

    The most important benefit of delegating authority is that the manager divides authority and gets the time to do their actual job.

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    As a supervisor, your first duty is to maintain the flow of your team. With your workload minimized and more time at hand, you can pay attention to the minor details.

    It gives supervisors the time to look at the more important stuff. Simultaneously, they get a chance to test which team members are most efficient. In case of any problem, the delegator has enough room in their schedule to sit down to figure out a solution.

    All in all, it leads to a more efficient performance from the supervisor’s side.

    Subordinates Learn With the Flow

    With a degree of authority in their hands, the subordinates begin to feel useful and important. This feeling is the most important route to improvement.

    As your subordinates work independently, they not only improve their existing skills, but they also perform better. Since they are ones in control, they are the only ones accountable for everything they put on the table. This sense of responsibility provides the mandatory boost of motivation[3].

    Moreover, with the delegation of authority, the superiors and subordinates work on the same level to a certain extent. This allows the team members to learn from their supervisors while also polishing their knowledge practically.

    Leads to Better Relationships

    If you’re in charge of any team, work as a manager, or own an organization that you run, you already know why employee-employer relationships are vital.

    The same applies to every workgroup.

    So, even if you’re just one small group of 5 people in a multinational organization, the rules are coherent.

    By letting go of some responsibilities and giving individuals a chance to grow, you’re spreading positive work vibes. It all works in a cycle where you give the team some authority, they feel important and outperform, your trust in them strengthens, and you continue to delegate authority moving forward.

    5 Tips to Delegate Authority Effectively

    There is a whole mechanism that supports the delegation of authority.

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    If done right, this concept has numerous advantages. However, the key is that it’s done right.

    1. Choose the Best Person

    It’s not easy to trust another person to do something that you would have preferred to do yourself. That is why it is crucial that you only delegate a task to someone that you have full faith in.

    The easiest way to do this is to pre-asses every team member’s skills and qualities. In your mind, have a clear idea of who does what best. So, if there is one particular individual who excels at technology, you will know where to go every time there’s a job related to that skill.

    Once you’re satisfied with who is in control, more than half of the issue is resolved and things will most likely go smoothly.

    2. Offer Enough Autonomy

    One huge mistake you may make is to break down tasks too much.

    Let’s say your team of 10 people has to arrange an office party for 100 people. You have to manage the location, decorations, food, and furniture.

    You can either assign 4 individuals each of the 4 main jobs, or you can divide each component further into small tasks.

    In the case of the latter, tasks will overlap, things will get confusing, and none of your team members will have full control over their assigned task.

    This generally leads to a final result that is extremely non-coherent.

    3. Clear Communication

    A major aspect of delegation is the availability of clear instructions. From details of the task to deadlines, the person who has to fulfill the job should be clear on every single detail.

    Unless they know what’s expected from them, they will never be able to satisfy the delegator.

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    You can learn more about effective communication in this article.

    4. Avoid Unnecessary Pressure

    Yes, diamonds only form after the charcoal is put under immense pressure. But, honestly, you don’t need to implement that strategy in your work environment when implementing delegation of authority.

    Offer plenty of time and flexibility for each individual to be able to offer their best performance.

    Some people may work better under pressure. In that case, let the individual make that decision for themselves.

    5. Offer a Helping Hand

    Just because you’ve given someone else the task and power does not mean you have to back off completely.

    In fact, you should try to be a part of the process, but only from outside a defined boundary. This is something you’ll have to figure out practically as per the needs of your work environment. However, it will ultimately lead to you being a more respected leader:

    The important point is that if someone is facing an issue with the delegated task, do not refuse to help. Offer advice and support readily so that your team can learn from you. It will end up benefiting your organization.

    Final Thoughts

    Conclusively, it is safe to say that the delegation of authority is a very helpful technique to adopt in workplaces. It allows for a positive working environment as well as fruitful results.

    It’s something that all leaders should implement to achieve a time-efficient and productive workspace!

    More on the Importance of Delegation

    Featured photo credit: Dylan Gillis via unsplash.com

    Reference

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