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How I Learned 5 Habits in 30 Days

How I Learned 5 Habits in 30 Days

If you have been reading about personal productivity on the Internet, I’m sure you’ve read plenty of articles on how to build a new habit. One of the common pieces of advice is to work on one habit at a time until it sticks and then move on to the next one. If you try to focus on too many at a time, you will have a high chance of failure.

I’m here to say that is not true.

I found a hack that allows you to learn multiple habits at a time. It allowed me to learn 5 habits in 30 days and I’m going to show you how you can do the same thing.

The flaw in the approach of one habit per period (usually it’s a month) is that the presupposition is that all habits are created equal. This is not the case — because not all habits take the same amount of effort to make them stick. There are a lot of habits that I would say require the commitment of learning one at a time, but what I found is that a lot of habits can be learned at the same time.

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The 5 Habits

I discovered by accident that you can build multiple habits at a time. As I was trying to figure out how to build more habits, I thought one habit per month was too slow for me. So I started to question the common advice out there and look at it from different angles. That’s when I found that the presupposition was flawed and I used this as a starting point to hack the habit learning process.

Here are the 5 habits I made to stick at the same time in 30 days (they are in no particular order):

  • Flossing every morning.
  • Reading a book before going to bed.
  • Drinking green tea once a day.
  • Taking my supplements in the morning.
  • Stretching my body as soon as I get out of bed.

Here is the flaw in the “one-habit-at-a-time approach” and the question that triggered my discovery.

If I want to floss every morning, why can’t I focus on the habit of drinking green tea once a day that might kick in later in the day? I asked myself this question and pondered it for a while. By mere logic, it doesn’t make any sense to focus on one habit at a time if the two habits aren’t related and are not dependent on each other. I can floss my teeth at 8am and drink green tea every day at 2pm. Why would I then focus on just one habit at a time?

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Like I said earlier, not all habits are created equal. Some take more effort to build because of their nature. The list of habits I wanted to work on don’t require continuous focus. Example of such habits that require continuous focus include positive thinking, eating healthy, becoming a better listener and practicing gratitude. For such habits you always have to be on the lookout because you don’t know when you can expect them to be practiced — and most of them have an external component you cannot directly control.

Let’s take the example of positive thinking. You can start your day with positive affirmations, but what do you do when a negative thought comes up later in the day? It’s not something you can predict to happen (nor expect it to happen) at a certain time of the day. When a negative thought does come up, you have to reframe it right away and this can happen numerous times a day. As you can see, such habits require a lot of focus and practice. For those habits — yes, go with the one-habit-at-a-time approach.

However, there are a lot of habits that do no require this much focus and practice.

These are habits that you can only work on when you are int the right location — and at the right time. By their nature you have a lot of control over them when you want to exercise them and I call them “controller habits”. These are the ones you can make habitual very fast with two simple technique that will I reveal. By applying these simple techniques I was able to learn five habits in a month without any problems.

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Pinging and sticky notes

The “life hacker” way of learning these controller habits involves pings and sticky notes. Like I said before, for certain habits you just need to work on them when you are in the right place and at the right time. A ping is sending yourself a reminder about the habit you want to work on. This is a process you want to automate so you don’t rely on your memory. Examples of how you can ping yourself is by setting reminders, automated emails to yourself, and text messages. These little pings will happen at a specific time and will remind you that you have to enforce the habit you want to learn.

As an example of a ping, I set calendar reminders for every day at 2pm to drink green tea. If you have your phone synced up with your desktop through the cloud (like with iCloud, MobileMe and the like), calendar reminders are awesome. You can setup the reminders on your desktop (make sure there are popup notifications set) and each time a reminder is due you will get notified on your desktop and mobile phone. That way you will not lose sight of the habit you want to work on. Whenever you read the ping is when you have to take action to cultivate your desired habit. Remember to do it right after you read the ping.

The second technique requires a simple prop: sticky notes. For each habit you want to cultivate, write down on a sticky note the action you need to take. For example, “floss your teeth” or “take your supplements” would suffice.

Now this is the essential part of making the sticky notes work. Place them visibly at the location where you need to exercise the habit. This is really crucial. This acts like a reminder for you to build your habit. When I wanted to build the habit of flossing every morning, I wrote down “Floss my teeth” and I posted the note on the bathroom door. This meant that each morning when I went into the bathroom, I would see this note that reminded me to floss my teeth. Likewise for my daily supplements, I posted the note in the kitchen on the cabinet where I stored my supplements. Every morning when I was in the kitchen it would help me remind me that I need to take my daily supplements.

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There is another benefit to these pings and sticky notes. Not only do they remind you of working on your habits but they will also help in getting those habits “burned” into your subconscious. The more you see it, the stronger it will be in your subconscious. Each time I go to my bathroom, I read the note about flossing my teeth — but I don’t have to exercise it each time. However, because I’m reminded of it all the time it becomes almost second nature to me — I now know that I have to floss my teeth in the morning. Repetition is not only the mother of learning, but also the father of getting something stuck in your subconscious.

One Last Thing

If you combine both the pings and sticky notes you can learn a lot of habits at the same time. To round it up, here’s how I used the pings and sticky notes to build those five habits:

  • Flossing – sticky note on my bathroom door.
  • Reading – ping at 10pm and sticky note in my bedroom.
  • Green tea – ping at 2pm and sticky note in my kitchen.
  • Supplements – ping at 8am and sticky note in my kitchen.
  • Stretching – sticky note in my bedroom I would see first thing as soon as I wake and stand up.

If you can chain multiple habits, you will create very effective rituals — or “super habits” as I often call them.

What 5 habits can you learn in 30 days? Let me know in the comments — and hopefully with this advice you’ll be able to make all 5 of them stick!

Featured photo credit: Pexels via pexels.com

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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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