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How to Get Organized in Spite of Yourself

How to Get Organized in Spite of Yourself

    “He who knows others is wise, he who knows himself is enlightened” – Lao Tzu

    One of the first steps in change is awareness — understanding how and why you do things the way you do.

    But why is it important to know yourself?

    Awareness of self…empowers.

    It creates space and understanding for decisions to be made. Decisions on how to move forward or decisions on how to change. Self-awareness gives us a starting point, a place to work from.

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    In Sunny Schlenger and Roberta Roesch’s book “How to be organized in spite of yourself”, they explain that everybody can be identified by a different operational style and knowing what your personal style is can be a good starting place if you feel the need to organize your work life.

    In the book, people are classified by the following Time Styles:

    Hopper: A person who generally has many projects on the go at once and likes to works on all simultaneously. They constantly jump from task to task without finishing any of them.

    Perfectionist Plus: The Perfectionist Plus gets so involved in their projects and believe they can do everything right that they rarely finish a project on time. Even when they do finish a job, they are usually dissatisfied with the outcome.

    Allergic to Detail: They would much rather formulate the plans than carry them out. This type is very weak on follow through.

    Fence Sitter: The Fence Sitter leaves most things to chance because they are incapable to making a decision and worry whether their decisions will be the correct ones.

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    Cliff Hanger: These people thrive on excitement, delay everything to the last minute and usually need a deadline to complete anything.

    Identify your own style. When I identified myself and my style of working, I realized that it wasn’t so much a character flaw as I had previously believed, but a recognizable style that probably one-fifth of the population of the world share with me. Knowing this allowed me to (firstly) not be so hard on myself but it also put me in a position of power to allow me to learn to work with it.

    Here are a few tips to help you work better with your each style

    Hopper:Slow down. Eliminate distractions and interruptions.Do high priority tasks when you have most energy. Break projects down into mini-goals.

    Perfectionist Plus: Identify and focus on your highest priorities. Anything else does not need high attention to detail. Learn to say “no” and to delegate.

    Allergic to detail: Create simple, basic routines, set reminders, break up tasks into smaller goals, and schedule tasks.

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    Fence Sitter: Understand that there really are no bad decisions. Break down decisions into small steps, pinpoint your fears, and get familiar with your gut feeling.

    Cliff Hanger: Schedule time for tasks. Become aware of how long they really take, check your to-do list regularly to ensure you are not procrastinating on important tasks.

    How do you spend your time?

    Another important factor is to see how you currently spend your time. We all work hard — we spend many hours each day on tasks and projects that need to be done.

    But are there tasks that could be eliminated?

    Are we perhaps spending too much time on certain jobs? Identifying how you spend each moment of the day can be very enlightening.

    When the end of the work day comes and you think you know how the day was spent, do you remember that you spent twenty minutes chatting to your work colleagues about the football game or the fact that you spent thirty minutes on social media? What about the time spent at two meetings that didn’t really affect your job? Could you have read the meeting minutes rather than attend it personally?

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    Analyzing how the hours of each day were spent will allow you to make better decisions about your time going forward.

    This can be done by using a paper time sheet where you detail all of the things that you spent time on during the day or you can download an electronic time-sheet from the Internet that will monitor all that you do on your computer during the day.

    Know Thyself

    When you discover more about your personal style and how you currently spend your time you will be in a more powerful position to make more informed decisions about how you can work at your best.

    As for my style, it turns out that I am both a Hopper and Allergic to Detail. Confusion, disorder, chaos, disarray were all words that described me in the past. Getting organized has been life-changing for me. It has been the facilitator of my personal success — and believe me when I say that if I can do it, anyone can!

    (Photo credit: Document folders sorted 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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