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Be More Productive Using A Mind Map As a Task List

Be More Productive Using A Mind Map As a Task List

A mind map is a great tool for capturing ideas quickly, presenting them in a nice, graphical and hierarchical form. But can it be used as a task list?

Your task list can exist in many different forms and you probably already have it on a sheet of paper, sticky notes or captured in some electronic device. Some people use good, old Notepad, but there are many applications to help you capture your tasks, such as Remember the Milk, Evernote, IQTell, OmniFocus, or simply Microsoft OneNote.

I have been successfully using mind maps to store my tasks for several years and there are a number of people that have liked and adopted this idea. I believe there are some great advantages: just try it!

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Starting out

First, you need an application to build and manage the mind map. It can be used on a computer or 10″ tablet (smaller devices don’t work that well). If you don’t know where to start, try FreeMind, which is free and can be used on different platforms and operating systems.

Name the root of the map as “Tasks”, “ToDo”, or simply your name, and add four basic sections: “Urgent” and “Projects” on the right-hand side, and “Delegated” (or “Awaiting”) and “Done” on the left-hand side.

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Mind Map Structure

    Using the mind map

    The whole process of building the map and the operation is described in this video:

    As you can see, the rules are simple and very intuitive, and using a mind map as a task list has some advantages over traditional techniques, as follows:

    It’s visual

    Your task list is no longer just a flat list with some text — some people hate task lists because of that. By using a mind map, you can preserve the hierarchy and priorities of the tasks, nest them and reorganize easily. You can also apply different fonts and colors, or make hyperlinks. It’s your list, so you can organize it your own way.

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    It involves emotions

    With just one look your mind map can show you where you are. You can see it and you can feel it. Sometimes you can see that one of the projects is overloaded, that you have far too many delegated tasks, or there is one task that has been there since forever because the goal was not clear. With each completed task you can see your progress by simply noting how the “Done” section grows. It is great to look at it at the end of your week and be proud of that!

    It tracks delegated tasks

    I can often see that many people struggle because their task lists do not have the ability to track the task that was delegated to someone else. It is either marked as “Done” (I’ve done my part) or stays there, calling for action and making the picture blurry. Dedicated section for delegated tasks solves the problem and also keeps the list visual.

    It tracks the progress

    Because there is a separate section for already completed tasks, you can see how this grows and feel good about it. With just one look you can see where you are and how much you have already accomplished this week, and it is much easier to write reports or summarize your work. These small achievements are your small victories.

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    It calls for retrospectives

    After one week, the “Done” section is probably quite large and this is the moment to clean it up. Of course you can simply delete the tasks that were completed from the mind map, but you could also spend half an hour, or even just few minutes, and reflect on them. Which gave you the most satisfaction? Which drained energy from you? What could you do better next week?

    When you are done, delete them, but it will give you the feeling of a small victory. Many people are really surprised when they see that list at the end of the week!

    It can be personalized

    Another great thing is that you can apply your own format to it. You may change fonts, apply different colors or add images to different projects. You may add icons to some tasks, for example when you think there is some risk associated with it. The mind map is all yours, when you think something can be done your own way, just do it!

    Summary

    I believe this technique has many advantages over traditional, “flat” task lists. It can be used on any device using any mind mapping application you like. There is no special magic behind this. You can easily improve it over time and fine tune it to your personal style. You can see and you can feel the progress.

    If you try this technique, I would love to hear your comments about it below!

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    Piotr Nabielec

    Author, CEO, Consultant

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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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