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Yet Another Getting Things Done Article (with 11 Useful How to Tips)

Yet Another Getting Things Done Article (with 11 Useful How to Tips)


    If you are a regular reader of Lifehack, I bet there have been times when you have had this reaction:

    “Oh no not another Getting Things Done article.”

    But I also bet you read them anyhow.

    Why is that? Maybe it is because our lives revolve around getting things done. From the moment you wake in the morning to the time you close your eyes at night, you spend the day fulfilling responsibilities, completing tasks and working towards goals both big and small.

    For some this revolves around home life, cooking, cleaning and looking after children. For others it’s buying and sell stock or painting magnificent paintings. Regardless of the type of work you do, it is usually go…go…go!

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    There is a body of people out there that believe we should toss productivity out and live life more in the flow. Some believe that we cannot control life’s outcomes and we shouldn’t even begin to try. Although there is some merit in not trying to control and over engineer a life that could be fluid and carefree, but at Lifehack we believe in productivity. We believe in its merits and its potential. We believe that there are ways and means of managing your daily and weekly workload that will help you to get “it” done more quickly, reducing your stress and allowing you to do what it is you do when you are not in work mode.

    Learning

    When we read an article it is usually to gain more knowledge about the subject area — to see if there is anything we can learn that will enhance and improve our lives. So if you find you are reading article after article on getting things done, I will pose to you the following question: How much of what you have learned have you implemented?

    Be honest now — do you have a successful workflow system set up? If your answer is “yes” then you are excused to go back and get some stuff done. If your answer is “no”…well, then you are also excused to go implement some of the stuff you have learned to date and start getting things done.

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    Doing

    There appears to be a huge gap between knowing and doing. How much longer will you wait to get started? How many countless books do you read before you heed their lessons? Are you subconsciously hoping that the changes will happen in your life without your input?

    I urge you again to stop reading and start doing. Because productivity systems are nothing without action. Ideas without action amount to nothing.

    So if you are still hanging around and haven’t gone to take action, here are a few suggestions to get you started and create a little bit of momentum.

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    1. Revisit your goals for inspiration to act (if you don’t have any, create some today!).
    2. Commit to doing 10 minutes of something a day, create new positive and productive habits to help you on your way.
    3. Block process emails, a maximum of three times a day.
    4. Start the day with your worst task first (“eat your frog”); the rest of the day will be sweeter.
    5. Get up an hour earlier and exercise; this will give you more energy.
    6. Declutter your environment. A clean desk allows you to focus more easily.
    7. Be clear about what you want to achieve every day.
    8. Always leave time in your schedule for contingency; this way you won’t be disappointed if things don’t go to plan.
    9. Eliminate distractions, close email programs, switch off email notifications. In fact, switch off the phone when you are trying to get important work done.
    10. Implement the Pareto Principle (80/20 rule) and identify your 20% that adds value to what you are trying to achieve.
    11. Smile and be optimistic about life. Optimistic people are healthier, happier and more productive.

    It is time to stop learning and start doing. Ask yourself what one thing could you do this week to get you closer to your personal success. What one thing have you been procrastinating on that will have a major impact when complete? It’s time to take action, my friends.

    It’s time to finally get things done!

    (Photo credit: Handwritten Motivational Note 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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