are you taking self-care seriously ?

are you taking self-care seriously: now is the time to say It’s so busy at work, I can’t afford NOT to take care of myself

Leadership Tip of the week #133

adapted from HBR

Closeup portrait Angry young Boy, Blowing Steam coming out of ears, about have Nervous atomic breakdown, isolated grey background. Negative human emotions, Facial Expression, feeling attitude reaction

You probably already know that sufficient sleep, proper nutrition, physical exercise, human connection, and time to relax are important — but do you actually carve out time for them?

When you consider caring for yourself as unrelated to work, you’re likely to let your business priorities come first. But your resilience is a high-priority business issue, especially when you’re leading a team through the stress of our fast-paced world.

Research shows that our decision-making dramatically suffers when we neglect to properly rest and refuel, so make self-care a daily priority. You don’t need to dedicate hours a day though. You can boost your short-term resiliency by taking a short walk or reaching out to a friend you haven’t talked to in a while just to check in. Investing in yourself isn’t indulgent — it’s mission critical.

It’s time to tell yourself, “It’s so busy at work right now, I can’t afford NOT to take care of myself!

This tip is adapted from “Reframe How You Think About Self-Care,” by Liane Davey

culture ripple effect

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The Culture Ripple effect

Leadership Tip of the week #132

adapted from HBR

By the age of six months, a baby begins to understand that his actions can affect his environment.

It’s amazing how as adults we quickly unlearn this.

As business leaders when we talk about shaping or changing company culture we sometimes forget to own the fact that we are the culture. Culture is not something that is laid down in a strategy document, or changed in the blink of an eye at an offsite event designed to rally the troops. Culture is how we act every day. It’s impacted by how we as individuals choose to behave and evidenced in the ripple effect that our actions catalyse.

When we seek change we often start by looking to see what we can change in others, forgetting that the ripples begin right where we are.

We must walk the walk and Talk the talk

Daydreaming (With a Purpose) Can Recharge Your Mind

cycling andrew

Daydreaming (With a Purpose) Can Recharge Your Mind

Leadership tip of the week #132

adapted from Harvard Business Review

Resisting distractions seems like an intuitive way to be more productive, yet research shows that excessive focus exhausts your brain.

To tap into your “default mode network” — an unfocused state in which your brain activates old memories, enhances self-awareness, and imagines creative solutions — use positive constructive daydreaming.

  1. I begin a low-key activity, like cycling or gardening , and allow my mind to wander.
  2. But don’t simply slip into a daydream or rehash old worries. Instead, imagine something playful, like running through the woods.
  3. Hold the wishful image in your mind while continuing the low-key activity. In this unfocused state, your mind will recharge, connect ideas, and even find long-lost memories.

The associations your mind makes during positive constructive daydreaming should enhance your sense of self, making you a more confident leader.

So when I’m out on the Pennine hills cycling with Alastair & Mark , or digging my garden I’m really working hard recharging my mind.

Adapted from “Your Brain Can Only Take So Much Focus,” by Srini Pillay

Deliberately Encourage & Reward Collaboration

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Deliberately Encourage & Reward Collaboration

Leadership Tip of Week #131

adapted from HBR

There are a lot of reasons why someone might refuse help from a colleague.

Some employees prefer to be self-reliant, others don’t want to feel obligated to return the favor, and still others don’t trust their coworkers’ motives. But these attitudes can increase employees’ risk of burnout and hinder social connections at work.

As a leader, you can encourage and recognize collaborative efforts by calling attention to them and explaining how they contribute to the organization’s goals and mission. Be sure to demonstrate your willingness to accept help when you need it; colleaguess are more likely to do it if they see their leaders doing it.

And be careful not to send mixed messages: If employees who go it alone advance more quickly than those who give and receive support, people will pick up on that discrepancy — and they’ll go back to looking out for number one.

Adapted from “Why We Don’t Let Coworkers Help Us, Even When We Need It,” by Mark C. Bolino and Phillip S. Thompson

Maintain focus during back to back Zoom Meetings

zoom meetings

Maintain focus during back to back Zoom Meetings

Leadership tip of the week #130

adapted from HBR

When you’re in a virtual meeting, it’s easy to find your mind drifting away — especially if it’s your fifth one of the day.

  1. To make sure you’re as engaged as possible, take a few moments beforehand to understand the meeting’s purpose and what value you can add.
  2. What is the most critical information you have, and what do you want to contribute? Jot down these points.
  3. If you don’t have a critical role to play, identify exactly what you hope to learn from the call.
  4. Coming prepared with specific questions will prime you to listen carefully.
  5. If you speak during the meeting, acknowledge previous statements so people feel heard, but don’t spend a lot of time re hashing earlier points.
  6. Add something new to move the conversation forward.
  7. And don’t worry if you do zone out: Gently notice what distracted you, and return your attention to the call. If you missed something, don’t be afraid to ask a clarifying question.

 

This tip is adapted from Stop Zoning Out in Zoom Meetings,” by Sarah Gershman

how to get buy-in

5 fingers5 Steps to Get Buy-in for Your Next Innovation

Leadership Tip of week #129

adapted from HBR

Everyone wants innovation in their organisation, but getting a new idea implemented can be a challenge, especially when office politics are in play. When you’re trying to get approval for your latest innovation, follow these four steps.

1. be clear on the problem you are trying to solve: really understand the internal and customer problem you are trying to solve. this is 80% of the challenge

2. anticipate resistance. If you know what people might object to, you can plan how you’ll address those concerns.

3. understand what objections are truly about. For example, someone might say they object because of a publicly acceptable reason — say, the project is too costly — when their real concern is political, like they’re afraid their team will lose influence.

4. find a champion for the project. This should be a senior executive whose clout and expertise can help you move the project forward.

5. gather a critical mass of supporters. If you have a group of people who believe in the innovation enough to try it, you’ll have social proof that the idea is a good one.

Adapted from “How to Navigate the Politics of an Innovation Project,” by Brian Uzzi

Try Silence During Your Next Remote Brainstorm

brainstorm ideas 2

Try Silence During Your Next Remote Brainstorm

Leadership tip of the week #128

adapted from HBR

Research shows that embracing silence during a brainstorm helps teams produce significantly more — and higher-quality — ideas. Silent brainstorming can be particularly useful in remote meetings.

So what does it look like in practice?

  1. Starting with the meeting invite, make sure everyone understands the goals of the brainstorming session.
  2. At the beginning of your meeting, share a working document (such as a Google Doc or use Teams ) with key questions that need to be answered.
  3. Encourage all participants to contribute to the document for 10 to 20 minutes without talking. During this time, attendees can actively ideate and respond to each other in the document.
  4. The leader can also participate, providing direction and asking attendees to elaborate on specific ideas as they’re being formed.
  5. Once the silent phase of the brainstorm is complete, you can begin a discussion if your group is relatively small. If the group is large, you can end the meeting, review the document, and follow up with an email that shares conclusions and next steps. Or, you might consider sending out a quick survey where participants can react or vote on options to move forward.

A different approach to working on ideas but one that creates the workshop capability from before lock down and stops Zoom overload.

This tip is adapted from Break Up Your Big Virtual Meetings,” by Liana Kreamer and Steven G. Rogelberg

How to increase your versatility

darwin survival of fittest

How to increase your versatility

– the best leaders are versatile ones

Leadership tip of the week #127

adapted from HBR

Versatility is a key leadership trait.

Managers must have the capacity to read and respond to change with a wide repertoire of skills and behaviors.

So how can you actually build this ability?

  1. Start by soliciting feedback from trusted colleagues. Ask a simple question like, “What should I start doing, stop doing, or continue doing to be a more effective teammate?”
  2. You might also take a more systematic approach and complete a personality assessment to gauge your strengths and weaknesses.
  3. Follow up by asking colleagues if they agree with the results.
  4. Finally, learn some new habits from people you respect. Set up a meeting with a colleague who has different strengths than you to pick their brain. Your goal is to learn to see things from their perspective, so come with an open mind. You might even ask what they are reading, how they learn, or what their day-to-day routine is.

Try to adopt some elements from their approach — it just might make you a more flexible worker and versatile leader, and more adaptable to change.

Keep listening keep learning

This tip is adapted from “The Best Leaders Are Versatile Ones,” by Robert B. (Rob) Kaiser

 

Don’t Let Video Calls Drain Your Energy

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Don’t let video calls drain your energy

Leadership tip of the week #126

adapted from HBR

Let’s face it, continuous video calls are exhausting.

But there are a few things you can do to conserve your time and energy.

1. avoid multitasking. It may be tempting to try to get other work done while you’re listening in, but switching between tasks can cost you as much as 40% of your productivity.

2. cut down on distractions. Close your browser tabs, put your phone away, and stay present. You can take short breaks during longer calls by minimizing the video, or just looking away from your computer now and then.

3. Do you really need a video meeting? take a step back and ask yourself whether you even need a video meeting. Check your calendar to see if there are any conversations that you could have over Slack or email instead. don’t feel obligated to make every conversation a video call. Especially when you’re talking to people outside your organization, a phone call is probably just fine.

Taking these steps may feel hard at first, but they will help prevent you from feeling drained at the end of another workday.

This tip is adapted from “How to Combat Zoom Fatigue,” by Liz Fosslien and Mollie West Duffy

Should that item really be on your list?

goals

Should that item really be on your to-do list? 

Leadership tip of the week #125

adapted from HBR

Not every project or task you take on requires your immediate attention.

If you’re feeling overwhelmed, ask yourself a few questions to help you prioritize your to-do list.

  1. why is this task necessary? If there’s no clear answer, it’s probably not urgent.
  2. what would happen a month from now if you don’t get this done? It’s tempting to barrel through your list for the sake of crossing things off, but before you spend time on a task, visualize its future impact on you, your stakeholders, and your business. If you don’t see a long-term impact, consider passing.
  3. are you the right person to do this task? If not, consider whether you can delegate to someone else.
  4. did you agree to take on this task for the right reasons? You may have told yourself, “People will think I’m rude if I say no,” or “My direct reports are too busy to do this.”If you said yes for the wrong reasons, chances are you’re the wrong person for the Job

Don’t do every task: we’ve learnt in the recent health crisis that if you focus on the important things, that’s what matters

This tip is adapted from If You’re Overworked, Learn Which Tasks to Hand Off,” by Sabina Nawaz

Use curiosity to break a bad habit

curiosity

Use Curiosity to Break a Bad Habit

Leadership Tip of Week #124

adapted from HBR

Why is breaking a habit so difficult?

It’s because habits are made up of three components:

  1. a trigger (for example, feeling stressed),
  2. a behavior (browsing the Internet),
  3. a reward (feeling sated).

Each time you reinforce the reward, you become more likely to repeat the behavior. The key to breaking this cycle is to become more aware of the “reward” reinforcing your behavior.

First, figure out your triggers. If the habit is procrastination, for example, pay attention to the circumstances surrounding you when you put things off. Do you have a big project you’re trying to avoid? Do you have too much on your plate? Then, try to identify the behaviors you engage in when you procrastinate. Do you check social media instead of working? Do you take on unimportant tasks instead of what you should be doing?

The next step is to clearly link action to outcome. Ask yourself what you get from surfing the internet for pictures of cute puppies. How rewarding is it in the moment, especially when you realize that it isn’t helping you get your work done?

Lastly, replace the reward with curiosity. Being curious helps you acknowledge the sensations you’re feeling — boredom, distraction — without acting on them.

Working parents, help each other recharge

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Working parents, help each other recharge

Leadership tip of the week #123

adapted from HBR

It’s been a blast for working parents in last weeks of lockdown. They have spent more time with their children, and many admit to quite liking them !

But it’s not always easy for working parents to communicate their own needs, but it’s worth discussing with your partner how you can each make time for self-care.

Before having the conversation, take a few minutes to make a list of what would most benefit you.

  • Is it taking 15 minutes after work to decompress before jumping into child care responsibilities?
  • Maybe it’s enjoying a couple of hours on a weeknight to read a novel. Choose one or two things that are feasible and would truly recharge you.

When it’s time for you and your partner to talk, make sure you’re both free of distractions, relatively calm, and not overtired. During the conversation, remember that you’re playing for the same team. Use “I feel” statements that focus on your own experience instead of accusatory “You always” statements. Listen to your partner’s needs, and be willing to make concessions.

You’ll both benefit if you approach the conversation with empathy and an open mind.

This tip is adapted from How to Communicate Your Self-Care Needs to Your Partner,” by Jackie Coleman

Reach out to people you miss

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Reach Out to Those Casual Friends You Miss

Leadership Tip of the week #122

adapted from HBR

On an average day, we interact between 11 and 16 times with casual acquaintances — Meeting new people at work or catching up with acquaintances casually for a coffee.

Now that we live in an era of social distancing, these once-common interactions have disappeared, and we no longer have physical reminders that we are part of a wider social network. Reaching out to show someone that you’re thinking of them will make you both feel a bit closer during this challenging time.

  1. First, think of the right way to reach out — is it a text, a phone call, an email, a Facebook message? What will put the least amount of pressure on the recipient?
  2. If you don’t get a response, don’t take it personally. Think about this interaction as similar to smiling at a colleague in the hallway: Sometimes you might stop and chat, and sometimes you might not.
  3. Instead of expecting a reply, enjoy the knowledge that your message is likely to deliver a little hit of happiness for the recipient.
  4. Set an expectation for a short and simple conversation — it will help avoid the feeling that socializing is another item on your to-do list.
  5. And if you do end up talking, share something about yourself — maybe a photo of your pet or child doing something funny — to help build positive rapport.

It may feel awkward at first, but reaching out to an acquaintance will create a spark of joy for both of you while you’re out of each other’s sight.

Let’s all reach out to one extra person a day for the next week?

This tip is adapted from Why You Miss Those Casual Friends So Much,” by Gillian Sandstrom and Ashley Whillans

adapt your leadership style

Apple Developers Conference

adapt your leadership style to your situation

Leadership tip of the week #115

adapted from HBR

There’s not one leadership style that works for all contexts. Steve Jobs was not just a great leader he was a situational leader, with flexibility in his leadership styles.

For example, in some situations, it’ll make sense to tell people what to do, whereas asking open-ended questions will work better in others.

You might need to adjust goals as new information emerges, or, under certain circumstances, stick exactly to the plan.

You should adjust your style based on the people you’re managing, the context in which you’re leading, and the outside pressures you’re under.

To navigate tensions like these, you need a good deal of self-awareness. So understand your natural tendencies. What’s your default position? Do you tend to be more of a traditional leader, or do you align with a more adaptive, fluid style?

If you’re not sure, get feedback from others.

Then learn, adapt, practice.

The goal is to develop a portfolio of micro-behaviors you can employ when the situation demands you use a different style. And look to your employees for signals on when it’s appropriate to favor one approach over another

This tip is adapted from Every Leader Needs to Navigate These 7 Tensions,” by Jennifer Jordan, Michael Wade, and Elizabeth Teracino

The best way to find out if you can trust somebody is to trust them.

ernest-hemingway-trust-quotes

Trust Is Even More Important When You’re Working Remotely

Leadership Tip of the Week # 120

adapted from HBR

Leaders who suddenly have found themselves managing a fully remote team may be wondering how to measure employee productivity and quality of work from a distance.

The key ingredient is trust.

You may not be able to see what people are doing, but you can still equip them with the information they need, assign them tasks, and check on them like you always have.

  1. give them the right equipment
  2. give them rituals for the day
  3. find new ways to keep the coffee machine conversations
  4. be open in conversations ( the easy and the difficult ones)

Since you can’t monitor process in the same way, your review will have to be based on outcomes.

Of course, there’s no reason to believe that, in this new environment, people won’t do the work they’ve been assigned. Remote work has been around for a very long time, and today we have been learning to use that technology to not only do our own work but also to successfully collaborate.

So as a manager, your main job is to heed Ernest Hemingway’s advice: “The best way to find out if you can trust somebody is to trust them.”

This tip is adapted from 15 Questions About Remote Work, Answered,” by Tsedal Neeley

Protect your non-work time

smiley post it note on corkboard happiness versus depression concept
smiley cartoon face expression on yellow post it note surrounded by sad and depressed faces on cork message board in happiness versus depression and smile against adversity concept

Protect your non-work time

Leadership tip of the week #113

adapted from HBR

As more people are adapting to working from home, we are all learning to adapt:  jobs used to have very clear lines between when you’re “on” and when you’re “off.” But when you working from home — it’s important to protect your non-work time.

  • If you feel like work is taking over most of your waking hours, start by clearly defining what “after hours” means for you.
  • Take into account the number of hours you’re expected to work each week, as well as personal commitments like homeschooling kids , exercise, family and some me-time
  • When do you need to start and stop to put in the appropriate amount of work time?
  • Then, develop mental clarity about what needs to get done and when you will do it.
  • Keep track of your tasks and plan them out.
  • Make sure you block off time for an end-of-workday wrap-up, where you review and make sure you did everything you needed to do for the day. Even have a collective end of week drink with colleagues on a zoom call.
  • Lastly, communicate with your colleagues about how (or if) you want to be contacted during your off hours.

Really guard your time. If you don’t, you won’t get the mental break that everyone needs

 

 

Reign in Video Call Ramblers

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Reign in Video-call Ramblers

Remember when videoconferencing software was a nice-to-have? Oh, how times have changed. Such technology has become a lifeline for British workers, many of whom had never even heard of Zoom or Google Meet just a few weeks ago—and it shows. As is the case with most things in life, practice makes perfect, but only if you’re aware of the pitfalls.

To make your virtual meetings as productive as possible, start by reigning in the ramblers. Discussions that turn into digressions aren’t unique to videoconferences, but they’re a lot harder to get a handle on when you’re remote. Regain control of the conversation by taking one of these three steps:

1. Ask the speaker to summarize his or her point for the meeting notes.

2. Ask the speakers to continue their conversation offline.

3. Establish a subtle signal (think, a hand raise) that participants can use if and when they feel the discussion is getting off track.

what do customers want in this crisis?

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Customers want companies to act in 3 broad ways in this crisis

leadership tip week #111

adapted from HBR

In a fast-moving crisis, it’s important for leaders to communicate with empathy and honesty — not just internally, but externally as well. Of course, customers require a different approach than employees.

Recent research by Kantar was clear that customers wanted organisations to communicate how they act in three broad areas :

  1. For their customers
  2. For their colleagues
  3. For their wider community

 

1.For their customers

In the current crisis Asda CEO Roger Burnley and Sainsbury’s CEO Mike Coupe recently sent out a note to customers describing how they were acting in all three areas and have gained widespread plaudits, whereas Tim Martin Wetherspoons CEO has come under high levels of criticism for the video message he sent to his colleagues suggesting they take their skills to Tesco!

2. For their Colleagues

Grocery Retailers are focusing on protecting  colleagues with social distancing, perspex screens at check-outs, in-store cleaning procedures , increase limit on contactless to £45 and supporting colleagues with sick pay and Asda even committing to a bonus in June.

3. For their wider community

Coop are doing some great work supporting Food Banks with a guaranteed donation of Food. Iceland, Sainsbury’s and Asda have led by opening shops specifically at times for older customers or NHS workers , and many online retailers are prioritising delivery slots for older or vulnerable customers. M&S and Coop even starting local delivery services to vulnerable people.

Overall the focus that is working to build trust is

  • Focus on empathy rather than trying to create sales opportunities.
  • Deliver great Basics in store.
  • Rethink advertising and promotion strategies to be more in line with what’s happening in the world otherwise you risk sounding tone-deaf and alienating your customers ( removing multi-buys) or Coles in Australia shot an ad with their brand spokesperson encouraging its customers to stay safe
  • Look at your messaging from the perspective of your audience, and let your compassion drive your communications, rather than fear of doing the wrong thing

 

This tip is adapted from Communicating Through the Coronavirus Crisis,” by Paul A. Argenti

Reassure Your Team During Uncertainty

london coronavirus 2

Reassure Your Team During Uncertainty

Leadership tip of the week #109

adapted from HBR

This has been a week like no other in the world. Health Crisis. Economic Crisis.

When the news is scary and the future is uncertain, many colleagues will look to leaders for reassurance — even though you might not have the answers yourself.

You can help by first finding your own sense of focus.

  1. Before you start communicating, take a minute to pause and breathe. Then put yourself in your audience’s shoes. What are their concerns, questions, or interests? What do they need an immediate answer to? You might use language such as, “I know many of you may be thinking…” The quicker you can address what’s on their minds, the more likely you’ll be able to calm them down.
  2. Seek out credible sources of information, and read fully before distilling it into clear, concise language. You can confidently express doubt or uncertainty, while still maintaining authority. You might say, “Reports are still coming in, but what we understand so far is…”
  3. Communicate frequently, even if you don’t have news to report, so that people know you are actively following the issue.
  4. And provide tangible action items. Use language such as, “Here are the steps we are taking,” or “Here’s what you can do,” to demonstrate action.

stay safe everyone…

This tip is adapted from How to Reassure Your Team When the News Is Scary,” by Allison Shapira

communicate communicate communicate

people10

Communicate with Your Team During a Rapidly Evolving Crisis

leadership tip of week #110

adapted from HBR

Keeping your employees informed during a crisis should be one of your top priorities as a leader, and this is the crisis of the century.

  1. It’s your responsibility to stay on top of events as they unfold — especially if they’re evolving as fast as they are right now.
  2. At the same time, beware of hype. News outlets often focus on what’s new, rather than the big picture, and they sometimes don’t distinguish between hard facts, soft facts, and speculation.
  3. Think critically about the source of the information before acting on it.
  4. Of course, colleagues have direct access to many sources of information too — but don’t assume they’re fully informed. It’s far better to create and widely share a regularly updated summary of facts and implications so you’re all on the same page.
  5. And constantly re-frame your understanding of what’s happening.
  6. Don’t hold off on disseminating plans just because they might change.
  7. Create a living document, with a time-stamped “best current view,” and update it regularly, highlighting critical changes.

This tip is adapted from Lead Your Business Through the Coronavirus Crisis,” by Martin Reeves, Nikolaus Lang, and Philipp Carlsson-Szlezak

Protect your non-work time

smiley post it note on corkboard happiness versus depression concept
smiley cartoon face expression on yellow post it note surrounded by sad and depressed faces on cork message board in happiness versus depression and smile against adversity concept

Protect your non-work time

Leadership tip of the week #111

adapted from HBR

As more people are adapting to working from home, we are all learning to adapt:  jobs used to have very clear lines between when you’re “on” and when you’re “off.” But when you working from home — it’s important to protect your non-work time.

  • If you feel like work is taking over most of your waking hours, start by clearly defining what “after hours” means for you.
  • Take into account the number of hours you’re expected to work each week, as well as personal commitments like taking your kids, family and some me-time
  • When do you need to start and stop to put in the appropriate amount of work time?
  • Then, develop mental clarity about what needs to get done and when you will do it.
  • Keep track of your tasks and plan them out.
  • Make sure you block off time for an end-of-workday wrap-up, where you review and make sure you did everything you needed to do for the day.
  • Lastly, communicate with your colleagues about how (or if) you want to be contacted during your off hours.

Really guard your time. If you don’t, you won’t get the mental break that everyone needs

Move Beyond Your Ego with Meditation

 

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Leadership Tip of week #108

adapted from HBR

Ego can stand in the way of good leadership.

When our egos are threatened, we hold on to past decisions for too long, we react defensively to negative feedback, and we get emotional when we need to be rational. Fortunately, mindfulness meditation can serve as an antidote, allowing you to see things more objectively and to form deeper relationships. Commit to meditating for a short time each day.

Find a quiet place, sit comfortably on a chair or cushion, and set a timer for anywhere between five and 25 minutes. Then simply start observing your breath. Allow the mind to detach from your thoughts and to experience a sense of openness.

Then use what you gain from this practice throughout your workday. You might quiet your mind with a few conscious breaths before you enter a meeting or open your email. Or practice in the moment: For example, while you’re sitting in a meeting, turn your focus to your breath, and simply notice if your mind has started to take things personally. Even just taking a few breaths in and out can help lessen your ego’s grip.

This tip is adapted from What Meditation Can Do for Your Leadership,” by Matthias Birk

Always checking the phone ?

obsessively checking phoneHow to stop constantly checking your phone 

Leadership Tip of week#105

adapted from HBR

It can be hard to focus with all that beeping and buzzing from your phone. I know, it can really create distractions and reduce effectiveness.

Fortunately, there are simple ways to reduce distractions.

  1. Start by turning off push notifications.
  2. If that doesn’t help, use airplane mode to limit interruptions when you’re trying to focus.
  3. If the idea of being out of touch gives you anxiety, you can always make exceptions for specific numbers, such as those of loved ones or important business colleagues.
  4. Try to check email, instant messages, social media, and text messages in batches, rather than sporadically throughout the day. “Just quickly checking” anything, even for one-tenth of a second, can add up to major productivity losses — it can take an average of 23 minutes to get back in the zone after task switching.
  5. It’s OK to not respond immediately to a message. Aside from the benefit of giving you more uninterrupted focus time, delaying can lead to better decision-making by giving you more time to think about your response.

This tip is adapted from 10 Quick Tips for Avoiding Distractions at Work,” by Steve Glaveski

Don’t just do something, Stand there

eisenhower

Don’t Just do something, Stand there.

Leadership Tip of week #109

adapted from HBR

(famously attributed to Eisenhower and Reagan)

As a leader, you probably have to talk a lot.

You want people to have the guidance and direction they need, of course, and there are plenty of situations where you need to speak your mind.

But at some point, talking a lot can turn into over-communicating. You can end up dominating conversations, which means colleagues’ perspectives aren’t being heard.

To make sure you aren’t talking too much, listen as much as you speak. When someone raises a question in a meeting, invite others to weigh in before you. In fact, don’t contribute your thoughts until several other people have offered theirs. That way everyone is included and feels that their input is valued.

You can also schedule regular one-on-one sessions with your team members to encourage open communication. Ask employees about their wants, needs, and concerns — and then hush. You may be surprised how much you learn when you’re saying nothing.

This tip is adapted from Don’t Be the Boss Who Talks Too Much,” by Hjalmar Gislason

The Three Kinds of People You Want on your Next Big Project

harley-havidson-dog

The 3 Kinds of People You Want on Your Big New Project

Leadership Tip of the Week #104

adapted from HBR

When you’re building a team for a high-profile project, you want an all-star team.

But it’s not enough to put your high performers on the task.

There are three types of people who should be on the team of any breakthrough initiative.

1. look for people who are comfortable with uncertainty. You need individuals who will remain curious and focused even when the project is far from the end goal.

2. be sure you have people who create structure within chaos and take action. These workers can drive a team forward even when circumstances change.

3. find people who have a combination of three critical traits: divergent thinking (the ability to connect seemingly unrelated information and ideas); convergent action (the ability to execute on ideas and create something tangible); and influential communication (the ability to share knowledge in a coherent, compelling way).

Lots of people have one of these critical traits, but your project team needs employees who have all of them.

Adapted from “If Your Innovation Effort Isn’t Working, Look at Who’s on the Team,” by Nathan Furr et al.