Tag Archives: productivity

Read this post twice….you’ll see why.

21 Tuesday Jan 2020

Posted by in Character and Competence, Time Management, Uncategorized

≈ Leave a comment

Tags

, , , , , ,

Stephen Covey wrote, “Most of our mental development and study discipline comes through formal education. But as soon as we leave the external discipline of school, many of us let our minds atrophy. We don’t do any more serious thinking, we don’t explore new subjects in any real depth outside our action fields, we don’t think analytically, we don’t write – at least not critically or in a way that tests our ability to express ourselves in distilled, clear and concise language.”

Just to allow for context, those words were published in 1989, and were probably an extension of his thinking from earlier years. And I add that because I think he is slightly mistaken.

(WHAT!!! A disciple questioning the Master! Next he’ll be chopping off his master’s arm and running the Jedi himself!)

Worry ye not. I think he is mistaken now because more and more people are subject to constant training at work, whereas in 1989 in-house, on-the-job developmental training was less de rigueur than it is now. No diversity, first-aid, health and safety input back in those days, and CPD hadn’t been invented yet.

But the essential premise remains sound. Few of us actively seek out additional training, while even being reluctant to attend that which is provided at work.

Which is self-defeating.

Every professional update improves your ability to execute on your responsibilities, and every voluntary educational experience broadens your mind and improves personal creativity. And quite often, what you learn away from your professional life impacts on that professional life. I did a law course in 1999 and the stuff I learned there certainly impacted positively on what I did at work. It changed my level of thinking and vastly improved my understanding of Sith (defence lawyers) practices, which I promptly turned back upon them, mwahahahahahahaha!

But it doesn’t have to be formal training, although that is best.

Every article you read on a subject of interest to you is an example of well-spent time. That’s why I write these articles, yet keep them short. It’s a minute, maybe two, away from your work focus but it might just broaden your thinking and/or provide new tools for increased quality of productivity without an increase in quantity (although you do get to do more of what you like, of course). And other writers on other subjects can add to your toolbox, either in work or just for qualified conversation at a posh dinner.

The message today is to take two minutes to read more articles – on LinkedIn or elsewhere – and identify areas of interest that will make you smarter.

One caveat. At the end of the opening, quoted paragraph Covey added, “Instead, we spend our time watching TV.” There is a lot of good stuff on TV, and I like an escapist cop-show as much as anyone. But the drivel that peppers the airwaves (The Masked Singer? FGS!) serves no-one’s interests but the financiers. Watching them takes more than two minutes and only provides the vapid with dinner conversation.

Go back to reading if you need 30-60 minutes that will make you better as an intellectual. Or just take two and use them wisely, Padawan. Better still, read this twice so it sits comfortably in your pre-frontal lobe and causes you to see your next valuable, voluntary training opportunity.

 

Speaking of which……. Me book. (Blatant plug.)

51SrzOWl+nL__SX312_BO1,204,203,200_

Put your focus on focusing.

03 Friday Jan 2020

Posted by in Discipline, Time Management, Uncategorized

≈ Comments Off on Put your focus on focusing.

Tags

, , , , , , ,

Last October I wrote about the Circle of Influence, and in doing so I made a fleeting mention of the briefly identified but ne’er seen again ‘Circle of Focus’.

Just to recap, Covey had detailed the Circles of Concern (everything affecting our lives) and Influence (things upon which we can have an effect) in The Seven Habits of Highly Effective People. In his later First Things First he and his co-authors went further and defined a further, inner Circle of Focus.

They defined it as ‘things we are concerned about, that are within our ability to influence, that are aligned with our mission and are timely.’

He went on: ‘When we operate within our Circle of Influence we do some good, but what we do may be at the expense of something better. When we set and achieve goals that are in our Centre of Focus, we maximise the use of our time and effort.’

The question arises, therefore – how much time do we spend administering, pandering, diverting, interrupting (and being interrupted) and time-wasting at the expense of the time we should spend within that focused centre?

Life gets in the way. Professionals who once had staff to assist with all those things now find they have to do their admin (etc.) themselves and so their focus has become blurred as a result. But that doesn’t mean we can abandon the Focus at the expense of the mundane. It just means we have to manage our selves better.

Now, what tends to happen is that we do whatever arises as it arises – an e-mail pings, someone pops by, the phone rings – and we redirect our (very important) focus away in their direction.

Stop it. Stop it now – or at least as much as the Gods of customer service allow.

A thing that pings or rings or is passing(s) should be given only appropriate attention, not undivided, immediate attention if you are to maximise your productivity and effectiveness.

I suggest that you do a couple of things which might help you do that.

  1. Ignore emails, and plan to deal with them at a time which suits your responsibilities – maybe at the start of the day, immediately after lunch or last thins as part of tomorrow’s planning.
  2. Shut your office door if you can. People won’t interrupt if they can’t see you. Honest.
  3. Turn your smartphone off if you want uninterrupted time.
  4. Block time out for uninterrupted, focused thinking/doing time in your planning system Or, put another way, make an appointment with yourself and keep it inviolable.

While Covey and his associated training company never again seemed to refer to the Circle of Focus after the 1994 publication of First Things First’ I find that the concept of the Circle of Focus (like the short chapter on The Three Resolutions in ‘Principle Centred Leadership’) is one of the most profound time management concepts I’ve ever known.

Try it at work, if possible.

Set time aside for the most important stuff, the stuff which, if focused upon 100%, will provide the maximum bang for buck you can achieve.

Then try this at home……………………

Why you choose not to manage time better.

31 Thursday Oct 2019

Posted by in Time Management, Uncategorized

≈ Comments Off on Why you choose not to manage time better.

Tags

, , , , , ,

What is your attitude to ‘Time Management’?

When I ask that question, I am not referring to how you ‘see’ time management as a method, or technique, or as a great big pile of ‘new stuff to learn’. In my book I cover that in a chapter entitled ‘Why NOT Time Management’.

No, what I intend to address here is more about your attitude towards the things that have an effect on how they manage their time or, more specifically, whether you want to (learn to) manage your time.

Another question is “Why is it people don’t think they need to, or even can manage their time?” – rather than “Why they don’t want to?”

The truth is, everyone needs to manage their time better, but many just don’t want to be told that. The suggestion that they need instruction in time management openly implies that they possess an inability to do what in their minds ‘should come naturally’ and they don’t like that. They are happy to be trained in their job, how to cook, or how to drive a car, but to many people time management is seen as an innate skill, even an instinct, and “I won’t / don’t need to be told how to do that!”

Your ability – or inability – to manage your time is affected by a plethora of circumstances, but if we were to identify specific situations where people find time management challenging, we would discover that they all come under one or more of five headings.

  1. Some of them are outside your control and you accept that;
  2. Some are controllable, but you simply won’t try because you think they can’t be controlled;
  3. Some aren’t controllable, but you mistakenly try, anyway, and your failure teaches you to stop trying at all;
  4. Some are within your ability to control them, and you know it, but nevertheless you don’t even try;
  5. But most of all you love the ones you think you can control, and you are controlling them.

The objective of my book is to increase the number you can and do control (bring 2 and 4 under 5); to manage your attitude and response to the ones you can’t (improve your understanding of 1 and 3); and to stop wasting your time trying to control the impossible.

I encourage you to think about that, deeply. I firmly believe what you are about to read applies to everything in your life. There are two reasons for this.

First of all, we don’t live compartmental lives any more, thanks to the smartphone, but we nevertheless still insist on thinking that we do. But the main reason I think it applies across the work/personal divide is because of the choices we make.

We choose our work – we apply for a job, fill out the form, complete silly answers to odd questions, maybe do a presentation, certainly undergo the ordeal of an interview, and then we get it. And then the job changes, things happen we didn’t expect, systems change, people change, laws and practices change, the work gets harder and more prolific, we aren’t retrained and we get fed up with what we used to love.

Everything in our lives – what we do, how we get what we have, how we behave – can have time management principles applied to it if we are to be at our most effective. And as personal time management can be affected by many criteria, it means our whole lives are affected by the same criteria.

What are those criteria, then?

  • Expectation – we have duties but we also make personal commitments which give rise to expectations in others, just as we expect others to do what we require of them.
  • Communication and miscommunication – how and what we communicate affects our ability to perform, just as it affects others’ ability to perform for us.
  • Interruptions (phone people) – the immediacy of the mobile phone has inadvertently enabled people to think it’s okay to interrupt other peoples’ conversations.
  • Priorities – we have priorities, those around us have priorities, and no-one thinks that everything being a priority means that nothing is a priority.
  • New systems, protocols and procedures – when you change a system, the training and changes to the old system have a time impact that is rarely taken into account.
  • Expanding responsibilities – the more you take on, imposed or elective, requires improved ability to manage everything.
  • Lack of practical training – a lot of what people need to know is now just ‘expected’. For example, is your ability use a computer now just assumed?
  • Lack of meaningful support – other peoples’ busy-ness means that they aren’t available to help as much as they used to be.
  • Values misalignment – what you think is important and requires passion, may not be approached in the same way by someone whose interests and focus lie elsewhere.
  • Unexpected responsibilities – surprise, you have a new role (no training, support, extra time or money available, sorry).

The challenge is not that these things shouldn’t happen. It is that they are facts of life. A lot of what we think is an annoying obstacle to our lovely and peaceful existence is, in fact, perfectly normal, and it is our response to it rather than the event itself that causes our stress. We think we can’t manage things, but the truth is, as indicated in the first paragraphs of this section, we choose not to manage things when we could, or we fail to learn how to manage things because we don’t want to or don’t know how to.

Proactivity and Time Management Methods are the answer. Or an effective part of it, anyway.

Go learn.

Is a To-Do List on Your To-Do List?

30 Wednesday Oct 2019

Posted by in Time Management, Uncategorized

≈ Comments Off on Is a To-Do List on Your To-Do List?

Tags

, ,

Everyone who has ever worked in any capacity knows how a To-Do List works.

  • You start by dutifully making a detailed list of the things you want to have achieved by the end of whatever period applies. Easy bit.
  • You then start by doing the easiest ones on the list – the ones that take no physical or mental effort. Those 2-minute tasks which, once ticked off on the list, make that list look as though you’ve been really busy, even though you really haven’t.
  • Then, as you inevitably find yourself doing something that ‘comes to mind’ or is additionally and annoyingly tasked to you as the day goes along, you add it to the list after you completed it and you simultaneously cross it off, adding to that impression of effectiveness and making you feel grrreeeaaat.
  • At the end of the day you smile smugly as you look at all those crossed off items and think ‘Haven’t I been good?’ Then you look at the items that remain uncompleted and think, ‘No, not really. I haven’t done the big’
  • You also add tomorrow’s to-dos and realise that for all that apparent busy-ness and dedicated productivity, the list has got longer, not shorter!

‘Twas ever thus, and any time management book worth its salt will tell you that.

Nevertheless, I am happy to suggest that while this is the fashion in which To-Do Lists are routinely executed, they still remain a core practice for most of us and, despite my evident criticism of the usual way in which they are utilised, they can be an excellent way of achieving stuff. But obviously not if they are used in the fashion I have just described.

Effective time management through list-making can be effective. It just takes some higher level of thinking and disciplined application. (But not too much discipline.)

So why do to-do lists work? Science.

I pride myself on a good memory, or more precisely a good working memory. Which does not mean I never forget anything, I assure you. If I can’t remember ‘a fact’, I know how to use my memory to rediscover the fact I seek. In my mind’s eye, I believe that the reason I can do this is the same reason that a properly formulated To-Do List works. And uninteresting as it may initially sound when I finish this sentence, it is all down to science.

Psychologists seem to be agreed on the ability of the human sub-conscious to ascertain what the conscious mind has at some time considered to be important, and then remind the brain when something is happening that relates to that. Here is an idiot’s guide to how that works.

Have you ever been in the enviable position to buy the car you really wanted?

I have. In 2005 I was able to buy a black Toyota MR2, a reliably Japanese Ferrari look-alike which was just fast enough to be quick but frugal enough to be affordable. I saw it the morning I bought it, and if you were to ask me even now I would swear to you that prior to that morning I had only seen red, blue and white ones. It took a while to organise a visit to the vendor, to test-drive it, haggle on a price and pay the cash over. Then I had to insure it to drive it home, and the whole process between see and drive home took about 6 hours. Then I went for a 5-mile run.

And on a 2 mile stretch of road I saw three, yes THREE black Toyota MR2s.

Years later I decided I wanted a Ford Mondeo ST, and I wanted it so much that months before I got it, I could spot an ST out of the corner of my eye 400 yards away. I would not see any other model – only STs and their distinctive wheel design. From miles away.

That is how the mind works. It is called the Reticular Activating System and it is the mind’s way of telling you what you told it, was important. It used to be used to avoid sharp teeth and other dangers, but now it shows you cars. Or books, or jewellery, or clothes or shoes. “You want it?” says the brain. “Here it is.”

Let’s transfer this new knowledge to the simple To-Do List.

When you write something on your list you do so because in some way you have decided it is important enough to make a note about it. This has two effects.

As you wrote it, you further anchored it in your mind. At the same time, you also transferred responsibility for its completion from your mind onto the piece of paper or digital device. What happened next is an indication of how effectively your mind works! Either you remembered to do it simply because you noted it, or you remembered to do it because you looked at the list. I would suggest that if you consciously abandoned responsibility to your List, your successful completion of the task is directly related to your frequency of referral to that List. If you unconsciously abandoned that responsibility, your success is related to how important the task was to your subconscious – unless you look at the list anyway.

Either way, having the list was important the moment you made it. It is important to have made the list because you made the action important in your head when you wrote it, which may not have happened if you hadn’t made the list. Or it is important because you have the list as a tangible reminder.

No list = no subconscious or conscious support for getting things done. Your memory can’t be jogged unless there is something done, or created, that does that.

Next time you write a to-do list, bear all that in mind and it will improve the effectiveness of that list – and your own.

A Productivity Poser for you.

28 Monday Oct 2019

Posted by in Time Management, Uncategorized

≈ Comments Off on A Productivity Poser for you.

Tags

, , , ,

Stakeholder.

There’s a word we all understand. Defined, I might say it means anyone who has a financial or emotional interest in the success of a particular entity, be it organisational, community or even family. Anyone, therefore, who has a stake in the entity’s wellbeing.

Consider the organisation for which you work. Ask yourself, “Who are the stakeholders?”, and write them all down.

Of course you won’t. You’re busy, as am I.

I would hazard a guess, though, that if you made that list you would, like 80% of the groups I have asked, miss out one or two. One or two important stakeholders.

Go on – try me out. Make that list before you read further and before I provide the answer/s.

Did you read my last-but-one post on team time management? If you did, first of all thank you. Secondly, the answer to the above question may be found in your understanding of that article. If not, no problem because every article on LinkedIn, on my website or anywhere else contains a nugget of information that you may find useful. For me, it was in David Schwartz’s book ‘Think Big’, and that piece of gold was ‘Be a Front Seater’, where he proposed that people who sit at the front get more engaged and more noticed. People who sit at the front also volunteer, get opportunities and (in my case) make money and get a reputation for being authoritative.

People who sit at the back are scared of something. Think about that next time you go on a seminar.

Back to stakeholders. If you did your list of the stakeholders in your organisation – and therefore the people for whom, with whom and as a result of whom you carry out your tasks and therefore manage your time, I bet the ones your missed were

You, and your family.

They are the most important stakeholders in your workplace. They have the biggest stake in the entity’s success, because no entity equals no money (work), no purpose (work, family, service) and no happiness (relationships).

Think about that next time you go to work.

Ask yourself – “Is what I am doing, or is the quality of the work I am doing, serving the stake I have in the success of ‘X’?”

Thinking about this may just improve your attitude, or perhaps even your sense of purpose in doing what you do, which in turn gets noticed when opportunities arise to improve your own lot.

In essence, how well you do your job for the stakeholders that rely on you doing that job requires that you do the best you can with the resources available to you. Including how you use your time.

And your stakeholders include you and yours.

And if that isn’t motivation for you to learn how to manage your time as well as it can be managed, nothing is.

Have a great, productive day. And love to you and your kinfolk.

Covey/Hobbs Vs GTD – a War not Worth Waging.

18 Sunday Feb 2018

Posted by in General, Time Management

≈ Comments Off on Covey/Hobbs Vs GTD – a War not Worth Waging.

Tags

, , , , , ,

Some of you will have no idea what that title means, so that’s as good a reason as any to READ THIS BLOG, is it not? 😊

The title refers to what may, on first glance, be conflicting time management methodologies. GTD is ‘Getting Things Done’, explained in the excellent book of the same name by David Allen. (Make sure you buy the 21st Century update.)

GTD is a list-based system. (Now it gets complicated.) The idea is to collect all your unfinished business, including ‘projects’ which Allen defines as anything that requires more than one step to complete. Having done that, you go through the list and complete all 2-minute jobs. Then you are left with a list of things which you can (usually) only do in a certain place, at a certain time, with a certain person, etc. For example, some of the things may be tasks you can only do ‘At Computer’ so they would then be listed on a list entitled ‘At Computer’. Or ‘At Shops’ for shopping, or ‘In London’, and so on. Time- and day-specific tasks – and ONLY those – go on a calendar (diary page). The lists should have on them only ‘next actions’, the things you have to do next to get the projects done.

That really is an idiot’s guide, and Allen’s system has a lot of thought/psychology and method behind it which this little blog can’t cover.

The Covey/Hobbs system is values/mission-based, and further sub-categorised into Roles. Your mission dictates your activities, which are carried out through the roles you perform in life. For example, I am a trainer, investigator, driving coach, speakers club president, company director unconnected to those other roles, and family bod. You create your goals in role-context, then plan execution of bits of your goals into your planner as priorities. (I’ve explained this before and it’s explained fully in my FREE BOOK.)

Zealots in either case would argue for their preferred option. GTD-philes would argue that lists equate to freedom while Covey/Hobbs is restrictive. Covey/Hobbs would argue their way supports a sense of meaning and peace, while GTD is ‘just’ about productivity, and productivity is not as important as meaning. Deeper analysis would identify further objections to the opposing philosophy, and more supporting evidence for the preferred way. Who has time?

I have a different outlook. I think the GTD Way of collecting all your incompletes, doing the resulting 2-minute jobs and planning the others is an excellent way to get control, while the Covey/Hobbs method is an excellent way of keeping control once you have got it.

My evidence?

People have asked me how I manage so many responsibilities (job, home, family, IAM, IPI, Cardiff Speakers Club,) and my answer is that I can do this because of my mastery of the Covey/Hobbs method, but if I was to take on those responsibilities all at once I would start with GTD until I got things compartmentalised.

I feel this way because both GTD and Covey/Hobbs promote

  • planning at the start of a week,
  • scheduling the things that can or could be done at a particular time (your priorities, which can include your personal priorities),
  • then making lists of the things that need to be done but which have no appointed time.

Both require knowing the end result in advance and deciding what to do about it next. Overthinking it may identify one as requiring ‘task-to-objective’ thinking while the other would be seen as having an ‘objective-to-task’ perspective but in all practicality, they end up being the same process, which is asking “What I gotta do to get what I wanna get?” and then planning to do that action, somewhere.

GTD would have you put them on separate lists, whereas Covey/Hobbs would have you actually plan them into a day. Both philosophies advocate carrying the system with you. GTD would say separate lists obviate re-writing that which is not done, while the alternative is to rewrite unfinished tasks in the next day’s list. (Which takes seconds, or even less if you’re a digi-planner. Oh, the time saved……)

And that, lorries and gelatines, is the only difference. Which is hardly a difference over which one should declare war.

As always, my advice would be to master your preferred method and leave the other well alone, because there is a tendency to try and do both at the same time and when you do that your head gets cluttered – which defeats the objective of either style.

Pick one. Master it. And reap the rewards.

 

Oh, and unlike all those GTD examples of people who get an e-mail a minute (and I have never, ever met one), I get about 10 a day. Makes life a tad easier.

Attendance is optional, productivity is not.

20 Wednesday Dec 2017

Posted by in Discipline, General, Time Management, Uncategorized

≈ Comments Off on Attendance is optional, productivity is not.

Tags

, , , , , ,

Larry Winget, American motivator-with-attitude, says in the introduction to his book, “It’s Called Work for a Reason!”,

“Bye honey, I’m off to work!”

Oh, bull! You aren’t going to work at all. You are going to the place that isn’t home, where you have to dress a little better than you do around the house. You are going to a place that is full of other people who also just lied to their significant others. You are all liars – you AND those people you say you work with. You say you are co-workers, when the truth is you’re only co-goers.”

I admit I chuckled a bit at that. I am in an envious position where I can manage my workload and, getting it done quickly with (slightly imperfect) time management expertise, I have more down time than most. I try to do an excellent job, but am most challenged when I, like you, are trying to do an excellent job when another expectation-of-an-excellent-job rolls up, closely followed by more. It’s hardly surprising that we want a quiet 10 minutes to prepare for more work.

But Larry does have a point. We are paid to do more than turn up, we are (as my first employer actually told us on an induction course) to put in a good hard day and go home pleasantly tired. Unfortunately, the world has changed and that is now harder to do.

I’m not talking about back-breaking manual labour, even though that is ever-so-slightly less back-breaking than even it was.

The world has changed in that our ability to focus on ‘work’ has been severely compromised by our inability to focus properly on anything! Mobile phones pinging, bleeping, ringing or just being in view mean we MUST check them several times an hour – even if only to see why we HAVEN’T heard a ping or a bleep or a ring. Downtime also excuses a quick Facebook/Instagram/Snapchat/WhatsApp session, doesn’t it?

Perhaps this is why we are now providing courses on ‘How to manage millennials’, a concept that confirms surrender to the ‘me’ generation, rather than suggesting, firmly but politely, that they are being paid to benefit the employer, they CAN be replaced if they don’t work hard enough, and the sun does NOT shine out of their baby-smooth bottoms.

You are paid to work, to produce.

Now, a slight counter-proposition, too. If you are not paid ‘just to be there’ as I suggest, then IF your productivity is good/excellent, IF your standards are high, and IF you can be seen to be a worker, THEN liberties can be given and taken.  I recall an amusing story about a CEO who wanted a manager to have a word with an employee who turned up at 8AM, but went home at 12 noon and played golf all afternoon. After some enquiry, the manager told the CEO, “He’s the most productive employee you have! Get him to teach everyone else how to do that and we’ll be rolling in it!”

Work is measured by RESULTS, not merely PRESENCE. But if you can produce the first through maximising the use of the latter without burning out, your job will be safe. Wherever you work.

 

Where HAS the year gone?

08 Sunday Jan 2017

Posted by in Time Management

≈ Comments Off on Where HAS the year gone?

Tags

, , , ,

In a blink of an eye, just over 1/52nd of 2017 has passed by, and we’re already back into the post-holiday routine. Suddenly and unexpectedly, the work that built up while we were in the pre-holidays procrastination period has hit us broadside on – all the stuff people put off ‘because it’s Christmas’ still needs to be done, but now it needs to be done alongside all the new work that has arisen as it always does, and always will.

How much of the stress we associate with the amount of work we have to do is wholly the result of our unwillingness to manage our time – or more accurately, ourselves? I’d argue that one of the major factors in our workload woes is our own resistance to doing things at the appropriate time, in the appropriate way, and to the appropriate standard. To a large extent, all three of those factors are within our Circle of Influence, but many of us – the time-strugglers – are unwilling to buy the book, do the course or just take the time to learn how to manage ourselves and our time to best effect. And it is in ‘post-break’ moments that this situation becomes more stark.

One big mistake is putting off the unrelished 5-minute-but-really-important task. Maybe a telephone call, maybe writing a letter or filling out a form. It’ll be a tedious, hateful job that should take 5 minutes, but because it’s tedious and hateful we keep putting it off. Then it suddenly becomes urgent, or worse it doesn’t get done until it’s too late, and we suffer the stress that urgency or potential disciplinary proceedings that ensue.

And it was all our own fault.

You can’t manage time, but you can maximise the time you have, and one simple strategy is to Do It Now! The time management experts all agree – a short task needs to be done as it arises (wherever possible), because doing so opens up available time for the more important stuff to be done properly. It clears space in your head, and it is an inoculation against the stress caused by procrastination.

Of course, Do It Now is not the cure for all time management ills, but I can state two things from my experience of applying the time management methods repeated in my book Effective Time and Life Management, available from Amazon Kindle HERE.

First, doing the quick things now keeps a desk and a brain clean, tidy, and available for creative thinking, planning and execution. Second, having created that time through applying the Do It Now philosophy and by creating and executing on properly scheduled priorities, life is less stressful and much more productive. Not just in work, but where leisure time becomes available because the work is done. And by planning that as well, life can be great.

Buy a book – preferably mine but there are others listed on this site – and apply what is contained therein.

And don’t say you haven’t got time. Read a book one Saturday instead of going to the pub. You’ll probably spend less and will definitely learn something that can improve your lot 24/7.

51Kan416noL__AA324_PIkin4,BottomRight,-60,22_AA346_SH20_OU02_

Go on – I very dare you. HERE.

Time to step up – and this time I mean ME.

10 Sunday Jul 2016

Posted by in Character and Competence, Discipline, Uncategorized

≈ Comments Off on Time to step up – and this time I mean ME.

Tags

, , , , , ,

I was reading Black Hole Focus by Dr Isaiah Hankel this week, having scanned it in bookshops and considered the content as ‘readable’. Truth is, it’s a bit Anthony Robbins so far, in that the ideas and methods reflect the Big Man’s methods and ideas. That’s not necessarily a negative criticism because if a method or philosophy works then any personal development book will have the same stuff in it. (Which is why I really must stop buying them….)

(BTW, in my defence there is a systematic structure to the philosophy of The Three Resolutions so it is a bit of a lot different.)

One of the concepts Hankel suggests we use is to ‘Name Your Purpose’, which resonates with me as a proponent of Personal Mission Statements. It’s about creating an identity for what you want to achieve, so that it becomes a little more real to you and to your subconscious.

As you know, the name I use for my long term mission statement is the Three Resolutions, but this week I began to seek an outcome which I also named, called the Mastery 55 Project.

In December I turn 55, and my poorly restrained human failings have led me to gain weight, a whole stone in 12 months. (Mainly over Christmas…..) I’ve also developed a less than frenetic work ethic, so even though I do all that is required of me there is a personal sense that I could be getting a lot more done, as mastery and expertise on the TV programme The West Wing is not necessarily a valuable life skill. And I am prone to impatience. (that sentence is quite long enough, dammit!)

Therefore, despite my preaching about character and integrity, I feel I am not walking my own talk. Hence the project, through which I intend to lose all my gained weight, recapture a higher level of physical fitness, increase my productivity, regain that sense of calm and just become ‘better’ by my 55th birthday.

I am tweeting through @mastery55project and a blog can be accessed through the above link, or here if you can’t go back that far. (See patience.)

The project has a its own name, but it does not replace my mission statement as much as it serves it in specific areas, particularly the self-discipline, First Resolution element.

We all, except the saints, veer off course occasionally. It’s how quickly we are willing to correct our course and get back on the right road.

And one method I am using to reinforce my intent is to review my own book, The Three Resolutions! The best way YOU can keep me honest is to read it and challenge me to live by it.

You are my accountability partners. Thank you.

51SrzOWl+nL__SX312_BO1,204,203,200_

If it was up to me, Adam and Eve would’ve paved Eden over.

07 Saturday Feb 2015

Posted by in Character and Competence

≈ Comments Off on If it was up to me, Adam and Eve would’ve paved Eden over.

Tags

, , ,

“What does it matter how much we do if what we’re doing isn’t what matters most?” Stephen R Covey

I have friends who are exceptionally productive and occasionally bemoan my own comparative laziness when it comes to hard work, but I am steeped in the philosophy of The 7 Habits and as a result know the difference between working hard, and working smart.

It’s an old cliché, in fairness, but clichés are profound wisdom in small packages. In other words, they hold great truths.

Take my garden. I bought my house off my in-laws. When they got it the back garden was flat, even lawn. By the time we bought it, it was a terraced garden, but not built by a craftsman. It was built by an enthusiastic amateur. I, an unenthusiastic non-gardener, then took it over, tried to even out the terracing and then spent the next 20 years with annual weed-hacking. Eventually, my mum paid for several tons of gravel, and my family, some friends and I flattened it enough to gravel it over completely. Job done.

20150207_143619

Other people love gardens and love gardening. They put hours and hours of effort and money into making them pretty.

So – am I lazy when it comes to gardening? No, I just don’t consider it important enough to spend my time on it. A garden is like a physical manifestation of a value statement. If you like gardening or consider it important to have a nice garden, you value it’s creation and maintenance.

I do work hard on a lot of other things that I value. Presentations, my Institute, driving and writing blogs. I find value in doing those things instead of digging and re-digging holes, watering flowers and mowing grass. (I wear the front lawn, it’s only 5 minutes to mow it all.)

So, kudos to the gardeners, they create beautiful vistas and I respect and marvel at their work.

But a complete waste of time ……. For me.