Build systems for meeting your goals

  • Build a habit. Identify what you need to do to reach your goals. Practise those steps daily.
  • Communicate. Share your intention with your team, so they know when you're available.
  • Assess your work environment. Your teammates have equally important energy management needs. Design your work to meet your expectations and your colleagues' expectations of you.
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Time Management

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Manage your expectations

We all need uninterrupted work time every day, regardless of our role. Unbroken work makes us more motivated and focused. Yet uninterrupted calendar blocks are hard to design into a schedule.

We can't productively attend to meeting-heavy days while also spending hours on uninterrupted work time. We need to manage our expectations about what we can accomplish.

Accomplishing all your goals without burning out is a skill.

  • Know your internal clock. Your energy levels will change throughout the day. Schedule your focused work for when your energy peaks.
  • Chunk your time. Set time aside for uninterrupted focus time.
  • Get off the grid. Set work apps on Do Not Disturb outside work hours.
  • Rely on peers for accountability.
  • Reflect. At the end of each workday, observe how you spent your time and what you accomplished.

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"We entertain ourselves to death with social media instead of putting our minds to work and doing what's important."

Deep Work vs. Messy: How to Balance Productivity and Creativity

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Meetings have an intended purpose

Some people try to use meetings to achieve things that meetings won't work for. That can turn an intelligent group into a dull and mean monster.

Types of meetings to avoid:

  • Daily standups or status updates.
  • Anything without an agenda.
  • A meeting with too many people.
  • Brainstorming from scratch.

It's not that all meetings are bad, just that there are better tools to accomplish the job.

4 things you shouldn't use meetings for

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Leaders And Individual Contributors

Success looks different for each person—as does fulfillment.

  • Organizations usually put so much weight and focus on the need to grow into a leader that they're failing to see that individual contributors often lack a unique plan to help them forge their path to success.
  • Making sure your individual contributors are heard and seen is vital. Leaders are great for seeing the big picture and creating a strategy, while your individual contributors are great at understanding the mechanics and nuances within the strategy.

Not everyone wants to be a leader

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