When you feel discouraged, if you determine that you still want the result, you will achieve it as long as you keep taking steps in that direction. Trust the process." Breakthroughs take time

Leaders must challenge the status quo and take unconventional actions to drive extraordinary results. When you take unconventional actions in hopes of getting an extraordinary outcome, the responses are similar.As a leader, you must have the courage to take such steps—to be “barefoot”—so that you can do whatever is necessary to achieve your most audacious goals.

Breaking from the Norm to Drive Change

Leaders need to regularly assess their organization's current state across factors like operations, team capabilities, resources, culture and more. Understanding the gap between the present and future state enables leaders to craft data-driven strategies and plans to reach the next level. Rather than relying on assumptions, leaders should gather data through assessments, analysis, staff and customer surveys and more.

Assessing Where You Are and Where You Want to Be

Leaders are only as effective as their teams. To successfully execute on strategy, leaders must ensure they have the right talent in the right roles. This requires an understanding of each team member's skills, work styles, strengths and development needs in relation to the skills and behaviors needed to drive strategy forward. Leaders may need to restructure teams or reposition team members to align with strategic objectives.

The Right Team to Execute the Strategy

With a vision defined and the right team in place, leaders need to create a detailed action plan that outlines exactly how the future state will be reached. This includes defining key activities, owners, milestones, resources required, risks and mitigation tactics. An accountability framework should outline metrics and key results each team and leader will be measured on to ensure alignment and motivation to execute the plan.

Crafting an Action Plan and Accountability Framework

Markets, technologies, competitors and customer preferences are continually evolving. Organizations must build a culture and capability to anticipate changes ahead of the curve and embrace them.Rather than reacting, leaders should proactively predict industry shifts using market analysis, competitive intelligence, customer insights and more.

Anticipating and Embracing Change

<ul><li>Leaders should intentionally expose themselves to new environments, people, concepts and ways of thinking to spark creativity. Insular thinking within one company or industry inhibits innovation.</li><li>Leaders must diversify their information sources and experiences to strengthen imaginative muscles.</li></ul>

Seeking New Ideas and Innovation

Customer motivations, values, challenges and desires continually evolve. Leaders must deeply understand target customers to create differentiated value propositions that evolve in line with emerging needs.This requires continuously gathering customer insights through surveys, interviews, advisory groups and journey mapping.

Understanding Evolving Customer Needs

<ul><li>In today's complex, dynamic environment, leaders should resist relying on intuition or past practices when making strategic decisions.</li><li>Decisions should be grounded in real-time assessments and data analytics that provide an objective view of realities and future probabilities leaders need to navigate uncertainty.</li><li>Data illuminates customer needs, competitive threats, market trends and more. </li><li>Leaders must create a culture and systems to democratize data, enable insight sharing and drive data-driven decision making across the organization.</li></ul>

Making Data-Driven Decisions

Change management provides structures, processes and tools to help employees across an organization understand the need for change, embrace new ways of working and adopt change.Because humans are wired for certainty and habit, leading change requires thoughtful change management.Leaders must clearly communicate "the why" and alleviate concerns.Coaching, training and organizational alignment are key enablers.

Enabling Transformation via Change Management

When you take unconventional actions in hopes of getting an extraordinary outcome, the responses are similar. As a leader, you must have the courage to take such steps—to be “barefoot”—so that you can do whatever is necessary to achieve your most audacious goals.

Barefoot in the Boardroom is a book written by Shara Hutchinson, published in August 2, 2022. It is a guide for business professionals on how to expand their leadership skills and optimize their talents. The book provides techniques and methods on how to assess one's leadership capacity, create change and transformation, lead with authenticity, and develop a successful career.

Barefoot in the Boardroom is a practical change management manual for executives looking for a proven methodology that can break down a huge vision into manageable chunks. Certified as a Change Management Practitioner and Talent Optimization Consultant, Shara Hutchinson demonstrates how to assess one’s leadership capacity, change impact, and organizational health and reveals the strategies and tactics necessary to achieve a leader’s most audacious goals. By following Shara’s proactive measures and techniques outlined in this book, business professionals will expand their leadership skills while simultaneously encouraging the growth of others. Barefoot in the Boardroom will scale an organization, team, or department to not only identify the right strategic initiatives but to execute those initiatives and sustain success.Within Barefoot in the Boardroom, business leaders will find a vast array of proven techniques and strategies to apply. Shara Hutchinson’s “Exposeyour™” Leadership Capacity approach includes the nine leadership competencies needed to develop a high-performing team, while her encouragement of vision teaches leaders how to align their business strategy with their team, ensuring that they have the right people in the right seats to get the right results. Shara also introduces the “Barefoot Method™”—which is her signature change management strategy that can be applied to any organization, team, or department to ensure it is future-proofed. Barefoot in the Boardroom will challenge business professionals to break out of the box and innovate with the times. Each chapter offers clarity for strategic initiatives, key objectives, operational tactics, and measurable outcomes that encourages leaders to implement change and innovation in order to sustain professional longevity.

teamwork

Teamwork

books

Books

leadershipandmanagement

Leadership & Management

Shara Hutchinson

Barefoot in the Boardroom

In many life situations, including in the workplace, feelings of frustration and anger can surface. The desire to avoid confrontation and stifle these emotions is a common response. However, when those strong feelings are left unaddressed, they can manifest as passive-aggressive communication. These subtle but snide comments can slip through inadvertently and, over time, create more animosity within teams and professional relationships.

Being Passive-Aggressive

Passive-aggressive behaviour surfaces in different ways. It is sometimes used with the intent of secretly getting back at the person or group on the receiving end; other times, the passive aggression is not deliberate. It might present through body language, like eye-rolling, exaggerated sighs, or through written remarks. A person’s tone while making a passive-aggressive comment verbally can amplify a passive-aggressive statement, and in writing it can be difficult for the person on the receiving end to know the tone that’s being used, leaving it up to interpretation.

Passive-Aggressive Communication

There are <a href="https://www.psychologytoday.com/us/blog/passive-aggressive-diaries/201403/7-reasons-why-people-use-passive-aggressive-behavior">many reasons</a> people communicate passive-aggressively. This type of behaviour can arise when someone doesn’t feel comfortable or capable of expressing their feelings in an open, honest, straightforward manner. Some people struggle to communicate clearly and directly or don’t feel equipped to articulate their feelings—or equipped to articulate them without blowing up.

Underlying Reasons for Passive-Aggressive Communication

Passive-aggressive behaviour can be intensely frustrating for the targeted person or people because it’s hard to identify, difficult to prove, and may even be unintentional. Passive aggression can lead to more conflict and mistrust because it prevents people from having a direct and honest conversation about the problem at hand.

The Effect On Others

Some passive-aggressive comments are so subtle that you might not realize they can be received as passive-aggression. Below are a few widely used passive-aggressive communication examples, including ways to reword to avoid misunderstanding.Per my last emailUse this instead: I’m following up on my previous email regarding . . .This phrasing is effective if you’ve sent the recipient a message asking for something, but they haven’t given a timely response. The alternative statement names specifically what you’re referring to without forcing the recipient to guess.

Five Common Phrases That Sound Passive-Aggressive: 'Per My Last Email'

Use this instead: What do you think about trying XYZ instead?“For future reference . . .” assumes that the recipient is a) aware of the reference you’re making and b) that your approach or insight is the only correct course of action. Asking for their thoughts about different ways to approach a situation in the future softens an accusatory, passive-aggressive tone.

'For Future Reference'

Use this instead: I don’t feel good about this. Can we talk about it in person?These words are contradictory, indicating that it’s both OK and that you’re dismissing it at the same time. A statement that’s both assertive (“I don’t feel . . . ”) and emotionally honest reduces the friction in a difficult workplace conversation. Additionally, speaking face-to-face can minimize misunderstandings about tone and illuminate other communication cues, like body language.

'Fine. Whatever.'

Use this instead: I’m excited to work together to find the best solution.Bringing in a manager should not be the first resort for working out conflict. This alternative signals that you’re willing to problem-solve with your coworker, and it promotes team cooperation. It’s also a nondefensive option that avoids bringing in leadership to referee an issue.

I’ve Copied [Boss] On This Email

Use this instead: I can clarify. Which part is confusing?Although a report or situation might be clear for you, not everyone will comprehend it the way you do. This alternative statement is effective because it doesn’t undermine the other person’s intelligence; instead, it communicates a willingness to understand where they’re getting stuck.

'It’s Not That Complicated'

While the above section highlights common instances of passive-aggressive communication, catching passive-aggressive language in all of your emails or internal memos can be challenging. One way to vet your communication is by asking yourself two questions: “How would I feel if I were on the receiving end of this message?” And, “Is this message helpful?” If the answers are “bad, hurt, or annoyed” and “no or not really,” then consider reframing your communication with more neutral language or offering guidance instead of a criticism or a brush-off.

How to Soften Passive-Aggressive Communication

Leaning on passive-aggressive language in professional communication might feel like a safe way to circumvent potential conflict with a coworker. However, hiding feelings of anger and frustration can grow into bigger conflicts in the workplace. Consider giving your messages a close read to make sure you’re being professional and helpful.

The Bottom Line

Each word you say or write provides a glimpse of what you think and feel.

Passive-aggressive communication can show up at work and affect your relationships with colleagues. Learn how to stop it and reframe it constructively.

personaldevelopment

Personal Development

marketingandsales

Marketing & Sales

communication

Communication

How to Reframe Passive-Aggressive Communication

I did not intend to get rich. I just wanted to get independent.

<ul><li>Level 0: Complete financial dependence on the kindness of strangers who have no vested interest in your success.</li><li>Level 1: Complete financial dependence on people who want you to succeed.</li><li>Level 2: Complete financial dependence on people with a vested interest in your financial outcome.</li><li>Level 3: Ability to partially support yourself by adding value for others.</li><li>Level 4: Ability to fully support yourself by adding marginal value for others.</li><li>Level 5: Enough savings to cover run-of-the-mill problems.</li><li>Level 6: Enough savings to cover large, unforeseen problems for a longer period.</li></ul>

The financial spectrum: Level 0 - 6

<ul><li>Level 7: Retirement savings, education savings, and avoidance of consumer and auto debt. You can see a time when your current savings will give you independence.</li><li>Level 8: The ability to pick a job or specific customers and say no to unnecessary hassle.</li><li>Level 9: Becoming comfortable with your social status to avoid flashing your expensive consumer goods.</li><li>Level 10: You can say no to banks whose debt you don’t need, including mortgages.</li><li>Level 11: You could support yourself for a year or more of your liquid savings.</li></ul>

The financial spectrum: Level 7 - 11

<ul><li>Level 12: Interest and dividends cover more than half of your living expenses because of a slim lifestyle rather than huge assets.</li><li>Level 13: Your assets and reasonable return expectations will cover basic living expenses for longer than your life expectancy.</li><li>Level 14: Your assets cover above-basic living expenses with assets and their reasonable return expectations.</li><li>Level 15: Independence lets you do and say what you please since you don’t rely on the support or opportunities other people could offer.</li><li>Level 16: Meaningful philanthropy.</li></ul>

The financial spectrum: Level 12 - 16

“I did not intend to get rich. I just wanted to get independent.” – Munger Place yourself, your business, and other people you know, on this list. Level 0: Complete financial dependence on the kindness of strangers who have no vested interest in your success. Panhandling when unable to work, or companies reliant on raising money from first-time investors who don’t care if you fail. Level 1: Complete financial dependence on people who want you to succeed because they like you and their reputation is attached to your success. Children under age 15 – supported by their parents and generally too young to work – fall into this category. So do companies backed by friends and family who don’t intend on getting their money back. Level 2: Complete financial dependence on people with a vested interest in your financial outcome. Unprofitable-but-promising businesses backed by investors who could earn a meaningful return on their investments, and are thus likely to keep supporting you. Level 3: Ability to partially support yourself by adding value for others while still somewhat reliant on external support. Young people who work but rely on their parents to support what they consider basic lifestyle necessities. Or companies that could realistically be profitable if they changed their cost structure, but continue to raise money from investors to fund growth. Level 4: Ability to fully support yourself by adding value for others, but value that is marginal and easy to replace. This is a common category for both people and businesses. It is grinding and tenuous. It smells like independence, but a boss or customer still owns your day and can dictate your future. Your future relies on their decisions. Level 5: Enough savings to cover run-of-the-mill problems. You can endure hassles that every person or company should expect to experience on a regular basis, without getting wiped out. Level 6: Enough savings to cover large, unforeseen problems. You still rely on your boss or your customers to get by month to month, but if a crisis struck you’d probably be OK for a reasonable period of time. Level 7: Retirement savings, education savings, and avoidance of consumer and auto debt. You still rely on bosses and customers, but you can foresee a time when your current savings will open up a new level of independence for you and your family. This is the most realistic goal for most people. Level 8: The ability to pick a job, or specific customers, that avoids the most egregious examples of bullshit and unnecessary hassle in your life. You still rely on bosses and customers, but have the freedom to say, “No, not you. I’ll find someone else,” when you get too frustrated. Level 9: Becoming comfortable enough with your social status that you don’t feel the need to flash your peacock feathers with expensive consumer goods whose only value is in signaling. The inability to do this is a hidden form of debt and dependence that exists, and it piles up on people who mistakenly think they’re wealthy enough to be independent. Level 10: The ability to say no to banks, whose debt you don’t need, including mortgages. Debt can be cheap capital but it keeps you beholden to others, owning a piece of your future decisions and cash-flow needs. Level 11: Few realistic situations would cause you, your company, or your family to be pushed back below Level 5. You could support yourself for a year or more off your liquid savings. It’s the first true stage of independence. You can now say “No” to almost anyone, with high odds of recovering from the repercussions. Level 12: Interest and dividends cover more than half of your living expenses. Most of this is independence is owed to a slim lifestyle, rather than huge assets. You realize that lifestyle desires compound faster than almost any asset. Level 13: Your assets and their reasonable return expectations will cover basic living expenses for longer than your life expectancy. Congrats. You are no longer reliant on bosses or clients. You can deal with them if you want, and you probably will. But only if you want, when you want, with who you want. Which feels good. Level 14: Your assets cover above-basic living expenses with assets and their reasonable return expectations. You can define “above-basic” however you want. Varies by person. Remember what Chris Rock says: “If Bill Gates woke up with Oprah’s money he’d jump out the window.” Level 15: Independence lets you do and say what you please, unconcerned with other people disagreeing with you, since you don’t rely on the support or opportunities they could offer. Level 16: Meaningful philanthropy is the only reasonable way your assets won’t compound faster than you spend. This, to me, is one of the most important topics in finance. Everyone’s different. But while almost everyone can adapt to their stuff, having control over your time through independence will always feel great when you have it and always be a miserable burden when you don’t.

moneyandinvestments

Money & Investments

The Spectrum of Financial Dependence and Independence

Team intelligence exists when team members eschew self-interest, move beyond the individualized concept of emotional intelligence and take up a think-together operating mode that embraces the collective good—reaching optimal team performance. 
Teams built on a solid foundation of positive culture, who work in sync as a cohesive unit, irrespective of hierarchy position, will achieve better results —if they can think systemically through inter-connectedness of multiple viewpoints. With strong leadership, a team can adopt a think-together mode and view only through that lens.

Team Intelligence

If you want to go fast, go alone. If you want to go far, go together.

Knowing what makes the team successful is a prerequisite for harnessing team intelligence. Small team inter-connectedness efforts can seem insignificant, yet their impacts on your organization at large can be huge (the Butterfly Effect).
We can harness team intelligence for business success when we capture what makes us unique in skill set, personality, and drive and bring together emotional and cultural intelligence with empathetic managers orchestrating team synergy.

Harnessing Team Intelligence For Success

When you place an intentional focus on the concept of team intelligence, you realize benefits across teams, through to clients. You gain the following benefits:<ul><li>An understanding of employee's style, strengths, and development needs</li><li>Promotes diversity, inclusion, and belonging </li><li>Gives the responsibility of a connections planner to each team member </li><li>Creates accountability for achieving higher standards of team behaviors and delivery of work</li><li>Drives sustained business performance through improved communications</li><li>More efficiency and effectiveness in capitalizing on business opportunities.</li></ul>

Benefits Of Cultivating Team Intelligence

One method of preemptively addressing issues is through the collective intelligence of your employees. Collective intelligence helps create organizational trust, access diversity of thought, and ultimately respect the basic human right to be heard. It also helps deliver the best solutions.
Team Intelligence is fluid and will continue to evolve as patterns within teams change. That said, if you have strong leadership and effective team interaction, you could replace one of the metaphoric cogs of your business, and the wheels should continue to turn.

Handling Friction: Team Breakdown

The common goal should be clear and absorbed by all —regularly. Aligning the goal among teams gives your employees the feeling that everyone contributes to your goals together, forming stronger team bonds.One tip to help with reinforcing alignment at the team level is to start each meeting with a reminder of the goal for that meeting. Weaving in constant reminders will reinforce the end goal of supporting a shared vision.

Managing Team Intelligence: One Goal

To cultivate a culture of transparency and support, specifically in remote or hybrid working environments, it’s imperative that all team members feel they can openly express their opinions.
Three ways you can do to build a psychologically safe workplace:
<ul>
<li>frame the work as a learning problem, not an execution problem.</li>
<li>acknowledge your fallibility.</li>
<li>model curiosity.</li>
</ul>
People are happiest and most productive when they have a sense of psychological safety. To create an environment where people are comfortable being themselves, they need interpersonal trust and mutual respect.

Managing Team Intelligence: A Psychologically Safe Environment

Employees need to feel like they have a comfortable direct line to their manager and a connection to one another. Frequent check-ins to seek everyone’s opinions can help build all team members’ confidence and comfort level, allowing introverts the opportunity to speak up and not hold back. 
Employees like to feel heard, validated, and connected. Managers must create the right environment for engagement to exist organically and effectively.

Managing Team Intelligence: Employee Engagement and Retention

Often the smallest gestures leave the biggest imprint. With abrupt changes to the corporate world in the past 18 months, many are experiencing greater workloads and responsibilities.
Taking time out from writing a business response to send personal praise or show of appreciation can go a long way in nurturing positive emotions and enhancing performance. Appreciation plays a major role in reducing burnout, boosting morale, and greatly impacting employee retention by increasing employee satisfaction.

Managing Team Intelligence: Frequent and Genuine Recognition

Do you have people on your team that keep too much to themselves? This behavior can negatively impact the overall team effort. Non-team-players are often misunderstood as arrogant when they feel out of place and awkward in many cases.For every strength a team has, there is equal weakness. Identifying and addressing weaknesses on your team leads to a stronger, more successful unit. Taking time to understand individuals’ strengths and weaknesses and developing a strategy to overcome, is key to progression.

Managing Team Intelligence: Know The Weaknesses

Want to build a high-performing team? Start with creating a safer work evironment

problemsolving

Problem Solving

Fostering Psychological Safety In The Workplace

Team intelligence explores the concept of team unity across all aspects of team dynamics and uncovers the keys to optimal performance.

What is Team Intelligence and How to Manage It

If you tell someone what to do, they become defensive. However, if they arrive at the same conclusion themselves, they're much more likely to buy what you're selling, whether it's your idea or product.

Changing someone's mind

Give people a choice and they're more likely to go along with your idea.Effective persuaders provide a limited set of options from which people can choose. For example, most successful advertising agency executives don't show up at pitch meetings with only one proposal. They don't present 12 ideas, either. They offer a choice between two or three ideas.

Provide a menu

Ask more questions and make fewer statements. People are often reluctant to follow someone's lead, but they're more likely to follow the path they set out for themselves.For example, when trying to get their team to go along with a new initiative, ineffective persuaders push it on people in the form of a declaration. Effective persuaders start by asking questions, visiting with stakeholders, getting their perspectives, and engaging them involved in the planning process.

Ask, don't tell

People strive for internal consistency. They want their beliefs and actions to align. Highlighting a gap means pointing out a disconnect between a person's thoughts and actions.For example, if you're convinced that a project needs to end, you've got a tough sell. Your team might be wedded to it because they've put in so much time. Inertia sets in. Start by asking your team if they were starting from scratch today--knowing what they know--would they embark on the project?

Highlight a gap

Applying "tactical empathy" is far more effective than telling people what to do. Effective persuaders make people feel like they're looking out for them. Rather than "persuade," start by understanding the other person.Pay attention to your words. For example, you can say: "You and I are going to work this out" or "We've got to keep working together." By using "we" instead of "I" statements, you're more likely to build a bridge of trust.

Start with understanding

Understand yourself and those around you.

psychology

Psychology

career

Career

How to Change Anyone's Mind Without Persuading Them

Tech industry jobs are expected to grow significantly in the next few years. If you want to consider this career path, You need to know that it is continually changing.
You have to be comfortable that your expertise may become obsolete in a few years. It would be best if you were ready to adjust and change with tech.

Be open to continuous learning

The fast pace can feel exhausting but can also be exhilarating. It means more opportunities and quick growth in the short term. Big tech corporations may offer an internship that can lead to a permanent job, but landing these roles is not easy.

Fast pace and big rewards

The majority of tech roles can be divided into these categories: <ul><li>System managers, analysts, administrators. They operate the IT systems and ensure compliance with the companies goals.</li><li>Data scientists and researchers use their technical knowledge to solve problems.</li><li>Programmers and developers build applications of solutions.</li><li>IT support assists and solves internal and external company problems.</li><li>Customer-facing technical roles, such and customer engineers, solutions architects, or customer success managers.</li><li>Evangelists are influencers who spread their knowledge to large audiences.</li></ul>

Tech categories

Although people in the tech industry often work remotely, they are not just the geeky, awkward nerd type. Tech is filled with people from all walks of life. As the industry is driven by innovation, it needs to attract people from different backgrounds.

Diversity

A tech expert can do a lot to give back to society. <ul><li>For example, the health care industry relies on tech innovations, such as remote patient consultation or diagnostic testing.</li><li>There is also a demand for tech professionals interested in protecting our planet, including addressing climate change, optimising waste collection and recycling or reducing carbon emissions.</li></ul>

It can be about purpose

technologyandthefuture

Technology & The Future

artificialintelligence

Artificial Intelligence

Is Tech the Right Career for You?

Our real problem is not the lack of time, but a lack of direction, as we all have the same number of hours in a day. We think we need more willpower or motivation, but the truth is that we only need direction.
If we start everything at once, trying to take care of our finances, health, diet and learning at the same time, we are bound to crash. That’s a lot of time wasted.

The Reason We Are Stuck: Our Direction

If we are struggling with productivity and not making progress despite our efforts, we can ask ourselves the following two questions that focus on our direction:
<ol>
<li>Where are we going?</li>
<li>What do we need to do to get there?</li>
</ol>
There is uncertainty seeped in these questions, but embracing the uncertainty is part of the process. We have to get comfortable with being uncomfortable.

The Two Things To Ask Yourself

We are hiding behind the logic and reasoning we give to ourselves for being unproductive or non-committed to our pursuits, most of which are pure excuses.
We need to make things simple and get into action mode, understanding that our mind is showing resistance, wanting to stay distracted. Our actions during challenging times define who we are, and bring direction to our lives.

Stop Making Excuses

Sometimes we say, “I just don’t have time! I’m so busy!” But a lack of time is not the problem. It's a lack of having direction.

productivity

Productivity

habits

Habits

timemanagement

Time Management

'I Don't Have Time' Is Not the Real Problem - Darius Foroux

Making a commitment to yourself helps keep you accountable. Write your goals down, keep a to-do list with you, and create reminders on your phone and on your calendar.

Keep yourself accountable

<ul><li>Tell everyone what you plan to do and talk about your goals. Tell friends, employees, and employers your intentions and you won’t want to let them down. </li><li>Start documenting and sharing your journey. A blog or vlog where you share the projects you’re working on and your progress will encourage you to get things done. </li></ul>

Make yourself accountable to others

If you’re a chronic procrastinator and simply can’t resist the temptations of things like Facebook and Youtube, it might be time to cut out temptations.There are tools such as <a href="https://www.rescuetime.com/">Rescue Time</a>, <a href="https://selfcontrolapp.com/">SelfControl</a> and <a href="https://chrome.google.com/webstore/detail/stayfocusd/laankejkbhbdhmipfmgcngdelahlfoji?hl=en">Focus</a> that will temporarily block access to distracting websites like Facebook. Less aggressive tools such as <a href="https://chrome.google.com/webstore/detail/news-feed-eradicator-for/fjcldmjmjhkklehbacihaiopjklihlgg?hl=en">Facebook Newsfeed Eradicator</a> and <a href="https://chrome.google.com/webstore/detail/df-youtube-distraction-fr/mjdepdfccjgcndkmemponafgioodelna?hl=en">Distraction Free Youtube</a> will allow you to have access to Facebook and Youtube but block the distracting parts of these websites (such as the newsfeed).

Cut out temptations

Becoming aware of why you procrastinate means taking a step back and looking at some of the possible reasons such as boredom, lack of confidence in the project, lack of self-confidence, and feeling overwhelmed. Once you know the reason, it’s a matter of finding things to remedy it and cut your procrastination off at the source.

Self-awareness

If you get to your work desk and have no idea where to start, it can lead you to work on low-impact tasks (such as checking email) or other worse forms of procrastinating.Put together a plan or to-do list before starting work or any project. The night before is a good time to do this. It allows you to reflect on what you’ve accomplished during the day and then come up with what needs to get done tomorrow.

Planning ahead

Commit to just showing up and you’ll find yourself completing a lot more tasks. The next time you don’t feel like tackling a task, commit to only working on it for one minute. Set a timer for 60 seconds, then sit down and get to work. More often than not, you’ll find yourself wanting to go beyond the 60 seconds and continue.

Showing up

Successful people understand that tasks need to be broken down into much more specific and measurable sub-tasks.This often encourages you to get more done and feel accomplished and motivated by scratching to-do items off of your list.

Break up large tasks into smaller tasks

Sometimes, a project just isn’t worth burning more hours over, and you ultimately need to figure out if it’s time to quit.Take a step back and figure out the reason you’re procrastinating on the project or task. Is it because it’s actually not that important, or doesn’t move you closer to your big-picture goal?

Giving up

7 min read Opinions expressed by Entrepreneur contributors are their own. Everyone procrastinates. Even the most successful people struggle with it every day. But successful people do something that most of us don't -- they push past it. They don't make excuses or allow it to affect their output.

8 Ways Successful People Beat Procrastination

Overworking is defined as indulging in work activities beyond your physical and mental capacity by increasing the workload and number of hours. It usually happens when the organizational structure is gamed to promote deadline-oriented work without providing adequate human resources.
Organizations ensure that the workers provide them with the required output at every cost, giving efficiency and project completion top-priority.

Overworking: Addicted To Work

<ol>
<li>Lack of energy post-work: This can be dealt with by separating your work and personal life and organizing your tasks and priorities ensuring the important stuff is covered. Use an app to track your work, making sure you are not working after the day is over.</li>
<li>Insomnia: Lack of sleep is a common symptom and one needs to do regular cardio or Yoga to induce sleep. A cup of hot tea also helps. Many of us don’t even realize we are sleep deprived and need to go to bed early (without a smartphone), giving full rest to the brain.</li>
<li>Distraction: A constantly distracted mind can be curbed by a good night’s sleep, and by making a to-do list of important stuff to do.</li>
</ol>

Symptoms Of Overworking And How To Deal With Them

Many companies encourage overworking and employees feel that they are in a race to achieve more, and might get fired otherwise.
<ul>
<li>Our need to be 'well-off' socially distorts our thinking.</li>
<li>Many of us are aggressively and passionately attracted to money, and not the simple joys of life.</li>
<li>We need to change our priorities and work towards happiness, not accumulating wealth or indulging in consumerism.</li>
</ul>

Overworking: Social Aspects

We forgot long ago that health is more important than money.
<ul>
<li>Sleep deprivation and heart disease are the two most common and serious health issues due to overworking.</li>
<li>Other common physical and mental problems due to overworking are high blood pressure, migraines and ulcers.</li>
<li>Many of these are related to stress and anxiety and result in a lack of focus, fatigue and burnout.</li>
</ul>

Health Effects Of Overworking

<ol>
<li>Sticking to a rigid schedule: Make your to-do list and stick to it. Prioritize your important tasks that provide maximum impact, and leave the stuff like replying to emails, or reviewing drafts to some other day.</li>
<li>Exercise: Doing regular exercise produces important chemicals in the body like endorphins, dopamine and serotonin, improving our health and mood in numerous ways.</li>
<li>Me Time: Bring your mind at ease by sitting and relaxing, doing absolutely nothing. These techniques of self-care, like meditation or not doing anything particular, helps us balance our mind, body and soul.</li>
</ol>

Minimizing Stress And Burnout

computerscience

Computer Science

Overworking: How to identify its Impact and How to Get Rid of It

<ul>
<li>You can put things off without being lazy.</li>
<li>It's your emotions that decide to procrastinate, not logic. Emotions prioritize short-term gratification.</li>
<li>The problem is not about the task, but how you treat it.</li>
<li>When you don't make tasks your priority, you'll put things off.</li>
</ul>

What you must know about procrastination

Procrastinators severely overestimate how hard it is to finish a task.
While it can be very tough to start, you'll gain momentum and achieve ten times more work with the same willpower. The result will also be much more rewarding.

The more you work, the less it feels like a grind

You overestimate your skills and underestimate the challenge. Your goals may be too small, or you didn't break the big goals into daily tasks.
What you find yourself doing: You don't write a deadline on your calendar, but promise to start tomorrow. You may even tell everyone how easy it is or what you plan to do.
Solution: Commit to a deadline, or make it a challenge to get done as much as possible.

The optimistic procrastinator

You may love your work, but other tasks seem more appealing because you gravitate towards the path of least resistance.
Typical behaviors:
<ul>
<li>You think bad habits are good in moderation and don't respect your time blocks.</li>
<li>You spent most of your day in minor tasks.</li>
<li>You never feel like being 100% present at work or play.</li>
</ul>
Solution: Block your distractions. Plan days where you reward yourself generously, to make smaller temptations less attractive.

The distracted procrastinator

Preparation scares you. You want improved quality when you didn't work for long enough to optimize. You may waste your time by giving too much time to irrelevant details.
Typical behaviours:
<ul>
<li>You know what to do, but irrational thoughts pull you back.</li>
<li>You spend hours planning the introduction.</li>
<li>You feel dissatisfied and always want to add one more change.</li>
</ul>
Solution: Shift your focus from results to actions.

The perfectionist procrastinator

Your interpretation of failure is preventing you from working.
Typical behaviours:
<ul>
<li>You accept distractions because you already lost, but then think things will eventually fix themselves.</li>
<li>You feel people are mad at you or don't understand your limited position.</li>
<li>You slack in other areas because you think one loss justifies failing in other areas.</li>
</ul>
Solution: When you failed, you did not understand how much you actually learned. Take a day off to stop thinking.

The guilty procrastinator

You have over-committed and have no time left. Even if you have time, you sometimes don't see the point in spending time on those tasks.
Typical behaviours:
<ul>
<li>You're multitasking.</li>
<li>You get about 70% done off your endless to-do list, but don't see results.</li>
<li>You want to spend time will all your favourite projects.</li>
</ul>
Solution: If a task is irrelevant, stop the task. Use only the best-performing ways to achieve your objectives. Prioritize your goals and work on one at a time. Also, know that you can make progress at a slower pace.

The busy procrastinator

Your poor time-management/prioritization skills are setting you back. You hate routines because you feel they take away your freedom, but then you never have time to do what you love.
Typical behaviours:
<ul>
<li>When you want to work, you instead waste time preparing the workspace.</li>
<li>You do a quick two-minute task and then add other little jobs that fill your day.</li>
<li>If you find yourself procrastinating, you will rather finish what you're doing instead of your important work.</li>
</ul>
Solution: Learn to work smarter with the Pomodoro technique and the Eisenhower's Matrix.

The disorganized procrastinator

<ul>
<li>Impulsivity. Impulsive people prefer short-term results instead of longer tasks.</li>
<li>Sense of urgency. Our motivation to finish a task is inversely proportional to the time we have left. But we also underestimate how long a job takes if the deadline is far away.</li>
<li>Perception of work. Work looks more daunting than it really is.</li>
<li>Agreeableness. Trying to surprise others with unexpected work patterns. But it is inconsistent and makes it harder for people to gauge you.</li>
<li>Busyness because you don't manage your time well.</li>
</ul>

5 mindsets that will influence your work ethic

<ul>
<li>Create checklists by imagining the best way to complete your task in detail.</li>
<li>The 2-minute rule. Take enough 2-minute tasks to create momentum. Start with anything, but end with tasks related to your intended work.</li>
<li>The hour non-negotiable. Force yourself to work on your project for the first hour of the day to give you momentum for the rest of the day.</li>
<li>The celebration/resting day. Plan a day where you allow yourself to do anything you enjoy doing, regardless of what it is.</li>
<li>Habit bunching. Create support habits, such as making coffee before you start working.</li>
<li>Mini-days (time-bocking). If a day feels too dull, break it down into mini-days: one for work, one for learning skills, and one for relaxation.</li>
<li>The hourly challenge. Plan to give your best work every hour. Define how much work you need to do in that hour to consider it a personal record.</li>
<li>Buffering. Allow a 30-50% margin of error for all your expectations.</li>
<li>OKR Goal-setting system. (Objective Keyword Result). Set a quarterly or monthly goal. Give yourself three actionable metrics based on numbers. (e.g., Make 500 sales calls in three months.)</li>
<li>Environment optimization. When you finish using a room, make it ready so you can use it next time. Keep distractions out of sight.</li>
</ul>

How to get work done today

But most people don’t even have that choice. After trying fifty different blog tips without success, procrastinators start to doubt. If you don’t want to be a slave of your emotions, keep reading…

Barefoot in the Boardroom

How to Reframe Passive-Aggressive Communication

The Spectrum of Financial Dependence and Independence

What is Team Intelligence and How to Manage It

How to Change Anyone's Mind Without Persuading Them

Maddox