Tag Archives: Work Life Balance

Life Lessons: Learning To Let Things Go Undone 11

Leadership Development, Personal Development, Personal Values, Planning • Tags: , , , , , , , ,

7-ways-your-wasting-time“Besides the noble art of getting things done, there is the noble art of leaving things undone. The wisdom of life consists of eliminating the non-essentials”. I love that Chinese Proverb – It’s a great reminder that we all have just 168 hours in the course of a week. No more or no less. We all have the same amount of time. Do you have enough time to accomplish those things that are most important to you? Time is not a renewable resource. How wisely are you spending yours? Here are two things that you can do to help utilize your time more effectively. 

Learn to set priorities

Think carefully about what priorities mean to you and about how you decide what is really important. Remember – You will never have enough time in the course of a day, week or month to accomplish everything on your to-do list but, you do have time to decide what to do first. Most people start with the easy stuff. I want you to start with the urgent stuff. Take a look at your list and decide what absolutely  needs to be accomplished today. What is due today? Mark those items as “A” items. Anything that can wait two or three days mark those items as “B” items. Anything left on your list are “C” items. Make a rule with yourself that you can never, ever work on a “B” item until all the days “A” items have been completed.

Learn to say no 

The essence of good time management is good life management. Just like the essence of healthy living is a healthy lifestyle. We all seek balance in our lives. Balance between life at work and life at home. If I was to ask you to write down the three most important things in your life. What would you write down on that paper? Out of the 168 hours you have in the course of a week how much time are you spending on those three things? I hope you put yourself at the top of that list. How much “Me” time do you spend on yourself each week? What do you do to help you recharge your batteries? Do you like to read, take walks, bake or meet up with friends for coffee or tea? It’s important to your health that you spend time on you without feeling guilty about it. You are the only you that you’ve got. Learn to say no to others so you can say yes to yourself.

Copyright (c) Brian Smith – Reformed Control Freak. Are you looking for a speaker or planning a training session on a variety of soft-skills topics? Give Brian a call. He will work with you to insure your event is an overwhelming success. http://briansmithpld.com

You Couldn’t Pay Me Enough to Work Here 3

Leadership Development, Personal Development • Tags: , , , , , , , , , , , , , , , , , , , , , , , ,

bxp59950Staff engagement – it’s rarely about the money. They stay because of the people they work with. They stay because it’s a fun place to work. They stay because they see an opportunity for advancement. According to a recent survey conducted by Aon Hewitt, employee engagement in North America is at an all time low – down to 63% of the workforce. If those numbers are accurate that means 37% of your employees are not engaged, they are just going through the motions, or worse yet, they are actively disengaged, and our bent on trying to undermine what you and your engaged employees are trying to accomplish. That means 37 % of your staff have turned off or have tuned out.

Worth Remembering … “Get to know your people, what they do well, what they enjoy doing, what their weaknesses and strengths are, and what they want and need from their job” – Robert Townsend

What are you doing to retain the talent you have? Every organization has an identity – a culture that is best described as the values, beliefs and attitudes that are shared by everyone in the company. It starts at the top and trickles down. It never starts from the bottom and trickles up. Tony Hsieh, CEO of Zappos believes that if you get the culture right, then a lot of really amazing things happen on their own. What are you doing to engage the hearts and minds of everyone in the company? Answers to exit interviews conducted by the Saratoga Institute and outlined in Leigh Branham’s book “The Seven Hidden Reasons Employee’s Leave” may hold a few clues. According to those surveyed “Workers felt devalued and unrecognized, workers suffered from stress due to overwork and work-life balance and there was a loss of trust and confidence in senior management”

  • You’ve got to give people a reason to stay.
  • You’ve got to make them feel part of the process by soliciting their input.
  • You’ve got to communicate often by letting them know how well they are doing
  • You’ve got to let them in on your plans for the future, where they fit in and where the organization is going.

Worth Remembering … “One of the most important things about being a good manager is to rule with a heart. You have to know the business, but you also have to know what’s at the heart of business and that’s people.” – Oprah Winfrey

What are you doing to attract new talent? Everyone is competing for the same recruit. Why would someone want to work for your company instead of your competitors? And remember it’s not about the money. You just can’t sit back and throw money at them. At some point you won’t be able to pay them enough money to stay. According to a 2012 Bersin survey, $720 million per year is spent on employee engagement without much of a return on that investment.  If you want to attract new talent then you need to understand what they are looking for in the companies they choose to work with and commit to changing the way you communicate and interact. Life outside of work has become just as important, if not more important, than life at work. Especially among Millennials who will make up 50 % of the workforce by 2020. What are you doing to promote a healthy balanced life-style?  Advancement should be based on merit not on seniority. What training dollars are you willing to invest in their future? If you aren’t willing to invest in them, then don’t expect them to invest in you. Do you have a mentorship program? Have you identified your next crop of managers and enrolled them in your management development program? Can they work at home or do you offer a flexible work schedule? Company mission statements, values and code of conduct should be more than just fancy platitudes. You and everyone in the organization need to “live” them.

  • You’ve got to give people a reason why they would want to work for you
  • You’ve got to make them feel part of the process by soliciting their input
  • You’ve got to communicate often by letting them know how well they are doing
  • You’ve got to let them in on your plans for the future, where they fit in and where the organization is going.

I hope you are starting to see a pattern here? People are people – it doesn’t matter what generation you are from – we all want the same thing. We want to be seen and treated as partners. We want to work for an organization that wants us to be successful and are willing to invest time, energy and resources in us. And we want to work for an organization that makes us feel valued and trusted. 

Copyright (C) 2013. Brian Smith – Reformed Control Freak. Looking for a speaker? Planning a lunch-n-learn or training session? Let’s talk. briansmithpld@gmail.com. To find out more about Brian and what he can do for you and your organization visit – http://briansmithpld.com