Time Management is one of the topics I discuss the most as an Executive Coach, second only to Feedback. It seems like everyone wants to know how they can get more done and be a bigger contribution. While many believed that an increase in remote work would give folks more time to get things done, it doesn’t seem to have turned out that way. In part, because the top pain points relate to how we coordinate with others and the organizational norms within a company. A reduction or elimination of commute addresses personal capacity by reducing stress, which is very helpful, but that is just one issue. Here are ten other time management pain points as experienced by leaders and their teams:
1. Unclear on priorities
Without a distinction between urgency and emergency, it is difficult to know what to prioritize. With anxiety the main driver of action, discerning what to attend to first can feel impossible.
2. Not very generative or useful meetings
While collaboration is needed, most organizations tend to over index on participation based on title or position. Leaders find themselves in more meetings than they can attend with topics that do not really require their limited time.
3. Low connection interactions
Among the emails, texts, slack messages and meetings most of the topics people engage in at work are tactical, yet we are hardwired for connection. Tactical interactions tend to be more depleting than present, open and connected moments of relationship and trust building.
4. Limited time for strategy
Leaders are often asked to develop the strategy and plans and yet they are also tasked with managing teams and putting out fires. Often, the time blocked for strategy is the first thing to go.
5. No time for creativity
Innovation and problem solving are creative processes and yet, with so many meetings focused on tactics and a great deal of attention on organization politics, we miss opportunities for free flow creation.
6. Feeling overwhelmed
There is a pervasive sense of overwhelm for many leaders and their teams. A feeling that there is too much to do, never enough time and a deep fear of failure. Even when successes occur, most people report that anxiety about the future of their career runs their focus and attention.
7. Unclear next steps
We spend hours in meetings and yet, we can pull away from the experience unclear what are the action items to attend to and by when are we expected to deliver.
8. Back to back meetings
Double booking and days full of meetings has become the norm, especially in remote first cultures. This often means meetings start late and with a mood of depletion. It also means that the Default Mode Network of the brain (functions best when we rest) never gets a chance to replenish so we are unable to reach optimal performance.
9. Lack of organization
While there are many tools to help people get organized, it is still up to the individual to develop the effective skills to use the tools. Most people need a bigger behavior shift before putting tools in place.
10. Unfulfilled by goals
Once a goal is met or a milestone is reached, the satisfaction seems fleeting. More leaders are reporting a need to reevaluate their long term career goals for a more rewarding daily life and greater sense of contribution.
So what can you do about these pervasive issues?
Below are a series of questions that can get you started on making a shift to your own relationship with time, energy, tasks and attention.
Are These Issues Familiar?
Identify the issues: Of the pain points listed above, which ones do you most relate to? Review the list and make note of which ones you personally experience. Don’t try to tackle the whole list all at once. Pick the top three that would provide the biggest impact if you’re able to make a shift.
What’s Your Part?
See your role in the problem: While it is easy to blame company culture or relationship dynamics for some of the pain points, you are not just a bystander. What role might you be playing in keeping things the way they are? Even though it might be tough to admit, “It’s me, hi. I’m the problem. It’s me,” is a great way to explore shifting out of old habits and into new ones. (Thanks, Taylor Swift!)
What Would Improvement Look Like?
Visualize something better: What would you rather happen going forward? As you look at each specific pain point, envision a different possibility. What would be more effective than the current situation? Make sure to visualize what you want and write it out for yourself in the positive. Meaning, “Show up on time having read the agenda” is easier for the brain to follow than, “Don’t be late and unprepared.” Put your attention on what you want and less on what you don’t.
Ready for a New Habit?
One key practice: What is one thing you could try to create an incremental change to the current pain point? Nothing dramatic, but what is something simple you could experiment? Is there a commitment to change that you need to make? Declare what the new way of being is going to be even if you are worried you might fail. You will fail sometimes but then you just re-commit and try again! Just like everything else in life ;-)
Do You Need to Make Requests? Set Boundaries?
Improved Communication: While you can be the one to make changes, most of us work in teams and experience these pain points in groups. Are there conversations to have with others about how to address these pain points? Are there any requests to make of colleagues? What boundaries would help you and your team coordinate more effectively?
While the above five steps seem simple enough, they take some time and it really helps if you have a support network to hold you accountable. Find a coach, mentor, team mate or trusted friend to discuss your process and be your advocate for change.
In my next post, I’ll be offering ideas directly related to those top ten pain points, so stay tuned!