Ep 16 – Is Motion the Latest, Greatest Auto-Scheduler?

If you’re interested in using online calendars you may have seen ads for the auto-scheduler called Motion. You have probably wondered what it might be like to use it, but you don’t have the time or bandwidth for a proper test.

In this episode with Dr. Melanie Wilson we share the results of our actual firsthand tests for you. We both have spent years using auto-schedulers so we have a few insights you won’t hear elsewhere. Tune in to find out what we discovered and you could save some time, stress and even money.

Clarification – In this episode we stated the Motion does not have time maps, a SkedPal invention. It doesn’t, but their version is similar in functionality – just not as robust.

Get full access to Francis A. Wade at 2timelabs.substack.com/subscribe

Email is not a Nuisance – It’s Your Job

You are forced to deal with email every single day, most of it arriving at odd moments. At the same time, you need to be effective, but it seems that there’s invariably a slew of messages getting in the way. You want the problem to go away so that you can just focus on doing your job. This is a common sentiment, but is this frame of mind a help or hindrance?

To see other articles and columns, see  https://blog.fwconsulting.com

This is a public episode. If you’d like to discuss this with other subscribers or get access to bonus episodes, visit longtermstrategy.substack.com/subscribe

Email: Not a Nuisance, It’s Your Job

You are forced to deal with email every single day, most of it arriving at odd moments. At the same time, you need to be effective, but it seems that there’s invariably a slew of messages getting in the way. You want the problem to go away so that you can just focus on doing your job. This is a common sentiment, but is this frame of mind a help or hindrance?

It’s fashionable nowadays to complain about email. Why? There are always too many messages. They arrive at the wrong time, and important ones get buried by all the others.

But you’re not alone: everyone you know appears to be caught in the same trap. You derive some comfort knowing that some are even worse than you.

The only people who seem to be on top are the super-responsive. Apparently, they have nothing else to do each day but reply to email…within moments. But are they being effective? If they can reply to you immediately, are they actually doing any useful work?

You know you don’t want to become like them, but what are your alternatives? Here are some ideas you can use to be effective.

1- Email is not going anywhere

Whether you call it acceptance or resignation, your fate in using this technology is sealed. Asynchronous, digital messaging is a permanent fact of professional life. In other words, we aren’t going back to the days of paper letters, faxes, or telegrams. And time-consuming meetings, phone calls or Zoom won’t ever become a replacement.

So unless you’re retiring soon, take a deep breath and “hug up” this reality. And while you’re at it, stop complaining about your inbox being flooded. The fact is that email incompetence is afflicting almost everyone. The only ones exempt? The few who receive a trickle of messages each day…like less than 25.

Don’t aspire to be like them. Take responsibility now and in the future.

2- Your suffering is avoidable

Think back to the days when you were among the “exempt”. You didn’t have a problem. In fact, you were happy to be sent email. It showed that you mattered to other employees and friends.

However, your joy was short-lived. When 25 incoming daily messages turned into 150, you hit a threshold: your old techniques stopped working. For example, if you used to check email in the quiet intervals between tasks, meetings or projects, you probably saw this shortcut become impossible.

Instead, evening and weekend email became the norm. Plus, others began to complain that you are not returning messages fast enough. Your “time management” skills were questioned.

While this state of affairs is awful, there is an answer.

You need a different, new set of practices to address a high volume of email. Furthermore, this approach needs to scale so that you can handle double or triple the volume you receive today. Why? Not only is email unavoidable, its use is growing.

3- Instant Repair

The complex blend of habits and technologies we use means that fixing email is like plugging the leaks on a rickety boat. There are a vast number of things which can go wrong, all of which add to the overall burden. Tackling them all is beyond the scope of this article, but here is one basic concept. Set aside high-quality time for email by blocking time each day in your calendar.

With this technique, email transforms from a thankless chore to a prime activity. Here, you can give your full and undivided attention. Consider it to be an appointment you simply cannot skip. A professional requirement. For example, a surgeon would never skip washing her hands before an operation.

Why the high priority? The fact is, each email requires you to make a decision and this takes energy. Add in the fact that you must quickly switch mental contexts from one message to the next, and the challenge multiplies.

It’s as if each day’s most important choices are distilled into a single sprint. If you try to make them piecemeal, prepare to see your inbox turn into a bottomless pit of unmade decisions.

Setting time aside each day is the only way to ensure that the molehill doesn’t turn into a mountain. Unfortunately, it only takes a few days of neglect to turn a peaceful inbox into a ticking time-bomb.

The best method is not to respond like a firefighter. Instead, treat email as a priority that deserves its own time-slot, and mindset. Use a fresh head so that you can make a series of difficult, but high-quality snap-decisions.

Soon, it will become the heart of your job, rather than a nuisance. And you will be effective.

Francis Wade is the author of Perfect Time-Based Productivity, a keynote speaker and a management consultant. To search his prior columns on productivity, strategy, engagement and business processes, send email to columns@fwconsulting.com.

Is Your Company being Led By a Great Strategist?

Each day you go into the office, you want to be inspired by your work. Elevated by what your organization can accomplish. But if that’s not your daily experience, does the quality of strategic leadership have something to do with it?

Check out my prior columns at https://blog.fwconsulting.com

This is a public episode. If you’d like to discuss this with other subscribers or get access to bonus episodes, visit longtermstrategy.substack.com/subscribe

Is Your Company Being Led by a Great Strategist?

Each day you go into the office, you want to be inspired by your work. Elevated by what your organization can accomplish. But if that’s not your daily experience, does the quality of strategic leadership have something to do with it?

Perhaps you have seen the stories of companies led by executives with breathtaking strategies. These top teams produce game-changing innovations which revolutionize industries. Millions of lives are transformed. The likes of Facebook and Netflix displace also-rans who look stale by comparison, capturing hearts and minds in every corner of the world.

But when you compare what happens in these model organizations with your own, you see a big gap. Are you making an unfair contrast? Are the elements you focus on the right ones to examine? What are the naked truths you wish you could explain to your leaders if you had the chance?

  1. Bold Vision

COVID has led many CEO’s to limit the scope of what they say they want to achieve. Times are hard and uncertain, they admit, and things are changing too fast to think about big goals.

All they have is energy for survival. A vision would be a distraction.

Unfortunately, research shows they are likely to fail. Creating Big Hairy Audacious Goals (BHAGs) is, according to Jim Collins and Jerry Porras of Built to Last fame, essential. Their comparison between companies that use BHAGs versus those which don’t is stark.

However, this doesn’t mean you should throw together yet another vision statement. In fact, these pronouncements can damage productivity if they are vague, undated and insulting to the average person’s intelligence. When employees deduce a lack of seriousness, such declarations destroy motivation.

Instead of nebulous promises to be “world class”, create the kind of vision that paints a clear picture of a single destination. This means it must have a date, and an unequivocal set of target metrics, at minimum.

  1. Feasible Pathway

BHAGs are an essential part of great strategies, but in 2022, they aren’t enough. We have become more immune to aspirational statements than we were in 1994 when Collins/Porras published their book. Why? Oftentimes they include little more than wishful thinking.

The way to bring corporate dreams into existence is to go deeper in the planning stages. How? Craft a credible pathway between today’s reality and the final destination.

This is no easy feat to accomplish. It takes a small team an intense effort to lay out a plan that covers 15-30 years. It gets complicated: within each time period, certain financial and operational milestones must be hit.

While there are projects introduced during this planning horizon that drive the numbers, these should be realistic. In fact, it pays to be conservative.

This powerful exercise forces teams to confront realities that otherwise would be ignored. For example, a client’s strategy called for entering Latin America in a big way. The price? Moving the company’s headquarters to Miami.

This was too heavy a tax to pay and the plan was moderated.

Another client required the acquisition of competitors. But the firm had never undertaken such an activity and would need to hire expensive specialists. It shelved the idea.

Weak strategists leave such details to others. To save face, they pretend to buy-in, which dooms the effort to failure.

  1. Customer Obsession

Who would think that Carnival revellers would pay more for amenities such as mobile bathrooms, cool-down mist and makeup facilities? Tribe Carnival from Trinidad and Tobago has introduced a slew of innovations like these ever since its inception. Over time, they have produced exponential growth for the business, even though it charges a premium.

In a similar manner, clients of JMMB swear by a comparable approach to innovation in its investment operations. Like Tribe, the company has a relentless focus on the customer that leads it to do things other institutions scoff at.

From a strategic point of view, few companies understand their customers well enough to innovate around their deepest unmet needs. Such in-depth study is simply too hard and expensive to undertake.

As such, they end up following the lead of competitors like Tribe and JMMB. But this is the coward’s approach to innovation…to copy what others are doing after it’s been proven to work.

If your company is being led by a strong strategist, expect to see a struggle to capture customers’ unspoken sentiments. Once these are defined, they should be driving every new product and process development. If no such link exists, the strategy is likely to be ordinary.

This list of three activities great strategists undertake is not exhaustive, but it is essential. Use it to judge how your company is being led (not just managed) and to distinguish if today’s actions are inspired by more than mere survival.

Ep 15 – Is it Harder to Fix Your Car Than Your Task Management System?

You want to make improvements to your system of task management. You want to intervene at just the right place to have a positive overall effect, but you don’t know where to start.

You already understand that you use a system to manage your tasks from the moments of creation to the point where they are completed. Some people say that making changes is easy, but you’re not so sure. The system you use is full of idiosyncrasies – those places where you do things your way…different from anyone else.

How do you use this knowledge to make the right improvements? Can you make things worse by tinkering in the wrong place? Is it anything like trying to fix a car or an appliance where the wrong intervention can make things go terribly wrong?

In this solo episode, I’ll be sharing my thoughts about this problem and where we need to take ourselves so that the confusion disappears.

Get full access to Francis A. Wade at 2timelabs.substack.com/subscribe

Why CEO’s need to think like Chief Learning Officers

As the top leader, it’s your responsibility to create sound succession plans. But how do you ensure that there is a pipeline of leadership talent available at all levels, such as the board and executive suite?

 

Check out my other columns at https://blog.fwconsulting.com

This is a public episode. If you’d like to discuss this with other subscribers or get access to bonus episodes, visit longtermstrategy.substack.com/subscribe

Why CEOs Need to Think Like Chief Learning Officers

As the top leader, it’s your responsibility to create sound succession plans. But how do you ensure that there is a pipeline of leadership talent available at all levels, such as the board and executive suite?

Extraordinary executives see themselves as developers of people. They take a 360-degree view of their world, paying attention to every scrap of expertise they can rely on to get the job done.

This perspective is an unusual one to adopt. After all, the default assumption is that by the time someone reaches the top of an organization, they should be fully ready for the role. In other words, all the training they need should have been completed.

Recent responses to recessionary pressure have not helped. Since the downturn of 2008, learning and development budgets have been cut, and have never recovered. Most companies have narrowed their focus to provide training for essential jobs only. The whole activity is now seen as an expense to be incurred only when it’s an absolute must.

This practice has affected all employees, but especially those at the top. Gone are the two-week to four-month executive development programs in overseas universities. Need a coach? That’s a personal investment. The idea is: “If you don’t have the skills needed at this high level, you shouldn’t have the job.”

But this logic is deeply flawed. Things are changing so quickly in our world, fueled by new technology, that no-one should feel secure in what they know today. Instead, their only lasting weapon is their capacity or ability to grow. How can you produce this transformation as your company’s leader?

  1. Make it safe to have gaps

If you’re the kind of leader who must demonstrate superior knowledge and skill at all times, you’ll be in trouble. Why? Your competitive nature got you the top leadership job, but now it’s preventing you from helping others.

For example, your peers may believe that you don’t have gaps (or don’t see them.) They’ll return the favor. How? They’ll follow your lead and pretend to know what they don’t, or do what they can’t. Neither response is productive. As a CEO, you need to tackle the fear people have to reveal their gaps openly.

The remedy is simple: become the most active learner in the company. Share your developmental needs with staff and your plans to close them. As you do so, create opportunities for others to share as well. Encourage them to be open.

  1. Look in All Directions

This may sound unusual, but you should also engage board members and chairpersons in their development.

If you fail to do so, expect your board to make decisions they don’t comprehend, but think they do. The fact is, much of their knowledge is probably outdated and their skills are stale. Yet, they must decide between competing proposals in board meetings the best they can.

The same, of course, applies to the occupants of the C-Suite. Realize that most companies under-invest in training at this level. Somehow, the thinking goes, smart people should train, coach and develop themselves. Apparently, they have all the time in the world to do so.

This folly leads CEOs to ignore the developmental needs of others immediately around them. When things fall apart, some seek knee-jerk solutions: firing colleagues and hiring replacements immediately upon failure. This short-term thinking mistakenly assumes that new staff members will fix the problem. Instead, they’ll become stale themselves – it’s only a matter of time.

Only consistent 360-degree feedback plus training interventions from the CEO will permanently correct the situation.

3. Become the Chief Learning Officer

The Learning and Development function in Jamaican companies was, before the 2008 recession, a highly respected role. Since then, many practitioners have disappeared, merged into Human Resource departments, becoming freelancers or migrating.

But their reappearance would not necessarily solve the problem of stale executive skills. Why? Persons in this position aren’t suited to determine the training needs of those far above them in the hierarchy. For example, few L&D Professionals can effectively guide a board.

The fact is, the CEO should step in and play the role of Chief Learning Officer. This person can coach those at the top of the organization to higher performance.

Unfortunately, most CEOs don’t have skills in this area. Yet, they must have developmental conversations with C-Suiters and also Board Members. No-one else is equipped. Failing to act is the same as allowing the company to languish.

As such, CEO’s should think like CLOs to help organizations succeed. In these tumultuous times, the need is greater than ever before.

Ep 14 – Fixing Problems with Time Blocking w Mike Vardy

You’re a time blocker to some degree. This means you put tasks in your calendar…Not just appointments with people which can’t easily be changed, but solo time you commit to doing a particular task.

In other words, you make a promise to yourself that non-one else knows about to do something at a particular time and place.

It’s an easy concept to explain, But…most people who seem to start the practice have a rough time taking it to the level they want. Once they get past the beginner stage, when they are experimenting with a few tasks they want more.

And for a while, they schedule more tasks…and more…and more. Until they have too many and their time blocking becomes a problem. It should be easy, they think, but it’s not.

What are some of the best solutions available?

Tune into this episode to hear from me and my special guest, Mike Vardy, as we solve this challenging problem together.

 

Henry Cloud – Necessary Endings

Stack Method – Prasanth Nair

Stop doing productive.Start BEING productive. (productivityist.com)

Get full access to Francis A. Wade at 2timelabs.substack.com/subscribe

Why useful strategic plans require deep handshake agreements

Have you ever played a part in crafting a useless strategic plan? You thought it was a good product, but it ended up languishing on the shelf or in unread email. However, you believed in the process followed, but something was missing… maybe from the final step which condemned the entire plan to the scrap heap.

Click here to read my past articles from the Gleaner newspaper: https://blog.fwconsulting.com

fwconsulting.com

This is a public episode. If you’d like to discuss this with other subscribers or get access to bonus episodes, visit longtermstrategy.substack.com/subscribe