How do you manage your time?

Not having enough time has become a very common complaint both at home and at work. The essence of good time management is prioritizing what is most important to you and then disciplining yourself to accomplish those highest priorities first.

Time management is not so much about checklists, calendars, and scheduling as it is knowing what is most important in your life and making sure that the activities of your life are aligned with your values and priorities. 

Stephen Covey developed a Time Management Matrix to prioritize the activities of our lives.  There are two dimensions to the matrix:  urgent and important. 

• Urgent matters are those that demand immediate attention, such as the telephone call from an irate customer, the report the boss asked for right away, etc.  We are reactive to the urgent.
• Important matters are those that are aligned with long-term values, priorities, and goals, such as learning new skills, developing new products, or getting a college degree.  Important issues require us to be more thoughtful and proactive.

The way we get more time for those things that are most important to us is to stop doing the not urgent and not important:  time wasters such as idle chat, busywork, junk emails, mindless TV shows. Minimize the time allowed for the urgent but not important:  some meetings, some phone calls, some emails.  Successful people do this by saying “no” frequently.  Learn to say “no” to unimportant activities.

Time management is up to you.  Take some time and think about exactly what your true priorities are.  Spend more time on those things that are truly important to you.

If you are interested in learning more visit our website for information on our Time Management webinar.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Strategic Planning: Defining the Business Environment Part 4

Every organization has a set of beliefs that govern the conduct of its members. The problem is that many of these beliefs cannot be considered guiding principles. They are usually unconscious and chosen by default rather than by design, yet they play a powerful role in shaping the culture of the institution.  

Criteria for Guiding Principles

• Aligned with mission
• Reflect deepest "truths" or values of organization
• Motivate and inspire
• Guide decisions and conduct
• Easy to remember
• Action-oriented
• Should have no more than six principles  

Complete this exercise regarding Guiding Principles:

1. List observations about your organization's culture.
2. List the beliefs that might cause each of these cultural observations.
3. Finally, list some new beliefs that would be better aligned with your organization's mission.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Resilient Organizations

Change is a permanent feature of all organizations regardless of sector or size.   However, the ability to take charge of change can be a key distinguishing feature of a successful organization.   Change impacts all of us in different ways.  How quickly we bounce back from change reflects our level of resilience.  We can help our organization to become more resilient by leading change.

Three Characteristics of Resilient Organizations:
 
1.  A Clear Purpose And Values
An organization must have a strategy to be successful.  A clear purpose is what encourages individuals to get involved and actively participate in the activities and direction of the organization.  Employees will then understand why they are there, what needs to be done, and most importantly - where they are going.  A sense of purpose supported with clear values and principles must be known to everyone within the organization.
 
2.  Prepare Employees For Change
Regular training of employees on how to understand and manage change is essential.  Don't wait until the change is impacting your organization before preparing employees for change, or it may be too late.
 
3.  Build Flexibility And Innovation
In times of change, innovation will allow an organization to break down boundaries, while flexibility will enable employees to prepare the organization for the future.  These characteristics can also help us with personal resilience.  Having a clear purpose, being prepared for change, and ensuring that you have the innovation to break down barriers will help you on your journey.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Diversity - Summary

To summarize what we've learned in our Diversity series: 

• We have defined diversity as "the differences that make us unique."
• We have discussed that many ongoing demographic changes are affecting the makeup of the workforce, presenting specific leadership challenges, and calling for changes in management approaches.
• We have identified five key skills that can help us manage diversity effectively.
• We have seen that valuing differences, taking action, and overcoming barriers will help ensure that we can leverage the advantages of diversity.
• We have seen that focusing on managing diversity helps organizations attain four business imperatives that will help them gain a competitive advantage in the marketplace.
• We have explored the Flex-Management model which recognizes that each individual worker retains his or her unique makeup while becoming part of the workplace.
• We have seen how Flex-Management strategies show a deep appreciation of individual differences, recognizing that although people are more alike than they are different, they all have different needs.
• We have come to appreciate that "one size" no longer fits all employees, and one way of doing things will not work in today's diverse workplace.
• We have realized the importance of determining our current skill level to know which areas we can target for personal development in managing diversity.
• We have formulated a personal Managerial Development Plan and committed to taking action that is critical for individual development in managing diversity.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Valuing Diversity - continued

Sometimes individual differences are lumped into broad categories that become stereotypes over time.  People use stereotypes to generalize about groups of people.  When we stereotype, we assume that all people of a particular group, social class, race or gender have identical characteristics.  We draw conclusions or generalize about the entire group rather than evaluating each person individually.  Stereotypes limit how we see or interact with people. They can be derogatory.  They can be deceiving.  Stereotypes on the surface are not always bad, but even so, they limit the effectiveness of individuals.  For example, physicians may be viewed as very intelligent and educated, highly trained and professional.  However, what if the physician who carries this positive stereotype is a drug abuser?

Leveraging diversity is not an easy task, and communicating about issues relating to diversity can be challenging.
 
Some Communication Guidelines For Issues of Diversity  

• Don't ignore difficult issues.  Ignoring an incident sends the message that you are in agreement with such behavior or attitudes.  
• Be aware of your own attitudes, stereotypes and expectations and be open to discovering the limitations they place on your perspective.
• Demonstrate understanding and forgiveness when events occur.  
• Recognize that change is a long-term process.  
• Reflect and practice the positive values you are trying to teach.  
• Remember that issues of human dignity, equality and safety are non-negotiable.  
• Use your best judgment and try to do what you believe is right.  
• Use "I" messages when giving feedback.  For example, instead of "you're always telling blonde jokes", say, "I'm uncomfortable with blonde jokes because..."

The workplace has changed and will continue to do so.
 
There are societal, business, legal and individual aspects of diversity to consider.  Individuals have unique contributions and differences, but most of us are more alike than different.  Recognizing and acknowledging differences and similarities and evaluating others without stereotyping will strengthen working relationships and increase productivity.  You can take action to leverage diversity and make your organization a better place to work.

Until next time...

Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/