Top 10 ways employees waste time at work

24/7 Wall St. looked at a number of workplace studies on how people spend time online, and found that most say employees with PCs spend 20-plus hours a week on the Web while at work—and about a quarter of that is for personal use. 24/7 Wall St. broke those 5 squandered hours down into the top 10 “time wasters”:

1. Social Networks: 1 hr, 14 min/week; apparently, 77% of employees who have access to Facebook from work check it at least once a day.
2. Online Games: 34 min/week
3. Email: 27 min/week
4. Portals like AOL, Yahoo!: 14 min/week
5. Instant Messaging: 13 min/week

How much time is spent watching pornography at work? It’s staggering. Follow this link for more information, or read what we think ...

 

How Facebook(ing) Can Improve Work Productivity

In a study dating back almost 2 years ago, Melbourne University's department of Marketing & Management demonstrated how a workforce that takes planned work breaks with Facebook is actually 9% more productive.

The fundamentals behind why this works can be found in guaranteeing the appropriate strategy, effective communication & engagement principles so that a workforce can plan for success. It's about finding the right rhythm & planning your 60-90 minute work sprints.

Social networks are NOT the problem

The problem most companies are facing today isn't the Internet or Social Media, it's the lack of effective Leadership. 86% o senior executive agree that the biggest challenge is to mobilize their workforce, yet 53% of staff are unable to explain their companies strategy. What's wrong with this picture? Leadership is about setting direction & delegating, it's about using a “story-telling cascade” to build a shared and compelling narrative about the need for change.. or the results you expect to achieve. The competitive advantage of the twenty-first century is increasingly derived from hard-to-copy intangible assets such as company culture and leadership effectiveness.

People Strategies First

Leveraging insight from Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage; Charles Darwin’s observation that “the fittest win out at the expense of their rivals because they succeed in adapting themselves best to their environment” may have become something of a cliché in the literature on change management, but it has never rung more true in the business world. The ability to manage an organization dynamically so that it can both shape its environment and rapidly adapt to it is becoming the most important source of competitive advantage in the twenty-first century. Success is about winning not just in the marketplace for customers, but also in the marketplace for talented employees.

The role of business in society is changing. As we work more and socialize less, the time we have left for traditional activities involving our family, our local community, and our religious institutions is declining. As a result, our sense of meaning and identity is increasingly derived from the workplace (our jobs) and the marketplace (the products and service we buy). The message is that talented employees are not content to be cogs in a machine geared to hitting quarterly performance numbers. They want to work in dynamic workplaces where they feel empowered to make meaningful, positive change happen.

You Can't Manage What You Can Measure

Once you've got your people strategy effectively in place, what mechanisms will you use to measure active contribution toward company results? How will you address the 7 simple questions that drive your strategic plans; Who, What, When, Where, How, Why? And most importantly, how will you answer the always difficult “but Should we or Shouldn’t we?” questions?

By empowering your team with a solid Vision and aligning them around agreed strategies, you'll also need to ensure a fine balance of productive work sprints coupled with recovery breaks.

Why not let them Facebook when you know you're already getting he very best out of your people? What measurements do you have in place that give you confidence of how your team is engaging their available productive capacity?

Internet usage & Productivity; Compliment or bitter rivalry?

Can you recall before the advent of the internet, and this is still true today in many public service locations, how you could walk into a workplace & spot at least 1/2 of the employees reading a newspaper or standing by the water-cooler in idle chatter?

Yes folks, before the internet came to be, companies already had productivity issues! All the internet did, as with every other positive aspect it also brought about, was accelerate what was already right or worng about our organizations.

The great debate is on.. and every man and his dog has an opinion, so let me share with you my own. The internet, like anything else in life, is only a distraction in the workplace if your organization lacks the disciplined effort to engage it's key-stakeholders in the activities required for both employee & employer to succeed. The fact is that the internet is a significant & key enabler of innovation, including finding new ways to become more productive by sharing best practices. But don't take just my word for it, let's explore the messaging that's prevelant out there today.

Surprise: Internet monitoring reduces Internet use

And if you declare a police state, putting armed officers on every street corner you'll reduce crime. But is that what you really wanted? What's your objective? To have people use the internet less or for them to be more produce more work that drives desirable results? If the latter is your choice, then focus on getting your team on-board with a sound game-plan for achieving success. Give them the skills, knowhow, resources & effective communication strategies that will keep them highly engaged, motivated & productive. The internet isn't the real issue.. it's more than likely that you're just not doing a great job of motivating people to do the right things at the right time required to achieve success.

Social networking at work leads to productivity loss

So I guess when I last connected to someone on LinkedIn, which in turn resulted in a transaction where I was engaged to perform a key (remunerated) project, that wasn't productive? Or when I tweeted a question about what best product / service to use in order to execute on a particular task.. and I received valuable feedback that reduced the chance of my wasting time on a product that someone else had already deemed poor.. I wasn't really being productive? Social networking at work can only lead to productivity loss if your people aren't focused & engaged, or don't have the skill set / knowhow to leverage social networking to their benefit.

To Lee Fayer, and others alike who make claims that "social networking costs 14 billion pounds a year in lost work time", I would say that you're just looking for excuses to cover up ineffective people management & engagement. For the record, let me say that if your people are spending more than 1h per day on the likes of Facebook when "they should be working" (and this phrase is key), then you've got a management, motivation and or engagement issue.. and not an internet usage issue.

Why Your Employees Are More Productive When They Facebook at Work

The sciences of biology & psychiatry prove that human beings need recovery breaks intermingled with intense work segments in order to maximize their effectiveness & productivity. It's a proven fact that when you allow people to perform completely unrelated tasks in-between work-tasks, they increase their focus and output as a consequence of reaching a higher state of concentration & throughput immediately following their break.

Dr. Brent Coker's work entitled "Freedom to surf: workers more productive if allowed to use the internet for leisure" is more than just common sense, it can also be proven by the practical nature of the following factual diagram brought to us by our friends at WorkMeter.

Because you can't manage what you can't measure

As this graph shows, when a control element is introduced there is a natural tendency for reduced activity. Yet when the appropriate effective management tools, engagement principles & strategic initiative motivate a workforce, what you begin to witness is true productivity (driving company results) which can actually supersede previous levels of "activity".

What are you focusing on these days? Activity which might not be directly contributing to desired results, or productivity by using the right empowerment & engagement principles that guarantee your team get's on-board with your strategic plan?

 

Guest Blog by JC Duarte; The Strategy Guy

Quick Win Productivity Tip-of-the-Day; Digitalize

This morning's bank experience... I'm not naturally organized when it comes to finical matters. That said, it doesn't mean I can't be great at it, it's just going to take me extra effort, energy, a framework & discipline until it becomes a newly engrained habit. That's how life works!

So when I went to my bank this morning to establish additional accounts (buckets) for segmenting & putting funds aside for my various obligations & plans, my digitalization strategy.. which I put into effect some years ago.. came into very productive use!

The Challenge

For whatever reason, my identity details in the bank records had expired, and without the physical documentation I would have had to come back another day.. wait in another line to be attended to.. and start explaining my needs all over again.

The Solution

Fortunately I've digitalized my life, so with the stroke of a few keys on my smartphone, tablet pc or Laptop (in this case laptop) I accessed my Dropbox account & promptly handed (emailed) over my previously scanned legal identity.

The Reward

What turned out to be a 1h exercise, which I initially estimated at 45m, could have been double or triple (including more inconvenient trips to the bank) had I not had all my relevant information at the (extended) tips of my fingers.

I don't do back-ups anymore.. my working files (directories) in my laptop are permanently & instantly synced with Dropbox, which means anywhere in the world, from any device, I can access my information. I share files (or directories) with clients for immediate productivity. No longer do I need time-consuming file transfers or deal with e-mail limitations. This morning's practical example is only one.. Dropbox & digitalization (virtualization) of a significant part of my life has given me more time for me to do the things that really matter to me.. providing me a significant increase in work-life balance.

How are you virtualizing? How are you digitalizing? If you're not, then how are you still getting stuck in your traditional off-line world / frameworks? How are they empowering or limiting you?

Guest Blog by JC Duarte; The Strategy Guy

How to STOP E-mail from killing your productive day

You wake up with the perfect plan for the perfect day. This is the day you're going to catch-up & relieve yourself of the terrible stress of coming home each day overwhelmed that you haven't gotten all of your work done.

Fast-forward to the end of the day; you're driving home utterly dejected at the thought of yet another day of endless e-mail. Another day in which everything you wanted to get done, everything that was important to YOU, was still left to do as the night sky fell on your day.

Sound familiar? How often do you wish you hadn't opened up your e-mail? This past Friday, amongst a series of quick tips on productivity, I also wrote about NOT starting your day with e-mail, but rather one significant task that you need to complete.

Let's face it, after many years of trying, no matter how good you get at providing alternative means for people to communicate, you just can't seem to get away from the tsunami that e-mail often represents to what should have been a perfectly productive day. What makes it worse, is that you are NOT an innocent bystander. By having consciously chosen to open your e-mail first thing in the morning, you have opened up Pandora's Box.

And yet again your day will be planned out for you by others, instead of you having minimal control.

The other day I heard a phrase that stated; "you'll never be promoted for being an excellent e-mail, but you'll surly be fired for not delivering on required goals". So why have you become so addicted to e-mail?

Turn push & alerts off - Be purposeful in your activities

If a squeaky wheel is consistently in your ear, you're going to stop what you're doing to oil it. Be purposeful & retrieve your e-mails when you're ready to deal with them, especially until you have built up your new e-mail behavior.

Plan your e-mail breaks

Just like any other part of the day that you want to be in control of, get used to planning your e-mail breaks. That's right, let's call them e-mail "breaks". When you first wake-up, instead of opening your e-mail or checking your Blackberry, kiss the wife, go have a cup of coffee, breakfast, spend time with the kids, & make sure they're set for their new day.

If you took my previous tip, you reviewed your past day last night & structured the respective new day to be a better one. When you first walk into the office get right down to business & knock-out that first significant task. Today, just for today, schedule yourself no more than 2 x 1 hour breaks to read e-mail.. somewhere around 10am & 4pm.

E-mail as a file folder

And guess what, if in order to access that work-file you need to access your e-mail, then approach your e-mail like a file folder on your hard drive. Go in & extract ONLY what you need, instead of giving-in to the temptation of reading your e-mails.

Filter your e-mail

Apply filters so that e-mail from important people, your boss, clients, etc.. automatically goes into separate folders for you to address when you're ready. Avoid going into an unstructured general "Inbox".

Hunt & peck your e-mail

Don't read your e-mail from top/bottom. Be purposeful & scan the "from" & "subject". Open ONLY those e-mails that are relevant to the work you're performing at-the-moment, or things you know you need to address now.

Leave casual reading & other distractions that will take you off in a tangent for the coffee, lunch or evening break.

Action your e-mail

Even if that means re-marking it as "unread" and assigning a task for yourself to complete something more significant. If you can address an e-mail within 1-2 minutes, do it immediately, otherwise trash-it, schedule it for later casual reading or action.

Just try it

I can hear all of the reasons why none of this will work.. I've heard them all before.

Can I just ask you to try it for one day? If it seems to work, try it a 2nd day? And if someone gets upset that you took too long to answer their urgent e-mail, was really that urgent? Was it really urgent to YOUR job & deliverables that you had to complete? If so, teach your colleagues to come see you, or ring you when they've got something REALLY urgent.

Guest Blog by JC Duarte; The Strategy Guy

The Productivity Paradox – STOP blaming the Internet!

Whilst reading "How the Internet Affects Productivity" by Mika Hannula & Antti Lönnqvist, I was compelled to share my outrage at the irresponsible "blame-game" ineffective typical management insists on playing to cover-up their own inefficiency & mismanagement.

For the record; "the execution of an idea is always more brilliant than the thought", and the Productivity Paradox that so many books & papers have been written on has more to do with the false measurement methods and conceptual misunderstandings applied, than it does looking for someone other then ourselves to blame!

In this blog post you'll find examples of, and learn how / about;

• The Internet is NOT to blame for productivity loss


• The do-or-die relevance of having a strategic plan


• The mistake of ignoring critical measurements


• Productivity is NOT about speed

Reality Check #1 - The Internet is here to stay!

The use of the Internet is NO longer an option! If you haven't figured this out yet, then you might as well find the rock you just crawled out from beneath and quickly get back under it. Better yet, just bury your head in the sand like an ostrich and wait until the next ice-age hits.

Think about your last purchase for a minute,  what's more productive? Placing an add in a magazine, billboard or an intrusive pop-up in a web browser.. or a recommendation from a trusted source? Imagine an online marketplace, such as Linqia,  where companies identify, connect and engage with masses of highly targeted consumers participating in online communities and groups. A +30% engagement rate would be proof enough for me to realize that the Internet is The Place to promote my offering instead of old-school printed media.

When you're looking to wine & dine your sweetheart, or evaluating your next holiday option, do you search on-line before going to the travel agent? That's if you even bother to leave your house & go to the agent in the first place. Who do you trust more? The experiences of your peers as recounted through pictures & stories, or those looking to profit from you booking a picture postcard illusion?

The issue with the Internet these days is that corporations don't take the time to establish an effective strategy, including the necessary education for you to be effective. You can either spend the rest of the day doing Google searches and be overwhelmed by information overload, or you can be educated & given the narrow focus that will lead you to the promise-land of scalable / highly valuable on-line content.

Reality Check #2 - You HAVE to have a plan!

Jim Rohn is noted for stating; “If you don’t design your own life plan, chances are you’ll fall into someone else’s plan. And guess what they have planned for you? Not much.”  As in life.. in business! Is there really any difference? If you don't have a plan, better yet.. an effective plan, than I can guarantee you'll soon find yourself on someone else's journey!

1st, don't blame your employees if they're surfing the internet instead of doing "productive" work unless you've thought about the expected outcome (effective = outcome focus) of the tasks they're performing as it relates to your over-all success strategy.

2nd, guarantee your staff understands (have them repeat it back to you) your strategy, how it relates to their tasks, and how their individual contributions will contribute toward your success. That's called the buy-in process, and it's the primary difference between successfully executing on an idea vs. just having a brilliant thought!

Oh, and if your plan is to block "non-productive" internet sites, such as YouTube, Facebook, etc.. think again.. you better confiscate their smartphones when they walk through the doors in the morning as well. Unless your people are part of your success plan, then it's not a success plan to begin with.

Reality Check #3 - If you can't measure it, you can't achieve it!

“In life, as in football, you won’t go far unless you know where the goalposts are.” – Arnold H. Glasgow

Have you ever driven around in circles because you didn't have a GPS System? Well that's about as effective as you'll be if you don't have appropriate measurements of where you are.. where you want to be.. by when.. and in what condition when you get there. There's far too much focus on throwing tools at problems instead of first understanding them. A faster car will only increase the speed at which you drive around in circles!

The majority of productivity issues I've seen in organizations have absolutely EVERYTHING to do with lack of planning & strategy, and less to do with lacking technology. Technology is a facilitator, and it's also been known to facilitate / speed your rapid decline when you aren't conscious how quickly that hole you've dug yourself into is getting deeper by the second.

Of the most effective measurement tools I've found to-date to improve productivity has been a little app called WorkMeter. WorkMeter WORKS because it's much more than just about comparing input vs. output. Thinking that productivity is that simple a consequence is just as fool hearted (as Peter Drucker would say) as the single greatest error and deception of our modern accounting system. Which is that PEOPLE are listed in the "liability" column as compared to the "asset" column of corporate balance-sheets.

Reality Check #4 - Productivity is NOT about speed!

Have you ever heard the phrase beauty is in the eyes of the beholder? Well, unless you realize that value is to beauty as beholder is to customer, then you'll NEVER be productive. Worse yet, you'll never be effective! Productivity is LESS about how fast you achieve something, and more about how EFFECTIVELY you achieve it.

Who is your customer? If you're in business, regardless of leadership role, you have both internal & external customers. Internal customers are the colleagues that are co-dependent on you in some form to get their own job done. Whether a colleague awaiting your revision of their concept, a component in a larger over-all process, or the guy in the next cubicle who's mood you influence with your own. External customers are those who see the beauty, and therefore value, in your products.. leading them to purchase more.

Take the example of a Hollywood screenwriter whose productivity is measured in words typed per minute instead of the quality of the output. What's the goal? To get a script written quickly, or to have an interesting script that an audience is willing to fill a movie house to watch? In the first case, the pace at which it's written counts, not the quality of the screenplay itself. How likely are you to shell out your hard earned cash to go watch this movie? This is a typical example of poor productivity measurement. The effectiveness of the output of a writer contributes to the productivity of the writing process, since the customer finally defines the writer’s unit output. The effectiveness of the text written by the writer is without any doubt noticed by the customer, and the over-ruling measurement of productivity!

In summary, if you want to have effective productivity.. true productivity, you need

1. An Effective Plan


2. Employee Buy-in (Momentum, Enthusiasm & Alignment)


3. Understand Your Internal & External Customer's True Needs & Perceptions


4. Measure, Act / Adjust & Measure Again (Incremental Progress Toward a Predefined Outcome)


5. Educate, Acknowledge & Celebrate Success


6. Forget Your preconceived Notion of Productivity / True Productivity = Customer Value Perception

How many of these can you CONFIDENTLY "tick-off" as complete or under-control?

Guest Blog by JC Duarte; The Strategy Guy

4 Steps to Boost Productivity & Employee Retention

How would you like to boost the productivity in your organization whilst addressing employee retention? How would that impact your bottom line & overall company culture?

Whilst reading a McKinsey Quarterly document recently, I decided to add some more practical thoughts to the four barriers workers face in their daily interactions.

Their analysis focuses specifically on Knowledge Workers, which make up more than 40% of the US work force. I was quite surprised to find that they didn't list as a key barrier "distraction", which is the #1 enemy of productivity in any workplace.

In addressing these 4 barriers, you will bring about greater alignment & cohesion amongst your employees, increasing retention & strengthening company culture.

Step 1; Physical and technical barriers

In addition to social media tools, company intranets, yammer, etc., create Communities of Practice made up of people who could benefit from one another's advice. Encourage your staff, and allocate time, to communicate their experiences and benefits gained through such practice communities. Encourage you team to have virtual & non-virtual lunch breaks with colleagues across disciplines with your organization by getting them outside of the comfort zones.

Bridge any physical distances through the usage of electronic tools with viedo-conferencing and occasional in-person meetings.

Step 2; Social or cultural barriers

Engagement is key to success, so start with your new hire orientation, and then rehire your existing employees all over again. Create a series of case studies by having your team share practical examples that shine on your company Values, Mission, Vision, and how your processes & norms contribute to their integrity. Encourage a culture of knowledge sharing and collaborative problem solving, including these items within your periodic performance reviews and ensure team leaders clearly communicate what's expected, whilst setting an example. Foster & leverage communities of practice which will help your staff be more engaging.

Communicate & keep all of these successes highly visible! In addition to technology tools like an intranet, hang signs, post bulletin boards, white boards, flip charts, etc. Make it visual!

Step 3; Contextual barriers

Rotate employees across teams and or divisions so that they get a wider understanding for what's going on outside of their own silos, and a better comprehension as to what activities they can influence with this added clarity. Create company forums, online through your intranet, or off-line where your staff can share knowledge & experiences across disciplines. Encourage your team to have lunch with  a colleague from a new area of your organization on a bi-weekly basis & watch the contextual barriers come down like a house of bricks.

Step 4; The barrier of time

Perform an analysis of where people are spending their time. Ensure that job roles & responsibilities are updated, understood & appropriate for the results you expect from your staff (teams & individuals). Then quantify the gap between expected activity / results vs. actual activity / results. Take the respective learnings & transition them into new habits.

How are these barriers impacting your current environment? What steps can you take to start addressing them immediately? Remember, the longest journey starts with a first single step.

Guest Blog by JC Duarte; The Strategy Guy

Engaged Teams = Productive Teams; How to get your team engaged in 45 days or less

I was recently reading a stat that boasted; "some research shows only 29% of North American employees are fully engaged. That's a lot of productivity being left on the table."

I can guarantee you that this is not a US centric experience, as the stats (+/-5%) are consistent with what I've seen across the planet over the past +25 years... and it's getting worse!

Add to this the following additional stats:

• 36% of employees are looking for better work-life balance


• 28% of employees expect to change jobs within the next 2 years


• 30% of employees believe that their management is committed to improve engagement


• 68% of employees report lacking meaning or purpose in the tasks / activities they carry-out on a daily basis

What does that spell?

Lacking of engagement on various levels, typically between daily activities / tasks vs. the successful outcome as it relates to company and personal objectives in life. This could spell out a more complicated journey depending on the multipliers & variables.

Basically as an employer you have to (1) understand how your stated company strategy, goals, projects & daily tasks align with your employees own goals in life / personal self-actualization, and (2) if your staff even have a 2-3 year life plan for themselves which they can tie back to the work their doing. Until you have a grasp on these two fundamental areas, you're going to be in a perpetual tail-spin, with at-best momentary success stories, but nothing on the level of the consistency you need to succeed in the long run.

Who's responsibility is it?

Engagement is a shared responsibility across an organization. It's not just the responsibility of the manager, employee or even the company.

It's a collaborative effort that requires everyone to participate.

Satisfaction is fickle.. Engagement is KING!

Do you remember those presents that you thought you'd never put down when you first opened them on Christmas morning? How long did that sensation last? 2-3 weeks at best? How about your last high-school romance? 2-3 months at best? Those sensations could be compared to employee satisfaction.

Now remember that rag doll or G.I. Joe action-figure that you could never put down? remember all the marvelous adventures you went on together throughout your entire childhood? Remember the ageless doll-house or your first car? remember the high-school sweetheart that you married? That's engagement, and that what you should be measuring if you want to ensure productivity!

What are the Core Issues that destroy employee engagement

• Alignment & clarity between personal tasks & relevance to company objectives


• Lack of trust (employees in management / management in employees)


• Focusing on risks instead of opportunities

What's the solution?

The Work Engagement Profile by Ken Thomas clearly states intrinsic motivators which are made ever more critical by the growing number of remote workers, and or individuals who have greater autonomy & being asked to make more key decisions themselves.

The Work Engagement Profile states that engaged individuals have a:

• Sense of meaningfulness / purpose


• Sense of choice


• Sense of confidence


• Sense of progress

What's the benefit for my organization?

I have typically seen a +80% engagement rate with 45 days, followed by a 30-40% increase in productivity within 60 from starting a continuos improvement project.

What about you?

Looking back at your own business, whether you're a manager or an employee, can you see how issues are impacting the level of engagement in your work-place? How are they affecting productivity?

Guest Blog by JC Duarte; The Strategy Guy

How to get Work done at Work!

Have you ever tried to get meaningful work done but just couldn't seem to accomplish it during a normal workday? Why is it that you have to save really important work for "quite time"? The plane, train or automobile ride home / your next destination? Why do we reserve quite time after dinner when he kids are put to bed, or come into work early in the morning before the barrage of colleagues, phones, e-mails, meetings, etc.. (i.e. INTERRUPTIONS start)?

Jason Fried's insightful Ted Talk

Having started off last Friday listening to Jason Fried's insightful Ted Talk entitled Why work doesn't happen at work, I'd like to share with you some key tangible solutions that go a bit beyond Jason's simplified solutions of No Talk Thursday, Passive Communication & Canceling Meetings. These quick fix / band-aid solutions can actually be very damaging to your company when you never address the root cause of your problems.

Don't get me wrong, I respect Jason / his accomplishments. In fact, I've used & benefited greatly from some of his collaboration products, such as Basecamp. That said, I'm concerned at having often picked-up the pieces from over simplifying a deep rooted problem in today's professional environment. This is the kind of stuff that creates high employee / customer turn-over, not to mention, eventually drive a company out of business when not adequately addressed.

No talk Thursday

At the root of the issue is either (a) no effective plan / strategy in place for people to be able to link daily tasks to in order to progress toward a successful outcome; (b) there is a plan but it hasn't been effectively communicated / bought-into by the team, and therefore they don't understand which tasks will make them successful; (c) the work environment is indeed not conducive to performing effective work & therefore you have to understand the root causes of the interruptions in order to eliminate them, including the dismissal of employees who just don't have the skill, the will & the motivation to improve. This last bit could be as simple as disciplining the office socialite that wants to foster healthy interexchange between colleagues which needs to be reserved for "programed" breaks, lunch of out-of-office time.

The term "programmed breaks" now leaves it to the individual to decide if he/she is willing to interrupt productive work to go off and have a break which they hadn't planned. It also means blocking all of the pop-ups (e-mail, instant messaging, etc) that people typically have programmed on their computers. It could even be as wide-spread as educating people about noise levels from impromptu meetings in open spaces which distract others who are trying to concentrate. No talk Thursday will fix the latter, but it's neither effective nor scalable because most companies I've seen, the significant challenge has more to due with lacking effective plans, strategies, outcome focus and or buy-in.

The best tool that I've seen to effectively nail-down the root cause / impact of breaks / interruptions on productive work is the tools WorkMeter based on grass-roots empowerment principles.

Passive Communication

I've bought into the collaborative tools, as long as the strategy or plan their working towards has effectively been thought-out and individuals / teams have bought-into (Clarity, Unity & Agility) the tasks that are necessary to reach a predefined successful outcome. What I don't see as effective is the use of e-mail or instant messaging, especially in getting things done that are best served by two people actually having a face-to-face discussion. I would also promote the use of a tools such as Yammer in place of, or as a compliment to, the traditional bulletin boards. Lastly, when communication isn't handled properly, Jason's approach lulls your teams into passive thinking, which means that solutions to BIG problems will take much longer to resolve. You don't want passive, but rather active / pro-active & apply rhythmic processes.

Canceling Meetings

Yes, the majority of the meetings I've witnessed are ineffective and disrespectful of people's time, but again, simply canceling meetings won't address the root cause of the problem. If you have (a) an effective plan / strategy, (b) staff alignment & bought-into the necessary / appropriate processes & tasks, and (c) rhythmic processes, then you won't have a need for ineffective meetings.

Rather than canceling meetings, how about you educate people on the power of effective meetings? At minimum, an effective meeting has:

1. A predefined & stated purpose


2. A logical agenda & timeline that leads to...


3. Who, What, When & Where of SMARTER Decisions / Action Items


4. Preferably is organized so that relevant people come in & out of the meeting as needed


5. A conclusion, wrap-up (for buy-in) and next steps processes

 

I'm also a fan of auditing meeting outcomes. Randomly spot-check meetings to ensure they cover at least these "5 basics", and in addition, review the decisions / outcome (action items) and measure them as to how they relate to the stated & agreed company strategy. This will save you a lot of head-aches down the road, and give you much more than just "feel-good" meetings.

So what do you think? Anything here that you'd consider new & you could learn from? If so, please act on that thought and put it into action. Also, if you know anyone else that could benefit from this post, please be generous & pass it along! I'll guarantee you the recipient will be grateful!

Guest Blog by JC Duarte; The Strategy Guy