All posts by John Rampton

How to Build Accountable Work from Home Teams

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How to Build Accountable Work from Home Teams

Even though technology has made working remotely possible, it was still a luxury for most employees. In fact, under 5 million worked at home before 2020. And, as you know, a global pandemic changed all that.

Since then, 62% of employed Americans have reported that they have worked from home during the crisis. And, no matter what happens, a majority of them would prefer to do so.

Because of this, leaders have had to step up their game. They’ve had to get used to communicating and collaborating virtually. And, even more challenging, they’ve had to learn to trust their team members.

How to Build Accountable Work from Home Teams

Unlike being in an office where you would expect to see your people working, you’ve had to believe that they’re doing the same thing at home. You’ve also had to learn that they need flexibility in order to meet both their professional and personal demands.

The good news? You can still build an accountable work from home team. When you do, you’ll still meet deadlines, while earning the trust of your team members.

Create a team-facing work-from-home policy.

“You need a solid work-from-home policy that plainly lays out how your remote team operates,” writes Jeremy Elder for Hubstaff.” It should also cover “what you ask of your teams when they’re working away from the office.”

Why? That’s easy. “Employees can’t deliver what you want unless they understand what you expect of them,” explains Elder.

When developing this policy, however, make sure that’s just not a list of procedural steps. It should be something that “inspires and educates on why your strong remote work culture is a reflection of the larger mission and values of your business.”

Elder adds that a solid remote work policy will answer the following questions:

  • Who can work from home?
  • When and how often can they work from home?
  • Who approves remote work requests?
  • What equipment and amenities are required?
  • What security and privacy measures must be taken?
  • Is remote work completed on a flexible schedule, or must the team member complete work during specific hours?
  • What meeting standards must be met while working from home?

You may also want to address things like dress codes and meeting availability. And, you may also want to be flexible with deadlines. Even though your team is working remotely, they will still have to deal handle personal issues that may pop-up.

Not only will this keep your current team members productive, but you can also use this to attract talent. Why? Because 72% of talent professionals have stated that “flexible working and remote options are very important” when attracting new workers.

Get to know your team members.

Not everyone is cut out for remote work. Knowing this, you would bring on those who are. Unfortunately, that’s not how the cookie crumbles — just look at how the coronavirus made WFH a necessity.

As such, you should spend time with each of your team members. Find out where they’re struggling so that you can mentor or help them. For example, maybe they never had a proper workspace at home. If not, you could send them a standing desk or share resources on how to create a home office.

Additionally, this lets you know when they’re most productive. Let’s say you a team member who is a morning bird. You should anticipate that they need the AM to focus on work, so you might want to have a one-on-one with them in the afternoon. Also, you shouldn’t be frustrated if they’re not available at night.

And, this can also help you know the challenges that they’re facing. If bandwidth is an issue at a certain time, you may want to recommend other locations where they can work. Or, you could be flexible with their availability.

Don’t complicate communication and collaboration.

Try to streamline your communication and collaboration by limiting the number of tools that you use. It can get confusing switching back and forth with platforms. Even worse, your team members may misplace a piece of information because it was located in an Outlook email when Gmail is preferred.

At the minimum, you should create and manage a shared team calendar. It’s a simple way to remind everyone of due dates, map out projects, track progress, and schedule meetings. Other suggestions are:

  • Messaging platforms like Slack. Create both channels for work and non-work topics.
  • Project management software like Basecamp, Trello, or Monday.com. These can help you assign tasks, share files, and track progress.
  • Google Apps like Gmail and Docs for easier communication and collaboration.
  • Web conferencing tools like Zoom or Go2Meeting. These can aid in brainstorming, check-ins, and combat the loneliness of remote working. Just be aware of Zoom fatigue so that you and your team don’t get exhausted.

Set hard deadlines, but trust they’ll be met.

You don’t want to be a nuisance. However, you should frequently check-in with your team members to see how they’re progressing. Some leaders prefer a daily check-in, while others are cool with doing this weekly.

The reason? Just to make sure that there aren’t any hiccups. If so, you can either jump in and lend a hand or push back a deadline.

At the same time, if you’re set goals with hard deadlines, you won’t have to communicate with them as often. Why? Because deadlines make us feel the pressure of accountability and can counter procrastination.

Focus on output, not time-in-seat.

The COVID-19 pandemic forced more people to work from home. While some thrived, others had to adjust — particularly employers and managers. “One of the biggest holdbacks of remote work is trust — managers simply don’t trust their people to work untethered,” said Kate Lister, president of Global Workplace Analytics. “They’re used to managing by counting butts in seats rather than by results. ”

As a consequence, employers embraced tools to monitor and track everything from keystrokes, email, app usage, and file transfers. They also used time tracking tools and screenshots.

The thing is, working remotely doesn’t mean you’re sticking to a traditional 8-hour workday. You might put in an hour or two, but then do laundry or homeschool your kids. Or, you may be more of a night owl and get most of your work done in the evening.

“I think there’s an opportunity here to learn how to be a manager that values output, not time-in-seat,” Natalie Nagele, cofounder of Wildbit, told Fast Company. “To me, the value of remote work is that trust and that ability to empower every person to manage their time, to manage their days and their responsibilities around an output.”

“We make a promise to each other,” adds Natalie. “I’m gonna deliver on this thing, and if I can’t deliver it to you, I’m going to communicate why.”

Provide (and solicit) feedback.

What happens if a project has been delivered and it’s not exactly what you wanted? Don’t belittle the person responsible. Instead, go over with them what they did wrong and how to improve.

On the flip side, ask them where you can improve. Maybe your instructions weren’t crystal clear. Now that you’re aware of this, you’ll set clear project expectations and guidelines going forward.

Know when it’s time to micromanage.

Make no mistake about it. Micromanagement drives employees crazy. That’s why you should grant autonomy and let them do their thing.

However, there will be times when this is necessary. Examples include:

  • Employee engagement has become stagnant.
  • Your company is going through a period of uncertainty.
  • Your business is changing direction.
  • You want to unleash the full potential of a team member.
  • The results have been disappointing.
  • There’s a new leader, employee, or unit.
  • You want to build a culture of collaboration.
  • Your business is venturing into new territory.
  • A project requires very specific results.
  • Your team is struggling with time management.

Keep in mind that this doesn’t mean you should interrupt your team when you know that they’re working or off-the-clock. Instead, it’s al about balancing micro and macro-management.

How to Build Accountable Work from Home Teams

By | Appointment | No Comments
How to Build Accountable Work from Home Teams

Even though technology has made working remotely possible, it was still a luxury for most employees. In fact, under 5 million worked at home before 2020. And, as you know, a global pandemic changed all that. Since then, 62% of employed Americans have reported that they have worked from home during the crisis. And, no matter what happens, a majority of them would prefer to do so.

Because of this, leaders have had to step up their game. They’ve had to get used to communicating and collaborating virtually. And, even more challenging, they’ve had to learn to trust their team members.

How to Build Accountable Work from Home Teams

Unlike being in an office where you would expect to see your people working, you’ve had to believe that they’re doing the same thing at home. You’ve also had to learn that they need flexibility in order to meet both their professional and personal demands.

The good news? You can still build an accountable work from home team. When you do, you’ll still meet deadlines, while earning the trust of your team members.

Create a team-facing work-from-home policy.

“You need a solid work-from-home policy that plainly lays out how your remote team operates,” writes Jeremy Elder for Hubstaff.” It should also cover “what you ask of your teams when they’re working away from the office.”

Why? That’s easy. “Employees can’t deliver what you want unless they understand what you expect of them,” explains Elder.

When developing this policy, however, make sure that’s just not a list of procedural steps. It should be something that “inspires and educates on why your strong remote work culture is a reflection of the larger mission and values of your business.”

Elder adds that a solid remote work policy will answer the following questions:

  • Who can work from home?
  • When and how often can they work from home?
  • Who approves remote work requests?
  • What equipment and amenities are required?
  • What security and privacy measures must be taken?
  • Is remote work completed on a flexible schedule, or must the team member complete work during specific hours?
  • What meeting standards must be met while working from home?

You may also want to address things like dress codes and meeting availability. And, you may also want to be flexible with deadlines. Even though your team is working remotely, they will still have to deal handle personal issues that may pop-up.

Not only will this keep your current team members productive, but you can also use this to attract talent. Why? Because 72% of talent professionals have stated that “flexible working and remote options are very important” when attracting new workers.

Get to know your team members.

Not everyone is cut out for remote work. Knowing this, you would bring on those who are. Unfortunately, that’s not how the cookie crumbles — just look at how the coronavirus made WFH a necessity.

As such, you should spend time with each of your team members. Find out where they’re struggling so that you can mentor or help them. For example, maybe they never had a proper workspace at home. If not, you could send them a standing desk or share resources on how to create a home office.

Additionally, this lets you know when they’re most productive. Let’s say you a team member who is a morning bird. You should anticipate that they need the AM to focus on work, so you might want to have a one-on-one with them in the afternoon. Also, you shouldn’t be frustrated if they’re not available at night.

And, this can also help you know the challenges that they’re facing. If bandwidth is an issue at a certain time, you may want to recommend other locations where they can work. Or, you could be flexible with their availability.

Don’t complicate communication and collaboration.

Try to streamline your communication and collaboration by limiting the number of tools that you use. It can get confusing switching back and forth with platforms. Even worse, your team members may misplace a piece of information because it was located in an Outlook email when Gmail is preferred.

At the minimum, you should create and manage a shared team calendar. It’s a simple way to remind everyone of due dates, map out projects, track progress, and schedule meetings. Other suggestions are:

  • Messaging platforms like Slack. Create both channels for work and non-work topics.
  • Project management software like Basecamp, Trello, or Monday.com. These can help you assign tasks, share files, and track progress.
  • Google Apps like Gmail and Docs for easier communication and collaboration.
  • Web conferencing tools like Zoom or Go2Meeting. These can aid in brainstorming, check-ins, and combat the loneliness of remote working. Just be aware of Zoom fatigue so that you and your team don’t get exhausted.

Set hard deadlines, but trust they’ll be met.

You don’t want to be a nuisance. However, you should frequently check-in with your team members to see how they’re progressing. Some leaders prefer a daily check-in, while others are cool with doing this weekly.

The reason? Just to make sure that there aren’t any hiccups. If so, you can either jump in and lend a hand or push back a deadline.

At the same time, if you’re set goals with hard deadlines, you won’t have to communicate with them as often. Why? Because deadlines make us feel the pressure of accountability and can counter procrastination.

Focus on output, not time-in-seat.

The COVID-19 pandemic forced more people to work from home. While some thrived, others had to adjust — particularly employers and managers. “One of the biggest holdbacks of remote work is trust — managers simply don’t trust their people to work untethered,” said Kate Lister, president of Global Workplace Analytics. “They’re used to managing by counting butts in seats rather than by results. ”

As a consequence, employers embraced tools to monitor and track everything from keystrokes, email, app usage, and file transfers. They also used time tracking tools and screenshots.

The thing is, working remotely doesn’t mean you’re sticking to a traditional 8-hour workday. You might put in an hour or two, but then do laundry or homeschool your kids. Or, you may be more of a night owl and get most of your work done in the evening.

“I think there’s an opportunity here to learn how to be a manager that values output, not time-in-seat,” Natalie Nagele, cofounder of Wildbit, told Fast Company. “To me, the value of remote work is that trust and that ability to empower every person to manage their time, to manage their days and their responsibilities around an output.”

“We make a promise to each other,” adds Natalie. “I’m gonna deliver on this thing, and if I can’t deliver it to you, I’m going to communicate why.”

Provide (and solicit) feedback.

What happens if a project has been delivered and it’s not exactly what you wanted? Don’t belittle the person responsible. Instead, go over with them what they did wrong and how to improve.

On the flip side, ask them where you can improve. Maybe your instructions weren’t crystal clear. Now that you’re aware of this, you’ll set clear project expectations and guidelines going forward.

Know when it’s time to micromanage.

Make no mistake about it. Micromanagement drives employees crazy. That’s why you should grant autonomy and let them do their thing.

However, there will be times when this is necessary. Examples include:

  • Employee engagement has become stagnant.
  • Your company is going through a period of uncertainty.
  • Your business is changing direction.
  • You want to unleash the full potential of a team member.
  • The results have been disappointing.
  • There’s a new leader, employee, or unit.
  • You want to build a culture of collaboration.
  • Your business is venturing into new territory.
  • A project requires very specific results.
  • Your team is struggling with time management.

Keep in mind that this doesn’t mean you should interrupt your team when you know that they’re working or off-the-clock. Instead, it’s al about balancing micro and macro-management.

How to Develop New Forms of Leadership

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How to Develop New Forms of Leadership

What do all successful leaders have in common? They’re on a constant quest for knowledge. Whether through books, workshops, or shadowing peers, it’s an essential leadership trait.

Why is this the case? Because it keeps them up-to-speed on the latest trends and sparks creativity. And, most importantly, it ensures that they can grow into an inspiring and productive leader.

With Gen Z entering the workforce, this is more important than ever. After all, how boomers and millennials were lead are completely different than what Gen Z would expect. One area that you shouldn’t overlook is developing new forms of leadership so that you can connect with this demographic.

Increase your leadership capacity.

“Developing leadership skills is one of the most powerful moves you can make to transform your professional and personal life,” states Team Tony. “It’s an empowering process of harnessing your natural talents to inspire others.” During this journey, you’ll also “become more attuned to your strengths and weaknesses, which creates self-awareness and the ability to relate to others.”

How can you achieve this? By asking yourself the following three questions;

  • Do I know what my leadership style is? “Understanding your leadership style opens the door for building managerial skills in harmony with your true nature,” the authors add. “Is your leadership approach democratic, visionary, coaching, affiliative, pacesetting, or commanding?” Knowing “where you fall in these categories, you’re better equipped to develop leadership skills.”
  • What are my weak spots? Be honest with yourself here. It’s the most effective way to pinpoint what skills or form of leadership you need to address.
  • How can I take action? Now that you’re aware of your strengths and weaknesses, you can take steps to develop leadership skills. For example, if you want to become more of a coach, then you’ll want to focus on areas like becoming more self-aware and how to ask guided questions. And, you also have to practice offering guidance as opposed to micromanaging others.

Get in the trenches.

Do what separates a boss and leader? Bosses believe that they’re above the team. True leaders, however, are a part of the team.

Instead of hiding out in your office or distancing yourself from your team, spend time with them. You can do this by eating lunch with, scheduling one-on-ones, and working next to them. Besides giving you the chance to get to know them better, which you can use to motivate them, you can also learn new forms of leadership from them.

For instance, maybe it’s difficult for you to give up control. That’s understandable as a business owner. But, encouraging ownership is one of the most effective ways to motivate your team.

But, after spending time with a team member, you realize that they possess more of laissez-faire or hands-off style. You can then pick their brain or shadow them to see how you can delegate more effectively, promote a more autonomous work environment, and how to let go of control.

Embrace 360-degree feedback.

A 360-degree feedback approach is when leaders use a full circle of viewpoints to evaluate their performance. Examples include feedback from subordinates, colleagues, customers, and their own self-assessment. When done correctly, this can increase self-awareness, clarify behavior, and encourages personal development.

The biggest hurdle to jump is being willing to listen to negative feedback. Don’t take it personally. Use it as an opportunity to learn, grow, and make changes.

Learn from a coach, mentor, or consultant.

Whether it’s hiring a coach, catching up with your mentor, or bringing in outside consultants, these types of relationships are priceless. They can share with you how they achieved past victories, as well as setbacks.

Moreover, they can challenge you to try out new forms of leadership. Or, you can be inspired by them and put your own twist on their style.

For example, you may look up to Steve Jobs or Elon Musk for being innovative, decisive, or encouraging teamwork. But, you don’t have to romanticize their bad behavior. As such, you could blend those styles with empathy.

Work outside your organization.

“One of the simplest and most powerful sources of learning is simply to have worked within different organizations,” writes Ben Brearley BSc. BCM MBA. “Leaders who have spent much of their time within a single organization tend to become accustomed to the status quo.”

To prevent this, spend time in other work environments. When you do, you become exposed “to new ideas, new people and new organizational models,” adds Brearley. “It also provides you access to more diverse leadership approaches, because you’ll have had many different bosses to report to.”

“If you are somebody who has worked at the same organization for a long time, you need to ensure that you continue to learn from as many different external sources as possible,” he suggests. Hopefully, this will “provide you with diverse outside information that you can bring into your current role.”

How can you work with other organizations? You could find a part-time job, volunteer, or collaborate with partner companies. Some ideas for the latter would be co-sponsoring an event, co-branding a product/service, or publishing research together.

If the above is too overwhelming, seek opportunities to take on new roles and responsibilities within your organization. Maybe you could spend a day working for your sales department manager to see how they lead.

Share what you know.

“If you want to learn — teach,” advises Sally Fox, Ph.D. “Those of us who teach leadership professionally know this secret: We have to develop ourselves, keep learning, and model what we believe.”

“No matter where you are in your career, you can mentor others, offer what you know, share your questions, exchange insights, and keep learning,” Dr. Fox adds. “By so doing, you’ll further your own education.”

In addition to mentoring, write blog boats, host a podcast, or start an online course. I also think that speaking opportunities are clutch since you can also mingle and network. Overall, there’s no shortage of ways for you to pass along your knowledge.

Schedule “me” time.

Most of us avoid spending time alone. After all, we’re social creatures. And, loneliness can be detrimental to our mental and physical health.

However, there’s nothing wrong with indulging in some solitude occasionally. In fact, this can be beneficial as this can reduce stress, encourage gratitude, and build mental strength.

Moreover, spending time by yourself allows you to plan and develop compassion. Most importantly? It gives you a chance to reflect and learn more about yourself so that you’re comfortable in your own skin.

Introduce yourself to new and disruptive ideas — as often as possible.

As a leader, I’m positive that you’re surrounded by your favorite books, podcasts, and websites. And, there’s nothing wrong with that. After all, these resources are proven ways to keep learning and growing.

But, you should also expand your horizons. Ask your network what book you should read next. Listen to a brand-new podcast while you commute or exercise.

You can also subscribe to innovation blogs like Innovation Management or Both Sides of the Table. Another idea would be following influencers on social media or stay updated with hashtags. And, you should become a TED Member and dig into leadership reports from organizations like Criterion.

The Psychological Price of Meetings

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The Psychological Price of Meetings

With so many personalities within your organization, it’s not every day that you can reach unanimous decisions. However, if there is one thing that everyone can agree upon it’s how much they despise meetings.

People dread meetings for several valid reasons. For starters, most people view meetings as unproductive and inefficient. That’s because there isn’t a clear purpose and a lack of clear, actionable outcomes. What’s more, meetings often drag on for far too long. As a result, attendees are pulled-away from meaningful work.

Other culprits include:

  • Having to wait for late arrivals — which wastes even more time of participants.
  • Believing that there’s too much talking and not enough listening.
  • Inviting too many people because you don’t want anyone to be left out.
  • Not having any structure — such as an agenda or allowing others to go off-topic.
  • Feeling bored or not engaged.

While that is not an extensive list, the point is that people really can’t stand meetings. And, the numbers seem to back this sentiment up.

The Psychological Price of Meetings

Research from Atlassian found that the average employee attends 62 meetings per month, with half being considered “time wasted.” The research also shows that we spend approximately 31 hours per month in unproductive meetings.

According to research from Fuze, unproductive meetings cost more than $37 billion annually. It also wastes 15 percent of an organization’s collective time. However, for middle management, that figure increases to 35 percent and 50 percent for upper management. That’s a lot of time and money when 67 percent of executives consider meetings to be failures.

Because of this, it’s no surprise that some organizations, like Asana, have banned meetings on specific days as a solution to the meeting problem. Other businesses have even scrapped meetings altogether.

But, few of these organizations have examined the most detrimental part of meetings; the psychological price it has on employees.

The Toll on Physical Health

Wait. Wasn’t this article supposed to be about the psychological price of meetings? Yes. However, there’s a strong correlation between physical and mental health.

While it’s no secret that physical health reduces serious health concern like heart problems, diabetes, or concern, it’s also a proven way to reduce stress and anxiety. Being active also improves your mood, focus, and concentration thanks to the release of dopamine and serotonin.

Exercise has also been found to stimulate other chemicals in the brain called “brain-derived neurotrophic factors.” These allow for new brain cells to grow and develop. Furthermore, research shows that older adults who are physically fit have a bigger hippocampus and better spatial memory.

In short, when you prioritize your physical health, you’re improving your mental health.

Considering that the average person already sits for 12 hours per day, slouching at a conference table only adds to this sedentary lifestyle. No wonder living sedentary has become the fourth leading risk for global mortality.

To counter physical inactivity, it’s suggested that we need at least one hour of physical activity a day. Of course, this is no easy feat during a hectic workday. The good news is that instead of sitting throughout a meeting you implement standing meetings.

While this won’t completely resolve physical inactivity in the workplace, it’s an excellent starting point to improve employee health — they’re also 34 percent shorter. Additionally, standing meetings come with the following benefits;

  • Releases endorphins and boosts energy levels.
  • Decreases distractions.
  • Encourages better collaboration, a sense of purpose, and creative thinking.
  • Keeps attendees focused and alert.
  • Improves posture.
  • Burns 50 percent more calories than sitting.

Added Workplace Stress and Anxiety

Workplace stress has already been dubbed the “silent killer.” The outcome known as a silent killer is because when left unchecked stress can result in physical alignments like headaches, trouble sleeping, and increased blood pressure. It can also affect concentration, confidence, and mood disorders like anxiety and depression. 72 percent of people who have daily stress and anxiety say it interferes with their lives at least moderately.

Meetings can add to an already stressed out workforce due to issues like being afraid to speak in public and interacting with an authority figure. There’s also legitimate worry when there isn’t access to an agenda or resources before the meeting. I mean is there anything worse than not knowing what to expect when entering a meeting? Worse, have you been asked a question for which you didn’t or couldn’t prepare an answer?

When it comes to reducing workplace stress and anxiety, there isn’t such a thing as “one size fits all” approach. However, one solution is to provide all attendees with the required information, resources, and agenda in advance. Giving meeting attendees advanced information offers them the opportunity to prepare — so that they aren’t afraid of the unknown. The dividend is money back in your pocket in saved time.

You may also want to consider offering meditation classes and encouraging employees to take frequent breaks. Also, create a friendly and positive company culture through team building exercises, socializing outside of work, and not tolerating bullying. When employees feel comfortable and respected with their colleagues, it can ease stress related to areas like the fear of public speaking.

FOMO

Despite the evidence that regular meetings are unproductive and costly, why do we keep scheduling or attending them? There may be a simple explanation; FOMO.

FOMO, which is stands for the “fear of missing out,” is defined as “anxiety that an exciting or interesting event may currently be happening elsewhere.” It may explain why leaders schedule weekly meetings. If they don’t see their team, they’ll worry that they don’t know what everyone is working on, or assigned.

Personalities can also play a role. Extroverts, for example, are naturally drawn to recurring brainstorming sessions and group activities. As a result, they set face-to-face communications because they believe it’s necessary.

The truth of the matter is that when everyone within your organization is in-attendance, performance decreases because the group size is too large. C Northcote Parkinson addressed this first with his“coefficient of inefficiency.” Parkinson stated that meetings consisting of five people were “most likely to act with competence, secrecy, and speed.” Above nine, Parkinson added, “the organism begins to perish.”

Via Quiet: The Power of Introverts in a World That Can’t Stop Talking”:

The “evidence from science suggests that business people must be insane to use brainstorming groups,” writes the organizational psychologist Adrian Furnham. “If you have talented and motivated people, they should be encouraged to work alone when creativity or efficiency is the highest priority.”

Before inviting your entire staff to the next meeting, review all current recurring meetings and ask yourself the following questions;

  • Does the meeting still serve a purpose?
  • Is the meeting necessary?
  • Does everyone need to participate or can you invite only the key stakeholders like department heads?
  • Can you use Slack, email, or a project management system instead of in-person?
  • If you must meet face-to-face, can you replace the meeting with a 5-minute inspiration break?

It’s never easy to start eliminating meetings from your calendar. But, start experimenting with alternatives. It may take some trial and error, but you may find a more productive option.

Decreases Morale and Engagement

When meetings are irrelevant to invitees and don’t serve a purpose, they can kill morale. Instead of being able to focus on more critical work, attendees are stuck in a meeting that is an utter waste of time.

When employee morale is low, you can also expect engagement to drop as well. Initially, this may not seem overly significant. But, employee disengagement leads to;

  • Dissatisfaction with their jobs.
  • Unproductivity.
  • Causes people to withdraw, which harms collaboration.
  • Less employee input.
  • A lack of growth, empowerment, and improvement.
  • An increase in costly mistakes.
  • More absenteeism and turnover.

Again, avoid scheduling meetings that are a waste of time. Make sure they have a clear purpose and work towards a common goal. And, make sure they’re short, concise, and engaging.

Unnecessary Information Overload

Do your meetings contain too many facts? Are you throwing stats at attendees left and right? Are you boring them with slide after slide packed full of information?

Annoying people to death or overwhelming them with information may seem innocent. Unfortunately, when exposed to too much information our brains become unnecessarily stimulated. This information overload can result in negatively affecting our mental well-being in the following ways:

  • A decrease in productivity.
  • Drained energy.
  • Difficulty concentrating.
  • Strong compulsion to check emails, social media, etc.
  • A decreased cognitive performance which can impair decision-making.

When planning a meeting keep in mind that the brain can only handle to so much information at one-time. Additionally, our brains can only focus for so long before starting to wander. If a meeting is an hour-long and delivers too much data — processing and focus will be dull, and everyone will lose interest.

As such, only share the most critical data points during your presentation. You can send any supporting information to your team in the form of a word document that they can view at their leisure. A quick, readable piece will also ensure that the event will be short and concise. Ideally, you should take a page of the TED Talk playbook and keep your presentation under 20-minutes.

Multitasking Damages Your Brain

A whopping 92 percent of people have admitted to multitasking during meetings. Whether if this is checking their email or during other work, multitasking does more harm than good.

Research out of the University of Sussex found that multitaskers have “ less brain density in the anterior cingulate cortex, a region responsible for empathy as well as cognitive and emotional control.” A study from the University of London discovered “that participants who multitasked during cognitive tasks experienced IQ score declines that were similar to what they’d expect if they had smoked marijuana or stayed up all night.”

One solution would be to ban gadgets, like a smartphone. Former President Obama, for example, had people place their phones in a basket before entering a meeting.

Another option would be to make meetings more interactive. Interactive meetings take up more time though. But an occasional question-and-answer session can be helpful, group activities, or ditching the chairs and implementing standing meetings can also be beneficial.

Distractions Derail More Than Just Productivity

It’s no secret that distractions harm productivity. For example, if you’re interrupted by an email, it will take around 16 minutes to refocus your attention. As for meetings, it can take 2 hours to recover from these disruptions. The reason? Switching between tasks leaves us with a frantic sensation. As a result, this over-stimulates the brain.

However, this is just the tip of the iceberg.

Because distractions lead to productivity loss, the work day gets longer. Eventually, this leads to frustration, stress, and a lack of engagement and motivation. And, because we’re attempting to catch up on work, we make more mistakes.

As if that weren’t bad enough, workplace distractions impair employee IQ scores.

Once again, if possible, avoid having too many unnecessary meetings. If a situation can be handled electronically, then go that route as opposed to interrupting people from working. If meetings are necessary, keep them under 30-minutes and at least have one day per week where meetings do not take place.

Can Lead to a Sense of Failure

As mentioned above, a majority of executives feel that meetings are a failure.

Failure isn’t always a bad thing. It allows you to learn and grow from your mistakes. At the same time, that doesn’t make failure an enjoyable experience.

Failing time-and-time again can make the same goal less attainable. It also distorts how you perceive your abilities, makes you believe you’re helpless, causes anxiety, and unconscious self-sabotage.

Every meeting on your calendar should have clear goals and objectives. Calendar info involves:

  • Identifying the desired outcome and how it can be achieved.
  • Determining why the outcome is essential. In other words, how does it align with the bigger picture?
  • Deciding when the outcome should be achieved and establishing roles.

Meetings Aren’t a Good Waste of Time

Meetings aren’t just a waste of time. They’re a terrible waste of time. This doesn’t even account for the psychological price of meetings on a human soul.

While our brains require downtime, instead of sitting in a useless meeting you should provide opportunities for yourself and team to meditate, new learn a skill, exercise, build hobbies, or work on a passion project. In other words, you shouldn’t be watching Netflix for an hour. Instead, you should focus on activities that have some potential positive value.

When time is spent as an investment, productivity increases, it also encourages creativity, solidifies memories, and replenishes attention.

Meetings Can Still Be Beneficial

You may believe that all sessions are a waste of time? But, that’s not honestly always the case. When done correctly, meetings can;

  • Keep everyone in the loop and on the same page.
  • Share problems, concerns, and solutions to problems.
  • Promote leadership and the chance for employees to step into new roles.
  • Opportunity to give and receive feedback.
  • Provide training opportunities.
  • Promote team collaboration. Teamwork can improve the flexibility of the organization, keep everyone engaged, spark innovation, and improve the health of employees.

Even more promising is that meetings can encourage group cohesion. While meetings should be as short as possible, letting participants spend a couple of minutes before or after engaging in informal communication boosts productivity.

A study from MIT backs this statement up by stating that “with increased cohesion likely comes an increase in things such as shared tacit knowledge, shared attitudes and work habits, and social support.”

Moreover, a Microsoft survey discovered that people crave face-time. In-Person meetings are the communication method that makes them the happiest.

Proven Ways to Improve Meetings

Although there have been suggestions throughout this article to help make meetings successful, a team of psychological scientists have developed the following recommendations;

Before the Meeting

  • Assess current needs. Meetings should only be held to solve a problem, make a decision, or have a substantive discussion.
  • Set and share the agenda. An agenda will make the purpose of the meeting clear. It will also keep the meeting organized.
  • Invite only the right people. Attendance should be kept to a minimum. As such, only those who will help achieve its goals and initiatives should be invited.

During the Meeting

  • Encourage contribution. Ask questions. Encourage feedback. Facilitate group discussions. Or, have a little fun by playing games.
  • Add a little humor. Humor breaks the ice, lightens the mood, and creates a more positive environment.
  • Redirect complaining. Complaints change the mood of the meeting and gets the discussion off-track. Squash complaining and address it one-on-one following the meeting.
  • Keep discussions focused. Stick to the agenda and only allow reviews that are relevant to the meeting objective.

After the Meeting

  • Share the minutes. Attendees can refer to this when they need a reminder of what to do next and who’s responsible for specific roles. Those who couldn’t attend can also use the minutes to stay in the loop.
  • Seek feedback. Feedback will help you plan the next meeting to ensure it’s productive.
  • Look ahead. Keep the momentum going by encouraging everyone to think about future actions, follow-through, and short-and-long-term outcomes.

Additional suggestions;

  • Don’t schedule meetings in the morning. Mornings should be spent on priorities that involve deep work and focus. Instead, schedule meetings in the afternoon, like around 3:30 or four pm since it’s unlikely that any other project will get started at this time.
  • Pick the right location. Where the meeting is held needs to be large enough to accommodate participants, be an environment that inspires creativity and has the right tech if needed.
  • Eliminate distractions. Again, don’t allow phones into the meeting — or ask them to be turned off. Also, do not allow small talk during the presentation.
  • Set a time limit. Meetings that range between 15-45 minutes are ideal.
  • Step-up your virtual meeting etiquette. If working with a remote team, make sure you’re using the right technology, stop multitasking, close unnecessary programs, and mute your mic when not speaking.

What is Revenge Bedtime Procrastination?

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What is Revenge Bedtime Procrastination?

The other night I thought that as soon as my head hit the pillows, I would be out cold. I had one of those non-stop days. You know, getting ahead of work and attending to household responsibilities like laundry.

A peculiar thing happened. I laid there wide awake.

So, I decided to read a book to calm down. When I felt drowsy enough, I put the book down but continued to toss and turn. Frustrated, I grabbed my phone and turned on a podcast until I eventually fell asleep.

I was well aware that it was past my bedtime. I also knew that I was going to pay for not going to bed on time by dragging all day tomorrow. But, I just couldn’t help myself.

Of course, I’m not an anomaly. In fact, this such a prevalent problem that the phenomenon has its own name; it’s called “the revenge bedtime procrastination.”

What is revenge bedtime procrastination?

“Revenge bedtime procrastination is just a cry from overworked people, and they’re actually trying to put off bedtime just a little bit so they can reclaim something for themselves,” said Dr. Rajkumar Dasgupta, assistant professor of clinical medicine at the University of Southern California Keck School of Medicine in Los Angeles.

More directly, it’s sacrificing sleep so that you have more leisure time.

For example, if you’re exhausted and it’s 10 p.m., you might decide to watch a movie? The reason, you didn’t feel that you had much downtime during the day. So, you want to make up for that, relax, and enjoy a movie.

The problem? You’re breaking your normal sleep schedule by falling asleep until after midnight. And, you’re willing to accept the consequences — mainly that you’ll be a zombie tomorrow at work.

Another factor could be an unplanned circumstance. Maybe your favorite baseball team goes into extra innings causing you to it the hay later than planned. Or, you aren’t falling well or dealing with a restless child or dog.

Where did the term revenge bedtime procrastination originate from though? Well, bedtime procrastination first surfaced in a 2014 study out of the Netherlands. Appearing in Frontiers in Psychology, in 2018, the authors stated that those who tried to “resist desires” during the day were more likely to be a bedtime procrastinator.

The link between COVID and sleep.

Another cause is that the lines between work and life have become too intertwined. For instance, you’re responding to emails or Slack messages at all hours of the night instead of enjoying your leisure time. So, to recapture some much-needed “me time,” you stay up later.

For many, this has been the case following COVID-19. Many of us no longer had a clear separation between work and life since our homes became our workplaces. We were also more stressed and couldn’t stop ourselves from doomscrolling.

How bad has gotten? Well, since the pandemic started, 40% of people have reported sleeping problems.

What’s revenge got to do with it.

As the revenge part? That came about in 2016 when it took off on the internet in China. “Revenge bedtime procrastination” is the literal translation is “staying up late in a self-revenge way.”

The phrase finally went viral in English following a tweet by New York-based journalist Daphne K. Lee. She defined this as “a phenomenon in which people who don’t have much control over their daytime life refuse to sleep early in order to regain some sense of freedom during late night hours.”

The importance of sleep.

It might some harmless to occasionally stay past your normal bedtime. After all, at least you’re getting some amount of z’s, right?

Occasionally, this might be acceptable. However, it’s a myth that you can catch up on sleep. Moreover, bedtime procrastination can lead to sleep deprivation.

Why’s that concerning? Well, falling short on slumber doesn’t just make you so tired that you chug multiple pots of coffee. It can cause symptoms like;

  • Being more prone to accidents or making mistakes.
  • Degrades decision-making, thinking, and memory.
  • Difficulty concentrating.
  • Mental health disorders such as anxiety or depression.
  • Irritability, which can impact your relationships.

What’s more, a lack of sleep can also cause physical health conditions like;

  • Heart disease
  • Diabetes
  • Obesity
  • Hormone-related problems
  • Weaker immune system
  • Chronic pain

As if that’s not bad enough, a lack of sleep can reduce self-regulation and impulse control. And, it also raises the odds of dying early.

In short, sleep deprivation negatively affects all facets of your life. As such, it needs to be a top priority.

Getting revenge on revenge bedtime procrastination.

Ideally, we all should be getting between 7-9 hours of quality sleep per night. For adolescents and teenagers, it’s more. But, how can we win this fight against bedtime procrastination? Well, here are 6 recommendations.

1. Honor your sleep chronotype.

“According to sleep expert Dr. Michael Breus, there are four different chronotypes or circadian rhythm personalities,” writes Abby Miller in another Calendar article. “He suggests that you determine which one you are so that you can mirror the sleep-wake habits that best describe you.”

  • Bear. For most of us, our sleep-wake patterns follow the sun. As such, you’re “ready for intense tasks smack in the middle of the morning,” but feel a dip by mid-afternoon.
  • Lion. Lions are early risers. “These are the go-getters, the leaders, the type-A movers, and shakers.” The downside is that they usually have to go to bed earlier.
  • Wolf. Wolves are nocturnal loners. That means that they get a later start and have two peak periods — noon to 2 pm and late afternoon/early evening.
  • Dolphin. Since dolphins are light sleepers, they’re more likely to have irregular sleep routines. They’re also perfectionists and do their best work from mid-morning through early afternoon.

“To find out what your animal, track your time and take Dr. Breus’ sleep chronotype quiz,” she advises. “After that, re-organize your day so that you can align your sleep pattern and work schedule. For example, if you’re a lion, then you would want to tackle your most important work bright and early.”

2. Chillax in the evening.

As you should know, your morning routine can make or break your day. But, your evening routine is equally important. And, that should conclude with your bedtime ritual.

Preferably, this should take place around 30 to 60 minutes prior to bed. And, it should contain only activities that make you feel relaxed. Some suggestions would be;

  • Taking a warm bath or shower.
  • Meditating or doing light stretches.
  • Focusing on your breathing.
  • Listening to soothing music.
  • Reading a book.

3. Resist the blue light special.

Electronic devices, such as your phone or tablet, emit blue light. In case you weren’t aware, this reduces melatonin levels. Melatonin is the chemical that’s responsible for your wake/sleep schedule.

What’s that mean? When these levels dip, you’ll have more difficulty falling asleep.

Additionally, blue light can stimulate your brain. Which, as you might have guessed, makes sleep more of a challenge. And, if you keep your phone close, notifications that you receive at night can interrupt your sleep.

The solution? Avoid blue light at least an hour before bed. You should also stop using your phone as an alarm and place it across your room.

4. Keep your bedroom sacred.

Your bed needs to be reserved only for sleep and sex. Nothing else. What’s more, your bedroom should be cool, dark, and quiet.

Preferably, set your thermostat between 60°F and 67°F, invest in blackout curtains, and even earplugs. Also, don’t skimp on your pillows and mattress.

5. Release stress before bed.

If you’re putting off sleep because you’re worrying, then address these thoughts before laying down. For instance, you could jot down your worries so that they’re out of your head.

Other suggestions include;

  • Planning and organizing tomorrow by prioritizing your lists.
  • Journaling.
  • Meditating.
  • Purchasing a weighted blanket to reduce anxiety.

6. Use your online calendar.

What does your calendar have to do with hitting the hay? In a previous Calendar article, Angela Ruth argues that with your trusty calendar, you can add structure to help encourage a better night’s rest, such as;

  • Follow a consistent routine. “It’s easier to get sleep when you follow a routine,” writes Angela. “If you don’t make time in your schedule for rest, it may become sporadic. Adjust your rhythm gradually, or you could overcorrect — and oversleeping can leave you feeling groggy and unproductive.”
  • Take charge of naps. “When you nap, use your online calendar to hold yourself accountable,” she advises. “Make sure you’re not taking one too late in the day and set an alarm to ensure your power nap doesn’t turn into a snooze fest.”
  • Manage your eating and drinking. “Just as you shouldn’t be napping too late in the day, there are other things that should be reserved for earlier hours,” she adds. Examples would be avoiding caffeine later in the day or eating too late at night.
  • Add exercise to your day. Block out a regular time during the day for physical activity as this promotes sleep.
  • Kick bad habits. You know which vices I’m referring to. Smoking cigarettes, drinking, and eating junk food are all bad habits that you need to ditch. You can use your calendar to set goals and track your progress.
  • Keep things tidy. Set a recurring event to declutter and clean your bedroom to reduce stress. And, don’t forget to regularly wash your bedding.

If you’ve done all of the above and are still struggling with sleep, then make an appointment with your physician. The sooner you get to the root cause, the faster you can nip bad sleep habits from robbing you of another good night’s sleep.

Still Working From Home? Here are 10 Must-Read Books

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Still Working From Home? Here are 10 Must-Read Books

Even before COVID-19, remote work was having a minute. Global Workplace Analytics estimates “that 56% of the U.S. workforce holds a job that is compatible (at least partially) with remote work.” Moreover, “25-30% of the workforce will be working-from-home multiple days a week by the end of 2021.”

Regardless if we ever actually return to a pre-COVID world, it does appear the working from home isn’t going anywhere. And, that’s both a blessing and curse.

For years, remote workers have proclaimed that they’re more productive and happier. Numerous research has backed this up. As for business owners, they have more productive teams — and are saving money like scaling back on the size of a physical workplace.

The thing is, it appears that we’ve hit a wall. Between Zoom meetings, social distancing, and yearning to finally get back to normalcy, we’re flat-out exhausted. Additionally, there are unique WFH distractions, knowing when to disconnect, and overcoming isolation.

Still Working From Home? Here are 10 Must-Read Books

In short, the honeymoon with remote work is over.

If you’re in this position — here are 10 books that we should read to help you fall back in love with working from home.

1. The New Corner Office: How the Most Successful People Work from Home by Laura Vanderkam

For my money, Laura Vanderkam is one of the best sources to turn to if you need advice regarding productivity and time management. During her career, Vanderkam authored some of the best books in this area, such as I Know How She Does It, What the Most Successful People Do Before Breakfast, and168 Hours.

In 2020, she released this timely book that shares the following hacks;

  • Managing tasks, as opposed to time. For example, only setting 3-5 ambitious goals per day.
  • Getting into a rhythm by allocating time for work, breaks, and downtime.
  • Constructing broader and more effective networks

2. Remote: Office Not Required by Jason Fried and David Heinemeier Hansson

Although written in 2013, Remote did an excellent job convincing people of the perks of working remotely. In the wake of COVID, though, the book has seen a resurgence. And, it definitely deserves that.

Authored by the founders of Basecamp, the book has timeless lessons for both employees and leaders. These include;

  • Building trust and collaboration through messaging tools, virtual water coolers, and focusing on outcomes instead of “time in the chair.”
  • Being aware of “dragons.” To avoid pitfalls, make sure that you have the right equipment, ergonomic furniture, maintaining healthy habits, and socializing.
  • To effectively manage remote teams, use asynchronous communication, don’t overwork them, and schedule one-on-ones.

3. Working From Home: Making the New Normal Work for You by Karen Mangia

Written by Karen Mangia, Vice President of Customer and Market Insights at Salesforce, Working From Home is another timely book as it was released in August 2020. And, like Remote, it covers tried and true advice for those working remotely.

Key takeaways include;

  • How to build an inspiring and budget-friendly workspace in your home.
  • The importance of establishing routines, rituals, and boundaries.
  • How to break boulders into smaller pieces.
  • Igniting innovation by creating new processes.
  • Tips on sprucing up your virtual meetings.
  • Advice on how to handle burnout and Zoom fatigue.
  • Redefining success by focusing on what you can control.

4. Work-from-Home Hacks 500+ Easy Ways to Get Organized, Stay Productive, and Maintain a Work-Life Balance While Working from Home! by Aja Frost

Aja Frost, Head of Content SEO at Hubspot, put together over 500 quick and easy solutions in one handy book. It’s quick and to the point.

It contains popular advice ranging from setting up your workspace to overcoming distractions. There are also tips on how to stay organized so that you can be productive.

This book is more geared to WFH newbies. Those who are seasoned at working remotely are probably familiar with the hacks in this book. For example, putting on real clothes and establishing boundaries. Still, if you’re still struggling with this new normal, it wouldn’t hurt to go back to basics.

5. Surviving Remote Work by Sharon Koifman

Sharon Koifman, DistantJob’s President and Founder, wrote Surviving Remote Work in the wake of COVID-19. In the book, Koifman shares insights on his remote management. After all, he has more than 15-years of experience in this arena.

Going beyond obvious and common-sense advice, Surviving Remote Work provides strategies for onboarding employees and building a connected culture remotely. Koifman also has tips on managing extroverts and introverts and what tools should be in your arsenal. And, how to protect yourself from cyber-threats.

6. Work from Home Superstar: How to Stay Focused and Rock Your Day by Jack Wilson

Released in the good, old days of 2017, Jack Wilson offers a crisp guide into working from home based on his own hilarious experiences. Through his experiments, he discovered what the biggest distractions are when working from home — I’m looking at you Netflix — and how he structured his day for productivity.

Wilson also has recommendations on how to get into the right mindset and develop self-discipline. And, Work from Home Superstar also stresses the importance of prioritizing your health and occasionally getting out of the house.

7. The Remote Facilitator’s Pocket Guide by Kirsten Clacey and Jay-Allen Morris

According to one review over at Goodreads, “Everyone who does online meetings should read this book.” And, I couldn’t agree more.

Clacey and Morris begin The Remote Facilitator’s Pocket Guide by going over the challenges of virtual meetings, such as;

  • Virtual events often feel more intimidating than in-person events.
  • It’s harder to focus and encourage engagement as 8 in 10 participants are multitasking.
  • These events are more dependent on the mood and style of the facilitator.

To overcome these pitfalls? The authors provide strategies like how to create equal opportunity, enable flow, and nurture connection. They also recommend using visuals to your advantage and encouraging playful learning.

8. The Long-Distance Leader: Rules for Remarkable Remote Leadership by Kevin Eikenberry and Wayne Turmel

Published in 2018, The Long-Distance Leader can actually be a resource for anyone in a leadership position. However, as founders of the Remote Leadership Institute, Eikenberry and Turmel have essentially written the book on remote leadership.

The book covers all the basics like using technology as a tool, focusing on outcomes, and building trust. There are also tips on how to set goals, seek feedback, and avoid burnout. To companion the book, there are also online tools and resources, such as a team goal clarity assessment and pre-conference checklist, to help you become a stronger remote leader.

9. How to Declutter Your Home or Work Office to Improve Productivity by Sarah Adams

Clutter may not be on the top of your mind. However, it can interfere with your productivity. It can also increase stress, sleep problems, and make it difficult to relax.

With that in mind, it’s crucial that you keep your home and work area tidy. To assist you in that department is How to Declutter Your Home or Work Office to Improve Productivity. Although it’s a short read, it’s still packed with inspiring and practical tips on how to keep get, and remain, organized.

10. Unhackable: The Elixir for Creating Flawless Ideas, Leveraging Superhuman Focus, and Achieving Optimal Human Performance by Kary Oberbrunner

While not specifically written about working from home, Unhackable is a must-read as we navigate through the “Attention Economy.”

Written by coach and author Kary Oberbrunner, this compelling book presents 30 daily missions that will help you develop superhuman focus and organize your life around your “flow.” As a result, you’ll get more done in less time and live the life you truly want.

Steps to Reopen Your Office — What to Expect from Employees

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Steps to Reopen Your Office — What to Expect from Employees

Like so many other business owners, you’re rearing to get back to work in your office. Specifically, going back to what life was like before COVID-19. Your main goal for right now maybe simply returning to the office.

That’s not unreasonable. The rollout of the vaccine is here — and things are looking up. According to JLL’s “Human Experience” report, three in four workers wants to return to an office in the future. However, as Antoine de Saint-Exupéry once said, “A goal without a plan is just a wish.”

In other words, don’t’ haphazardly and rush your reopening. Instead, start developing a plan that will ensure that you can safely and efficiently reopen your office. And, if you don’t know where to begin, here are some pointers to get the ball rolling.

Steps to Reopen Your Office — Brush Up on the Law and Health Guidelines

Without question, the step you must take is reviewing the legality of opening back up. For example, check your local guidelines to actually see if you can resume business operations. Even if you can, there may be limitations on how many people can be in the building simultaneously. The vaccine is helping a lot in getting permission to get back to work.

Because guidelines vary across states — you’re going to have to do this part on your own. But, simply Googling your state and business reopening guidelines should steer you in the right direction. If you rent your office space — you could ask your landlord. Or you can schedule a virtual meeting with stakeholders to discuss your reopening.

Another helpful tool? USA Today’s real-time tracker or COVID-19 trends and restrictions. It can at least give you an idea of whether or not your state is tightening or loosing-up regulations.

If you have the green light, there’s another legal matter to dig into. And, that’s if you can force employees back to work.

Well, that depends on the state. However, if your employers are considered essential or have a contract, employees must show up to work. But, the Families First Coronavirus Response Act (FFCRA) and/or the Family and Medical Leave Act (FMLA) offers paid leave if an employee or someone they care for has been impacted by COVID. If you have any high-risk team members, the Americans with Disabilities Act (ADA) may compel you to let them continue working remotely.

Create a Written Return to Work Plan

“Most employers will return to the office in stages, with some employees continuing to work at home for an extended period of time,” writes Dawn Ross, Partner at Carle, Mackie, Power & Ross LLP. To be frank — expect this new hybrid workplace to be “the norm over the next several years.”

“Instead of allowing this to happen haphazardly, create a written return to work plan detailing who will be returning to the office,” advises Ross.

At the minimum, your “return to work plans” should include information like, “When they will be returning, and outlining what precautions have been put into place to keep employees and the general public safe.” Many “of these steps will take a month or more,” start planning earlier than later.

What should be in your written plan?

As a part of your plan, Ross also recommends doing the following;

  • Survey your employees to find out who wishes to come back. While JLL found that a majority of employees want to return, another online survey shows that close to 30% would quit if forced back to the office.
  • Order PPE. Place your order for cleaning supplies, hand sanitizer, masks, and gloves.
  • Daily health checks. Both the CDC and the Occupational Safety and Health Administration (OSHA)” recommend that all employers consider some kind of health check for employees coming into the workplace,” adds Ross. Additionally, “several counties have issued Health Orders instructing all employers to create policies that require employees to complete a health check before coming into the office. Many counties have created a daily health check app for this purpose.”
  • Temperature checks and COVID-19 tests. At your expense, you can conduct and require employees to take temperature checks and COVID-19 tests.
  • Have positive COVID-19 contingency plans. If an employee tests positive, you need to have a plan. It must “address contact tracing, notifying local health officials, and cleaning the affected area, and must include a written notification to employees working in proximity to the positive employee without disclosing the employee’s identity,” advises Ross. You should also have a procedure in place in case you must quickly shut down if there is a spike in numbers or the virus mutates faster than we think.
  • Update IIPP plan. Your state has guidelines “requiring employers to include COVID-19 prevention measures in their Injury and Illness Prevention Programs (IIPPs).
  • Worker’s compensation. Employees may be entitled to worker’s compensation if they test positive for COVID-19. If so, you should initiate the claims process.

You should also think about how many people will be allowed in the office? And, will have shifts between work-at-home and work-at-office?

Other reopening considerations.

You’re not done just yet. If employees are working from home because they don’t want to return, or you’ve had to reclose, you should have the following in place;

  • “A written work from home policy that clearly states your expectations and requires your employees to commit to those expectations,” states Ross.
  • Depending on your state, you may be required to reimburse employees for work-related expenses.
  • Workplace safety can also apply to remote workers. You should provide them with ergonomically correct desks, chairs, and keyboards.
  • Changing employees from salaried exempt to non-exempt.
  • Taking a measured approach for those who do not want to return to the office.

If your business interacts with the general public, post required local postings for them to see. You can also refuse to serve customers who do not comply with safety precautions. And, you may also an Assumption of the Risk policy for customers.

Redesign the Office by Taking Recommended Safety Actions

Even with written policies in place, you’re still going to have to re-design the workplace before reopening. After all, you want to make sure that your team remains safe and healthy. Moreover, you have to follow local or state ordinances.

While this may seem overwhelming, the CDC has put together an extensive list of guidelines that your office should adopt. For starters, if the building has been unoccupied for an extended period of time, you should check for mold, rodent/pest, or mechanical problems. Don’t forget about looking for stagnant water and ensuring that ventilation systems are working properly.

In terms of decreasing transmission of COVID-19, concentrate on;

  • Encouraging healthy hygiene practices by providing each employee with sanitizer and disinfectant wipes. Also, put up signage reminding people to wash their hands for at least 20 seconds and coughing into their elbows.
  • Practicing social distancing by keeping chairs/desks at least six feet apart. You could also install physical barriers and stagger arrival/departure times.
  • Reconfiguring walking areas so that everyone is walking in one direction.
  • Replacing high-touch communal items, like coffee pots, with pre-packaged or single-serving.
  • Discouraging large gatherings and canceling non-essential travel.
  • Intensifying cleaning and disinfection, such as asking everyone to wipe down their workspaces at the ends of the day

To ensure that everyone is on the same page, the CDC suggests including and involving all employees. Also, you should hold seminars, workshops, and drills, so that you are aware of new workplace safety practices.

Bonus tip: If you don’t have the funds to do much of the above, unlock capital. For example, selling off assists that you no longer need. You may also be able to receive assistance through organizations like the Small Business Administration.

Implement Safeguards For The Ongoing Monitoring Of Employees

You should be commended for coming this far. But, this is another critical step to take before reopening. And, that’s implementing safeguards that will monitor your team. These include;

  • Even if it’s not COVID, encouraging employees who are sick to stay home.
  • Conducting daily in-person or virtual health checks.
  • Monitoring absenteeism and offering more flexible time-off policies/schedules.
  • Having contingency plans if an employee gets COVID-19.
  • Keeping the lines of communication open with employees and Creating and testing emergency communication channels for employees and state and local health authorities.

What happens if an employee tests positive?

Cleaning and disinfecting the area where they were present is a must. The employee should also be quarantined until released by a physician or public health official. And, if any other employees were in close proximity, they should also be isolated for 14-days.

It’s important to keep all your employees notified. And, if they voice concerns, you may want to close the office back down until everyone tests negative.

Encourage Vigilance and Lead By Example

I get it. You’ve put in a lot of time in effort in reopening your office. However, that doesn’t mean things are going to go back to normal. You still need to maintain a regular cleaning and disinfection routine. You should also keep tabs on the number of COVID-19 cases in your area — if there’s a spike, you may want to be proactive and shut things down.

But, this shouldn’t completely fall on your shoulders. Even with these protocols in place, your employees need to hold themselves accountable.

Who is responsible for stopping the spread — all leaders and all employees

“The only way to create and sustain change is to have 200% accountability,” writes corporate trainer and author Joseph Grenny for HBR. “Employees must understand that they are not simply responsible for following safe practices themselves (the first 100%), they are also responsible for ensuring everyone around them does as well (the second 100%).”

Moreover, lead by example. If you aren’t practicing precautions like social distancing or mask-wearing, then why would your team follow suit? And, Greeny also recommends using moral messaging. “Make the moral case for changing behavior by telling stories of affected friends, family, or clients to bring the risks of non-compliance to life,” he writes.

Finally, create a culture of transparency. Don’t penalize employees if they experience symptoms or aren’t comfortable being around others. Let them know that it’s acceptable to remind others of the new workplace policies if they notice someone not following them.

The 6 Reasons Most Miscommunications Occur

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The 6 Reasons Most Miscommunications Occur

Miscommunications happen frequently with most everyone I know. Technology has allowed us to communicate faster but not necessarily better. While some miscommunication is merely annoying, it’s those awful miscommunications that occur at the most inopportune moments that put unnecessary stress on us all, creating conflict and can be a disrupting influence in relationships.

While some of the root causes for miscommunication seem obvious, I’ve found others by being on the receiving end or being when I’m the guilty party. From my own experiences, here are six reasons why I believe most miscommunication occurs:

1. You know what you are thinking but it’s not actually what you say. Sometimes what you are thinking makes no sense to anyone else but you.

I’ve been on both sides of this miscommunication link and it can be confusing for all parties involved. Writing or verbalizing what we think can be challenging, especially when we’re rushing. We may be delegating while in the midst of a business event or trying to multitask when we shouldn’t.

My team suffers a lot from this because of me. I delegate a task and expect them to know what’s going on in my brain. Well… that’s not the case and will never be.

Learn to let others know everything you’re thinking, even if it’s not all the way thought out so that together you can come up with the best possible outcome. I also like to verbalize my instructions as well as write them down in a recap so others know exactly what I mean. This over the years has helped me to sound a lot less like a jerk.

2. You are saying too much and complicating the communication. This leads to more and more miscommunications.

You are the only one of you. Not everybody is going to be able to do things as fast or as perfect as you. I had to learn this the hard way with my first business partnership. I would word dump things that didn’t need to be said. This cause a lot of miscommunication and ultimately ended our working arrangement.

I especially see this with the creative types because they have a tendency to use a lot of words that ends up complicating their messages. This can be just as confusing because the main point tends to get lost in the sea of words and explanations. In this case, write down what you want to say and then start trimming it back until you can create as simple a message without losing the primary idea. You most likely don’t need adjectives or exclamatory phrases to get your point across.

3. You are using poor grammar.

While it may seem more annoying than confusing, poor grammar can dramatically change the meaning of what you are trying to say. Even a misplaced comma can alter the entire context for someone who is reading it.

In this case, you need to bookmark a grammar page and start studying how to use certain punctuation and phrasing to help you clearly communicate. It just takes practice!

If you’re still bad after this, have someone proofread everything you put out. I personally do this and it’s improved my writing and communication greatly.

4. You overthink what you are reading or writing.

In either case, it’s important not to overthink your communications. This overthinking can involve your own perceptions that may be the polar opposite of the other person involved in the communication. This leads to different opinions of what the content of a message says and means.

For example, if we are already in a bad mood, we may read something the wrong way that the other person never intended. While the person writing the message can’t necessarily control the reaction of the receiver, you can make a concerted effort to take any emotion out of a communication and keep a professional tone to all business communications.

I personally always say “You can say anything to anyone, but how you say it will dictate if you get a positive or negative reaction.”

5.You are using texting shortcuts and emojis as replacements to part of what you are saying.

While I’ve used these myself in certain situations, it is typically just a smiley face to let the person on the other end know I’m pleased with their message. However, when I start seeing texting shortcuts and emojis I’m not familiar with, I don’t know how to take what the person is saying and I certainly don’t have time to go look up their cutesy emoji.

I was angry early one day with an employee. Later on in the day we had worked on a project. I thought everything had settled down and was okay. This was until she sent me a text with a string of emoji’s of a baby, baby bottle, a hospital and a pink bow. I thought, “Oh, so the little snot is calling me a baby! She surely should know it was not wise to call the boss a baby!” Later that evening in another work conversation over the phone someone told me how happy that employee had been because she had just found out that day about my new baby daughter. My temper had been wound-up, and I had nearly fired her over a miscommunication where she was being sweet.

You should probably avoid using these types of communication tools unless it’s with your best buddies. Stick to professional language because you can’t assume everyone knows what all these new acronyms and emojis mean.

6.You make too many assumptions.

There are those times when people don’t really listen because they think they already know what the person is going to say or they are just busy preparing their own answer. The same idea applies when making assumptions on what you think a person means in their email or text message without actually really reading it for context. It could be that you are tired, emotional, or distracted, or the messages could be coming from someone at work that you don’t necessarily like.

Slow down and read a message more than once while clearing out your assumptions. Focus, reflect, and then read it again before you draw conclusions. And, if you are still not sure, ask questions to make sure you understood the message correctly. I find that people with this skill can be hidden leaders in my company.

Conclusion

Effective communication takes practice, and I know haven’t perfected it yet. However, I keep these reasons for miscommunication in mind to remind me to take more care in how I read, write, and verbalize what I want from the communication I am sending out or receiving. Now, if I become angry over something, I take a step back. I decide to give the person the benefit of the doubt. Next, I assume they mean the best in the writing and in text.

One morning I noticed an employee highlighting and deleting an entire email. I asked about it. He said that he and his girlfriend had had a big fight and she had sent him a mean email. I inquired, “What did it say?” He said, “I have no idea.” He then explained to me that if he reads some long scathing remarks he can’t forget what was said or get them out of his mind — so he simply doesn’t read it.

When he sees the person again, he feels no animosity because he doesn’t know what was said. Later in the day, in comes the girlfriend to the office. “Oh hon, I didn’t mean what I said, I hope you will forgive me.” “Of course,” he says. “You are the most forgiving person I know,” she says. He just smiled. I realized then that there are many types of miscommunications that occur — and not all of them are bad.

15 Overall Productive Habits — to Have Overall

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15 Overall Productive Habits — to Have Overall

We all know someone who has done the impossible. They bust their tails off, while somehow being able to have a life. I mean, how can someone like Dwayne Johnson have multiple projects, workout for several hours daily, and spend time with his family?

Maybe he’s an anomaly. But, for someone who doesn’t defy logic, such as The Rock, it’s conceivable to have it all. It just takes having the right habits — such as the following 15 that you should have overall.

1. Set three goals for the day.

“For some strange reason, our brain is wired to think in threes,” states Chris Bailey, author of The Productivity Project. “As kids, we grow up immersed in stories that involve threes: Goldilocks and the Three Bears, the Three Blind Mice, and the Three Little Pigs,” he adds. “In high school, when we’re forced to dissect books like The Three Musketeers for English class, we break down the plot into three parts—the beginning, middle, and end.”

Even as adults, we’re still drawn to the number three. Think of the saying the “third time’s the charm.” And, during the Olympics or fantasy sports, participants are awarded either the gold, silver, or bronze medal.

“There is something oddly attractive about the number three which can help you a lot as far as productivity is concerned,” Bailey says. For example, as opposed to a to-do-list that could rival the length of a CVS receipt, create a must-do-list that only contains three items. It’s an effective way to keep you focused and prevent you from feeling overwhelmed.

Best of all? It’s incredibly simple to get started.

“At the start of every morning, fast-forward to the end of the day and ask” one question. “When the day is done, what three things will I want to have accomplished?”

2. Don’t succumb to complexity.

Over the years, I’ve noticed a common thread when it comes to productivity; it has to be extremely regimented and complex. Examples that spring to mind are bullet journals and the zero-based calendar.

I’m not saying that these can’t be effective—case in point, bullet journals. If you need a creative outlet and help to identify important and urgent tasks, it can be an effective tool. At the same time, they’re extremely time-consuming and intimidating.

I’d even say that for a lot of us, they’re unnecessary. You’re probably better off with a planner, calendar, or stick-it notes. In fact, research shows that we’ll stick with habits when they’re simple and doable.

3. Skip what you don’t know.

“This is a tip I don’t see often enough,” writes Ericson Ay Mires over at Lifehack. “If you hit a snag in your work, then come back to it later as you learn how to not get distracted.” And, in the meantime, aim your “attention on what you can do to keep working ‘mindlessly’ at all costs.”

In short, tackle the easy parts first and build-up momentum.

“Eventually, you can come back to the more difficult parts,” adds Ericson. And, “hopefully by then, it’ll have come to you, or you’ll have built up enough momentum that it won’t break your focus if you work on it.”

What if you’re still stuck? Get help from an expert who can teach you. Or, delegate the right tasks to the right individuals.

4. Don’t feel guilty about taking shortcuts.

I’m sure that we’ve all heard “there are no shortcuts to success.” While that’s true when it comes to learning a new skill or achieving a large goal, there’s nothing wrong with taking the easy route for simple tasks.

One example would be learning keyboard shortcuts for your calendar. You can also follow the 2-minute rule, using automation for redundant tasks, or using voice dictation.

5. Have a contingency plan.

According to Murphy’s Law, “Anything that can go wrong will go wrong.”

While it’s unreasonable to expect someone to have a back-up plan for everything, you’ll be able to put out “fires” if you;

  • Prepare and plan your ideal week in-advance.
  • Implement a triage system to identify where your priorities should be at the moment.
  • Surround yourself with good company who can help pick up the slack.
  • Hire a virtual assistant to be your calendar’s gatekeeper.
  • Allow yourself more time needed for tasks. And, leave blocks of time in your calendar blank so that you can shuffle your schedule when something comes up.

6. Stop aiming for perfection.

I would like to think that we all give it our best, as opposed to phoning it in. But, that doesn’t mean that you’re going to be perfect. That’s just how the cookie crumbles.

As Salvador Dali once said, “Have no fear of perfection – you’ll never reach it.” It’s true. Perfection is something that you’ve constructed in your own mind. Constantly trying to pursue it will only cause anxiety, procrastination, and falling behind.

It takes practice and self-discipline. But, change your mindset to “done is good enough” if you’re a perfectionist. If there’s a serious error, you can always go back and fix it.

7. Declutter…everything.

A little bit of clutter? No problem. Studies have found that a messy desk can encourage a creative mind.

For the majority of us, though? Too much clutter in our lives doesn’t just hinder productivity. It also increases stress, sleep problems and makes it more difficult to unwind.

Overall, too much clutter is just trouble for your health and performance.

With that said, block out a chunk of time to declutter everything. I’m talking about your calendar, workspace, home, and relationships. Also, since it takes 66 days to build new habits, only focus on the ones that are meaningful to you.

I know that that might induce a panic attack. But, take a deep breath. You don’t have to do all this in one shoot.

Rather than overwhelming yourself, take baby steps. Maybe during a break from work, you spend 5-minutes straightening-up your desk. If you don’t have concrete plans this weekend, clean out your bedroom closet.

8. Become a creature of habit.

There’s nothing wrong with occasionally shaking things up or being spontaneous. On a day-to-day basis, though? Humans are creatures of habit.

What exactly does that mean? Well, establish a consistent sleep schedule — preferably based on your circadian rhythms. Try to work, eat, and exercise at the same time each day. And, implement morning and evening rituals that prime you for success.

Having structure makes it easier to plan how we spend our time. It also makes it easier to say no and promotes healthy habits. Routines also provide structure in an uncertain world.

9. Manage your energy, not your time.

“Whenever someone says they need to get more done during the day, the answer is always to improve time management,” writes Choncé Maddox in a previous Calendar article. “The amount of time you have will never change,” explains Choncé. “What you do with your time can change, but it is heavily dependent on your motivation and energy levels.”

With that in mind, “it’s much more important to manage your energy over managing time,” she suggests. “All the buzz about time management hacks can be helpful to a certain point, but ultimately, you need to start by managing your energy first if you want to be more efficient and have a better-balanced schedule.”

Some pointers to get started, stop trying to be perfect and re-using previous materials. Take care of your wellbeing to avoid emotional exhaustion, keep information overload in-check, and develop new skills.

10. Weed out the non-important.

Productive people are extremely protective of their calendars. After all, time is your most valuable and finite resource. As such, they aren’t afraid to reject time requests if it doesn’t serve a purpose.

As an example, they get invited to a status-update meeting that’s going to be an hour long. They immediately know that this is a waste of time. As such, they decline the invite, but will also offer an alternative, such as a 10-minute phone call.

11. An active body equals an active mind.

“We all know exercise is good for our physical and mental health,” says Dr. Kristin Hillman, who lead researcher on a study regarding this topic at the University of Otago. “But these data suggest that regular exercise may also help make us more productive when it comes to getting tasks accomplished each day.”

The study found that “rats that ran 20 minutes a day for five days a week outperformed their non-exercised counterparts across the board.” These were in areas like problem-solving, persistence, and being able to complete tasks more quickly.

I know that this has been a struggle throughout COVID. But, you can work out and stay active from anywhere — even when working from home. For instance, as a part of your morning, do some cardio to get the blood flowing, and at night do yoga to relax.

Other suggestions include;

  • Setting alarms to remind you to stretch and move throughout the day.
  • Creating a “commute,” like taking a walk before diving into work.
  • Keep workout equipment and accessories visible.
  • Use technology like apps and “smart” fitness machines to keep you accountable.
  • Swap-out your old desk for a standing desk.
  • During calls, stand or walk.
  • Incorporate movement throughout the day, such as doing heal-raises or push-ups on the counter while the coffee is brewing.
  • Get outside and play as much as possible.
  • Partake in fitness challenges with colleagues, friends, or family.

12. Start a procrastination journal.

Procrastination is severely misunderstood. Sure, there are negative consequences like missing deadlines. But, procrastinating can be used to help you remove the unnecessary from your life.

But, that’s not all. If you actually dig deeper, you may discover what’s really causing you to drag your feet. Maybe it’s because you’re a perfectionist, lack self-confidence, or disorganized. Or, perhaps you’ve set unrealistic expectations.

The only way to get to the bottom of this? Start a procrastination journal. Record everything that you do, as well as what you don’t. Take note of when you get distracted, how long tasks have been on your to-do-list, and how you feel about them.

It may seem like a lot of work. But, if you do this for a couple of days, you should have a better understanding of what’s causing you to procrastinate.

13. Set clearly defined goals.

Clearly defined goals prevent you from falling into the “busyness trap.” Moreover, they can guide you in developing a plan of action and track your progress to keep you motivated.

A tried and true technique for goal setting? Use the SMART formula, which is short for Specific, Measurable, Attainable, Relevant, and Time-based.

14. Rest your eyes.

Eye strain is a serious concern these days. In fact, since the pandemic, we spend 19 hours and 6 minutes per day between our phone, laptop, TV, and gaming devices. In turn, this can impact your productivity due to symptoms like dry eyes, mental fatigue, and headaches.

To counter this, take frequent screen breaks to give your eyes a much-needed break. One strategy you can try is the 20-20-20 Rule. Every 20-minutes, you look at something that’s 20-feet away for 20-seconds.

15. Learn from failures and move on.

“From a distance, failure seems noble,” writes Tracy Brower, Ph.D., MM, MCRw. “But in reality, it’s painful and messy.”

It’s true. If you’ve ever experienced failure, you’re well aware of how painful it is. You might feel anger and sadness. I couldn’t blame you if you also wanted to crawl into a hole and never reappear.

“It can also cost money and time (like the new suit you bought for the interview or the move you made to the city for the job that didn’t last),” adds Brower. “It can cause you to course correct (the meeting went sideways, and now you need to rethink the project).” And, it “can make you question yourself—who you are and what you’re good at. This is what makes it messiest of all.”

In short, failing is the worst. But, it can still be valuable.

  • Remind yourself that this has nothing to do with you as a person.
  • “Failure provides you with the opportunity to learn and consider how you can strengthen your game for the next go, even if it’s under unfavorable conditions,” says Brower.
  • Take into account that “the work you did as an investment in your process.”
  • Share your pain with others, whether if it’s opening up to a mentor or writing a blog post about your experience.
  • “What doesn’t break you makes you stronger is another tried-and-true mantra about failure,” Brower adds. “If you’re doing it right, you’ll gain resourcefulness, resilience, and perseverance from failure.”
  • Finally, take a step back, reflect, and then focus on the future using the lessons you learned.

Coping and Channeling Frustration

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Coping and Channeling Frustration

Dale Carnegie put it best. “Our fatigue is often caused not by work, but by worry, frustration, and resentment.”

We all experience frustration; it is a natural response to stress, after all. Your internet goes out during a virtual meeting. Getting stuck in a line. Having construction on your street while working from home. And stress causes fatigue.

These are certainly frustrating examples. But, they’re also temporary. The internet will come back on, the line will move, and at some point, the construction will cease.

However, there are also long-term stressors. Examples include being dissatisfied with work, dealing with a manipulative family member, or failing to reach a life goal like starting your own business.

As a consequence, this can lead to other negative emotions like anger, anxiety, depression, irritability, loss of confidence, and stress. When not addressed, this can impact your health and wellbeing. It can even put a strain on your relationships if you’re constantly losing your temper.

Moreover, this can cause you to give up and fall prey to negative self-talk. The latter can cause you to make poor and aggressive decisions. And, frustration can even lead to nightmares.

In some cases, though, frustration can be helpful. Sometimes it’s letting you know that you’re ready to move on to the stage of your life or career. It can also remind you what your passions are and how to solve problems in a more productive and better way.

Regardless of how you use the frustration, you still need to find ways to cope and channel it. If not, it can interfere with all facets of your life. Thankfully, you can give these ten methods a try.

1. Build frustration tolerance.

“Frustration tolerance can be learned,” states Amy Morin, LCSW. “With practice and consistent dedication, you can decrease the intensity of your frustration, and you can learn to express your feelings in socially appropriate ways,” Morin suggests using the following strategies to make this possible;

  • Accept tough situations. “When you catch yourself dwelling on the unfairness of life, consider whether it’s a situation you can change or whether you need to change the way you respond to it,” she says. “If the situation is outside of your control, then focus on acceptance.”
  • Give yourself a pep talk. “Remind yourself that you can cope with distressing feelings,” Morin recommends. Try taking a deep breath or counting to 10 whenever you feel upset.
  • Learn how to calm your body. Experiment with breathing exercises, meditation, or progressive muscle relation to lower your heart rate and blood pressure.
  • Practice tolerating frustration. “Purposely do something that is mildly frustrating, like working on a tough puzzle or waiting in a long line,” advises Morin. “Manage your self-talk, and use healthy coping skills to deal with your feelings.”

2. Make a date with me, myself, and I.

Is everyone around you getting on your last nerve? You might be experiencing a “human hangover.” And, the best cure is going on a solitude-detox.

Spending time alone isn’t for everyone. But, having a little me time lets you reflect, find your voice, and chill out. It can also spark creativity, gives you a chance to plan your life, and it’s good for your mental wellbeing.

Best of all? You don’t have to disappear and hide out in the cabin for a week. Sometimes just going for a 30-minute walk will suffice. Other times you might just need an evening to yourself.

3. Distract yourself.

Have you ever been a child who gets ticked off when they can’t do something? One of the best ways to stop their feat of rage is to divert their attention to something else. And, that’s also a technique that you can still use.

Let’s say that you’re procrastinating on a task and it’s really starting to make your blood boil. Just stop working on it. Instead, do something else from your to-do-list.

If you’re in a really foul mode, you might want to do something that’s relaxing, like exercising or reading. These are healthy ways to blow off some steam and keep your mind focused on something else.

4. Change the tone of your thoughts.

Techniques like positive visualization can be another way to distract yourself in a healthy way. Mainly because this encourages you to shift your focus to something more pleasant. However, positivity won’t always cure you of your frustration.

It can, however, “help you transition your thought process to a new path,” Rachel Sharpe writes for Declutter The Mind.

“Have you ever found yourself thinking a negative thought and going down a rabbit hole?” Sharpe aks. “And somehow, this one thought magnifies into something so big you can’t control it?” Recite all the positive mantras you want; you aren’t going to be able to climb out of this frustrating spiral.

“When a negative thought enters your mind, think of a piece of evidence that counters it,” suggests Sharpe. For example, you forgot to buy eggs at the grocery store. Don’t tell yourself that you’re a forgetful person because this “is a permanent way to describe yourself for making a tiny mistake.”

“Instead, think to yourself, ‘I forgot to buy eggs because I didn’t include it on the grocery list due to being busier than usual today. I can pick some up tomorrow,’” she adds. “That way, you include a reason for not buying eggs, and you also include a solution proving that the problem is fixable.”

5. Forget the timeframe.

There are times when deadlines can come in handy. For instance, if you had to leave at 11:30 am to meet a friend for lunch, that you could use that to motivate you to get your most important work done first.

On the flipside, unrealistic deadlines also put us under a lot of pressure. And, when we fail to meet them, we beat ourselves up.

Sometimes, you might be better off easing-up on rigid timeframes. Instead, focus on your progress.

Let’s say that you wanted to lose 20-pounds in a month. That might be a tad industrious. But, if you lost 10-pounds during that period, give yourself props for still losing weight — even if you didn’t reach your ultimate goal.

6. Be more attractive.

No, this isn’t about succumbing to your vanity. Rather, it’s about making you happier and strengthening your relationships.

The first place to start? Decide to live in a beautiful state. Tony Robbins says this is possible by saying, “I’m not going to give up my happiness over little stuff.”

You should also remind yourself not to obsess over the “things I can’t control.” Rather, “focus on what I can control and what I can do.”

“And when people are generous, when they’re playful,” adds Robbins. They’re also more warm, sincere, and loving. In turn, “people love to be around them. There’s nothing more attractive.”

But, what does it really take to be more attractive? It’s all about is appreciating your life.

“Most people, their upsets are because their expectations aren’t met,” states Robbins. “You expect people to be a certain way.” Additionally, you expect yourself and the government to be a certain way, “and it isn’t.” So, he advises to “Trade your expectations for appreciation, and your whole life changes like that.”

“If you can just start appreciating the people around you,” this moment, and the “things that you’re not noticing, you’ll live in a beautiful state, and other people will find being around you an attractive or an enjoyable experience,” he says. “It’s that simple.”

7. Use frustration as a catalyst.

Have you ever been told that you couldn’t do something? I doubt that you just shrugged and said, “Whatever.” Instead, that might have pushed you to take action.

“One fascinating aspect of frustration is that it is a kind of tool that can help us to identify our needs or goals (which are blocked), of which we might not even have been aware,” states Dr. Bertus Jeronimus. “Frustration is therefore not necessarily bad, as it helps to identify problems, and propelled by discomfort, can act as a motivator to change towards different ways or truer answers.”

“When people are frustrated, they make greater efforts and strive in other directions,” adds Dr. Jeronimus. As Thomas Edison perfectly put it, “I have not failed. I’ve just found 10,000 ways that won’t work.”

8. Think about your hero.

I remember the one time I got an in-school suspension. My mom was furious. But, what really cut through me like a knife was when she said, “Your grandfather wouldn’t have done that.”

I admired my grandfather. And, I wanted to be just like him. So, those words not only stung, but they also put things in perspective.

To this day, whenever I get worked up or in a precarious situation, I still ask myself what my grandpop would do. I know that if he gets frustrated — he won’t scream or take his anger out on others. He would take a couple of deep breaths, close his eyes, and then respond to the problem calmly.

9. Stop listening to Gandalf.

If you’ve watched Peter Jackson’s Lord of the Rings movies, you might agree one of the most memorable scenes involved Gandalf. Standing before the Balrog, he proclaims, “You shall not pass.”

What does that have to do with frustration? Well, hold on to that ball of negative emotions exacerbate anxiety and stress and increase the risk of coronary heart disease. Besides, learning how to get let go can lift you up and make your relationships stronger.

10. Think big but stay specific.

As opposed to steering clear of goals or plans that are intimidating, Adam Grant, Ph.D., a psychology professor at The Wharton School at the University of Pennsylvania and author of Originals, suggests we embrace them. Why? Because it turns out that we’re actually more motivated by ambitious goals.

“Decades of research show that extremely difficult, specific goals motivate us to work harder and smarter,” he writes in The New York Times. “Most of us prefer a task with a 50-50 shot of success over an easier one.”

To ensure that you don’t fall off the tracks, remind yourself that the steps you’re taking are bringing your closer to your goals. The obvious way to do this is by breaking down large goals into small, more manageable ones.

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