Module Two: Setting SMART Goals Goal setting is critical to effective time management strategies. The SMART Way SMART is a convenient acronym for the set of criteria that a goal must have in order for it to be realized by the goal achiever. Visualization Emotionalizing and visualizing your goal will help you create the desire to materialize it into your life. Module Four: Planning Wisely The hallmark of successful time management is being consistently productive each day. Creating Your Productivity Journal 1.To start, get yourself a spiral notebook and label it as your Personal Productivity Journal or your Professional Productivity Journal.
Maximizing the Power of Your Personal Productivity Journal By planning the night before, you will also start fresh and focused on the most important tasks for the day. Chunk, Block, and Tackle C HUNK : Break large projects into specific tasks that can be completed in less than 15 minutes.
Module Five: Tackling Procrastination Procrastination means delaying a task (or even several tasks) that should be a priority. Module Six: Crisis Management With better planning, improved efficiency, and increased productivity, the number of crises you encounter should decline. When the Storm Hits (I) The first thing to do when a crisis hits is to identify the point of contact and make them aware of the situation. Executing the Plan As you execute the plan, make sure that you continue evaluating if the plan is working.
Lessons Learned After the crisis is over, take a moment to look at why it happened and how to prevent it in the future. Module Seven: Organizing Your Workspace In order to effectively manage your time and to be productive each day, you must create an appropriate environment. Take your team to the next level with corporate training materials that will improve vital business skills like communication and negotiation. These goals are recorded and may be broken down into a project, an action plan, or a simple task list. Having a daily plan and committing to it can help you stay focused on the priorities of that particular day. The ability to overcome procrastination and tackle the important actions that have the biggest positive impact in your life is a hallmark of the most successful people out there.
However, you cant plan for everything, so in this module well look at what to do when a crisis does occur. During execution, it is important to stay organized and on top of events to make sure that your plan is still applicable. The planning and prioritizing tools that we are discussing in this workshop should help prevent those kinds of emergencies. By eliminating clutter, setting up an effective filing system, gathering essential tools, and managing workflow, you will be well on your way to creative an effective workspace.
Activities are then rated based on urgency and importance, priorities assigned, and deadlines set. Choose a goal that will have the greatest impact on your life compared to how long it will take to achieve. Create a list of the benefits you will see when you achieve your goal and concentrate on how that will make you feel.
As well, you are more likely to get things accomplished if you write down your plans for the day. Crossing off completed tasks will give your subconscious mind a tremendous amount of satisfaction. T ACKLE : Now tackle the specific task, focusing only on this task rather than the project as a whole.
This will also help you deliver accurate, effective communication to others affected by the crisis.
However, you will likely find that youre always adjusting and perfecting your approach, so it is important to learn from the times where those tools dont work.
A large part of goal setting is not just identifying what you want, but also identifying what you must give up in your life in order to get it. It means being willing to experiment with different methods and ideas to enable you to find the best way to make maximum use of time.
You can even be prepared for disasters that cant be predicted, such as illness, fire, or theft. Register today to experience for yourself how this hands-on approach can have a profound impact on your organization.
This entire process is supported by a skill set that should include personal motivation, delegation skills, organization tools, and crisis management. Successful people dedicate themselves towards taking responsibility for their lives, no matter what the unforeseen or uncontrollable events.
Cherish your dreams, as they are the children of your soul, the blueprints of your ultimate achievements.
Their plates are piled high with mission-critical tasks — or the rocks — and short- and long-term goals — the pebbles. The space remaining is occupied with other responsibilities as assigned — the sand.Sprinkle anything more atop this overflowing plate, and you’ll likely see it fall right off. Or worse, it may shift the delicate balance that’s been struck, causing the larger and more significant things to go tumbling.So, how are busy leaders expected to add talent development — or anything, for that matter — to these already full plates?
And that is a very good thing for talent development.The frenetic and full environment that is today’s workplace offers an opportunity to completely reconceive and rebrand talent development. Instead, talent development can now be something much broader and more pervasive.For talent development to thrive, it cannot exist as even an extra grain of salt sprinkled atop the overflowing plates of overwhelming responsibilities. It must instead become a spirit that is brought to every activity that leaders engage in, an intention that’s infused into every interaction, or the objective that envelops every relationship.In essence, talent development must cease to exist as a separate and distinct activity and become a driving force that pervades everything else leaders do.


Through conversation, deals are made, innovations are identified, savings are found and development happens.Effective leaders allow development to find a home in all of the dialogue in which they engage.
They understand the power of these small moments with others and leverage each to its fullest extent, taking advantage of seemingly insignificant moments and infusing them with the opportunity for greater awareness, reflection, insight and potential action. Many can connect the dots for themselves, in turn translating events, occurrences and information into valuable learning.
But they need visibility to these things to make that happen.Too frequently, managers see their role as a filter, screen or buffer between reality and their employees.
Eliminating this step not only enhances transparency, but it may also remove a stone or pebble for busy managers themselves.But transparency can play out in another way for astute, development-oriented leaders. In years gone by, a manager was tasked with leading the performance of his or her team or department and nothing more. Today, most managers are “working” managers, meaning they are responsible for turning out deliverables of their own in addition to supervising others. This also adds to the overflowing nature of their plates.The working part of the manager’s role offers another chance for transparency. Rather than performing their tasks undercover, leaders may want to make the work they do more overt. Allowing others to shadow or ride along, narrate a task, offer insights into the rationale for certain steps, and share missteps and mistakes related to one’s own work can be a powerful model and learning tool.Yet, this sort of transparency doesn’t add anything to a manager’s workload. It simply recasts the tasks and responsibilities that already exist and extends them beyond individual output by creating fodder for powerful employee-led learning.Leverage a Learning Lens One final time-neutral strategy for busy managers who want to enable development of others involves adopting a new view of work. And looking through this lens doesn’t involve an additional “to-do” or meeting on the calendar.
And it’s the way even the busiest managers can make their most profound contribution to the organization — by developing talent.Julie Winkle Giulioni is co-founder and principal of DesignArounds, a consulting and instructional design firm.
Beverly Kaye (pictured) is founder of Career Systems International, specializing in engagement, retention and development. Together, they co-wrote the book, Help Them Grow or Watch Them Go: Career Conversations Employees Want.
Beverly Kaye and Julie Winkle-GiulioniRegardless of the economic climate, the unemployment rate or the dozens of other workplace challenges, face it – Your best and brightest – your most talented employees – always have options!And if they don’t see a future with you they will walk away…or, perhaps even worse, they will stay but disengage.The good news however is that development can keep talent engaged and committed and growing. With everything else a manager has to do every day how can he or she possibly afford the time to develop people?
The simple answer is, if you want the business to grow, if you want your team to succeed, if you want to meet and exceed your goals, you can’t afford not to develop your people.If you can’t afford not to develop your employees, how do you do it in a way that makes it a part of what you do every day and not just another thing to add to that enormous list of things already eating up your days?First, development is not about a form or deadlines or one discussion that happens once a year.
It ranges from helping someone prepare for and move to a new or expanded role to simply coaching an employee in subtle but significant ways that improve their performance, their interest, their energy…and yes, their engagement.Increasingly, managers are discovering that shorter, more frequent conversations can cover the same ground as those longer, sometimes only once a year interactions. These brief chats can fit perfectly into the flow of the workday and, since they happen real-time, can include relevant, timely coaching moments that don’t happen six or twelve months after the fact. Additionally managers who make these exchanges a regular part of the way they manage find that they build greater trust and stronger working relationships with employees.
Employees recognize and appreciate the genuine interest the manager is showing by asking great development questions and helping them grow in the process. Development depends on having those genuine, meaningful conversations with employees.Consider a few “What if’s”…#1 – What if…you could reframe your thinking about development?#2 – What if…you could build the trust that supports open dialogue?#3 – What if… you could easily facilitate three types of conversations that were all rich with insightful questions that guide others toward greater awareness and action?#4 – What if…the questions were shorter, more frequent and occurred in the natural flow of your workday?#5 – What if…you were in the habit of leveraging day-to-day life at work to drive development?It’s much more basic than you might think.
And, the basics can be learned pretty quickly.Bestselling author and founder of Career Systems International, Dr. Beverly Kaye is a recognized authority on career development, employee retention, and employee engagement.
She has worked with organizations across the globe to establish cutting-edge, award-winning talent development solutions. Beverly was recently honored with the Distinguished Contribution to Workplace Learning and Performance Award by the Association for Talent Development (ATD) for her groundbreaking work and dedication over the past three decades. Messer’s career as a business development professional and entrepreneur has spanned more than 25 years. He has built strategic alliances, co-founded start-ups, overseen mergers and acquisitions, and constructed new business units.
These are the drivers for ensuring that each and every one of your programs has the best internal sponsorship, the most enthusiastic participants, and the greatest…and I think this is the most important frankly, the greatest impact post training.
You can watch it as many times as you like and start using the lessons today.Sign up here to make sure you don’t miss the next free webinar! Close to 200 people listened to the webinar live.You may view the archived webinar here.Did you know that only 30% of change efforts actually achieve their business goals and targets? If your organization is like most, the challenge begins when employees are asked to do something different. When change processes and tools aren’t integrated into the overall project management framework, it’s a recipe for failure.
That is why it’s critical for organizations to take necessary steps to help employees take to change as a duck takes to water. Here is what some of our participants had to say about the webinar: “Overall very good overview of change management.” “This is the best webinar yet! Mark got straight to the points and the points were succinct, practical, and illustrated with examples. So the intent here is that whichever image that you chose, if you only have a fixed point of view about that particular image, it may not be the best approach to the circumstance that you’re having to deal with and the impact it will have on the people who are in the journey with you. It’s really the process of aligning the organizations people and culture with changes in the business strategy, organization and process assistance.” Hordes went on to say, “Making sure that over 90% of the people affected by the change have strong awareness of it.
These are people that often come with hidden agendas to disrupt, dismantle, blow up your change process and say see I told you so.
Or did you get sidetracked along the way?A great way to revisit these dreams can be found in resting your mind, forgetting for a while about the bills, the relationships, the money and all of the worries you may be having as an adult. I will share a snapshot of a very memorable day in my life.Remembering the first time that I went fishing with my father, I still feel the cold morning fog against my face as we rowed to the mooring where the Seabird was moored.
The smell of the salt air was fresh in my nostrils and my Dad was sitting next to me as his crewman rowed towards the boat.The morning started with a pancake breakfast at the Chuck Wagon restaurant.


I remember being very happy and very excited.It was all so foreign to me and so adventurous. Today we would be chasing salmon.I remember the roll of the boat and the smell of the diesel stove in the galley. I remember walking back to his truck to go home and how I felt as if I was still on the boat, swaying back and forth as I walked.I always dreamed about being the captain someday…That was a special day that is blazed into my mind. Buried so deep that we may have to dig deep to get them to come back.For years I spent my life as a fisherman and a captain. For years, I felt that I would die of old age as a fisherman, that this is all there was.Then, there was one defining moment in my life to make me realize that this was not my path.What is your defining moment? If it has, when are you going to make the move towards your dreams?It is up to you, but it takes action. You need to chart your course and throw the lines from the pier.Tap into your inner child and imagine a different life, a bigger game.
It is those who plan, prepare and set sail that will live a life of fullness and happiness.James EvanowJames Evanow is an international speaker, author, coach, and a serial entrepreneur. He is a certified Life Coach, and has trained as Personal Empowerment Coach under the Tony Robbins coaching program, “Strategic Intervention.” He has traveled through out the United States and Canada, conducting trainings on Emotional Intelligence and Creative Leadership in over 40 cities. His flag ship program, “Chart Your Course,” is an all-encompassing training to break destructive patterns that limit your growth in business, and in life.
James knows that the slightest deviation can take you off course and prevent you from reaching your goals and destination.James and HRDQ-U are hosting a free webinar on September 16th at 2pm.
Durek is a leadership development specialist with an emphasis on emotional intelligence and personal change. Air Force, American Express, and Air Canada, building evidence-based models for predicting individual and organizational performance. For years, we have all heard that the “only constant is change.” Change is present in every aspect of your life and has become the norm in all organizations. If people really disliked change, they would never marry, have children, move to a new home, start a new job and so on.
In viewing the recorded webinar, you will get much more detail into the emotional brain, resistance to change, and how to gather and analyze data.Leading Others Through Change  is available as classroom training program, and as a self-study e-learning program.
It is part of the Reproducible Training Library, a full suite of unlimited-use content that’s downloadable, customizable, and reproducible.
Easy to edit in both Microsoft Word and PowerPoint files, this training solution is an affordable, one-time purchase and yours to reproduce as needed. There is also a discount on this program for all attendees of the webinar!Sign up today to make sure you don’t miss the next free webinar! Air Force, American Express, and Air Canada, building evidence-based models for predicting individual and organizational performance.Over 780 people registered for this interactive and informative webinar. You may click here to watch it now and find out why one attendee said, “I’ve attended several of your webinars. It encompasses self-awareness (knowing what you are feeling when you are feeling it) as well as self-regulation (using your emotions to serve you, not get in the way).
This concept has both Optimistic and Pessimistic explanations, much like the replies to the question above.
There are standard replies for when something good happens and also when something bad happens.
There are pictures to decipher, magic games to play and more!Increasing Your Emotional Intelligence is on sale for a limited time. This program is part of the Reproducible Training Library, a full suite of unlimited-use content that’s downloadable, customizable, and reproducible. Easy to edit in both Microsoft Word and PowerPoint files, this training solution is an affordable, one-time purchase and yours to reproduce as needed.Sign up today to make sure you don’t miss the next free webinar! The Eikenberry Group is a learning and consulting company that provides a wide range of services, including training delivery and design, facilitation, leadership coaching, organizational consulting, and speaking services.
Eikenberry has worked with many major organizations such as Cirque du Soleil, Chevron, John Deere, and Southwest Airlines. Eikenberry pointed out that people are less likely to leave a job if they have good leadership.
He also stressed how it may be hard for an organization to reward each employee with monetary compensation all the time, but that helping them become more effective leaders is a reward in and of itself.
He went on to say that when leadership development processes fail, it does not mean that there was a major catastrophe. If they are a part of the change, they will be more receptive than if they feel the change was done to them. 360 Assessments have been used far and wide to help provide feedback and can be very effective. All top performers have them – in the music industry, the sports field, and entertainment world. In this webinar, Eikenberry also discussed how to improve existing processed and how to create remarkable leaders now.To best understand these concepts, you may view the archived webinar here. Listen, learn, take notes and share with any coworkers that might learn from this learning event.Sign up here to make sure you don’t miss the next free webinar!
He is a Senior Fellow at the Center for Creative Leadership (CCL®) in the Design & Evaluation Center. Everyone was shown a deck of cards and asked to respond with which one they related to the most.



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