Connect with us

Health

Dealing With Procrastination

Published

on

Finding HappineLeadership by Design: Leadershipss at Work

 

By

Akindotun Merino

We all procrastinate from time to time. Procrastination occurs when we avoid tasks that we find unpleasant. Even if we perform other work-related tasks instead of the ones we dislike, we are guilty of procrastination. Unfortunately, procrastination will hinder our long-term success. With the proper skills, you can overcome procrastination.
Mark Twain has a saying that applies to procrastination:
If the first thing you do each morning is to eat a live frog, you can go through the day with the satisfaction of knowing that that is probably the worst thing that is going to happen to you all day long!
Brian Tracy named his course on time management “Eat that Frog” because of this saying. The frog is anything that you do not want to do. Basically, you should complete your dreaded tasks first. Getting them out of the way will provide you with a sense of accomplishment and keep you from procrastinating. Always begin with the task that is the hardest and most significant, and you will be less tempted to procrastinate on other activities.
When you dislike a particular task, it is easy to procrastinate. Whether you spend time checking email or looking at Instagram, you are procrastinating. You need to do more than identify when you procrastinate. You need to discover why.
Discover your obstacles: What do you choose over your tasks?
Discover ways to remove obstacles: Ask for support, and take action. For example, you could turn off the Internet and your phone.
Reward yourself: Make the task fun, and use small rewards as incentive.
Once you have identified your frogs and obstacles, the only answer is to take action. Make the tasks that you want to avoid part of your daily routine. Schedule the tasks into your calendar. Once they become habit, you will find them easier to accomplish. Once you have scheduled the time to accomplish your tasks, you must follow through. Resist the temptation to procrastinate with your favorite time waster. Just do it.

Lack of time is a common excuse for not completing a task. We often overestimate the time that it takes to complete tasks, but the 15 minute rule allows you to accurately time your tasks. When you follow the 15 minute rule, you set a timer for 15 minutes and work on a task. You should stop working on the task when the time is up. You will be surprised by how many tasks you complete within the 15 minutes. When you are not able to complete a task within 15 minutes, schedule 15 minutes the next day for the same task. This allows you to make consistent progress. You will also be able to better estimate how long a similar task will take.

The size of a project can also contribute to procrastination. It is easy to become overwhelmed by a large project. The key to overcoming procrastination is to chop up the large project into smaller tasks. Rather than looking at the entire project, focus on the single task. This will prevent you from becoming overwhelmed by the enormity of the work you must complete. For example, you could break a large report into different tasks such as brainstorming, outlining, writing, etc. This technique will create a sense of achievement with each step and improve motivation, allowing you to stay focused as you reach the end of the entire project.
Procrastination can happen at any time. It is not enough to identify that you are avoiding a project. You need to take active steps to remove the temptation to procrastinate. By taking control of your schedule and work environment, you will be able to reduce the amount of time that you spend procrastinating each day. In turn, you will be able to improve your productivity and accomplish your goals.
We are bombarded with distractions every day. These distractions are temptations to procrastinate. By removing as many distractions as possible, you will be on track to overcoming procrastination.
Distractions to Avoid:
Office clutter: Clean up your space at the end of each day, both at home and in the office. This will help to keep you focused, and you will not be tempted to clean during a project.
Email notification: Establish specific times to check email. Automatic notifications are distracting and cut into the time you spend on each project.
Telephone calls: Do not take all calls. Choose a time to return calls and texts.
Environment: Remove distractions such as books, magazines, etc., from your workstation.

A habit of procrastination does not happen overnight. Equally, it is not possible to stop procrastinating overnight. Expecting an immediate change will only lead to disappointment. You need to start small and build in order to end procrastination once and for all. Begin by creating a daily “to do list” for your personal life. Include the daily tasks that you have trouble completing such as laundry or cleaning the kitchen. When you have stability in your personal schedule, it will be easier to address procrastination at work.
Create a daily schedule for work once you have broken down your larger tasks into smaller ones. As your productivity increases, you will be able to build upon your schedule. You will soon find that you are finishing tasks ahead of schedule.

People tend to procrastinate because they do not find certain tasks to be pleasant. Procrastination becomes its own reward. Overcoming procrastination requires that you implement a reward system for completing tasks. Otherwise, you will revert to bad habits. Rewards should match the tasks completed. For example, taking 10 minutes on Facebook could be a reward for returning your phone calls. Similarly, going to a movie could be a reward for completing a report on time. When choosing rewards, you need to stay away from anything that you already have planned. For example, if you already have plans to go out with friends on a weekend, the outing will not serve as a reward. Using the appropriate rewards will improve motivation and help prevent procrastination.

Schedules and deadlines will help you stay focused and avoid procrastination. When setting deadlines, however, you must be realistic. Deadlines that are not realistic will actually contribute to procrastination. If you do not have a chance of completing a task on time, you will avoid it. If you are creating your own deadline, you should consider how long similar tasks have taken. Be honest, and allow time for interruptions and emergencies. Do not create a schedule based on the best-case scenario. You are setting yourself up for failure. If you are assigned a deadline, determine if it is realistic. If the deadline is not realistic, you should attempt to negotiate a more realistic date. This negotiation should be done as quickly as possible to prevent complications later.

Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. Share your successes and challenges:

Prof. Akindotun Merino
Jars Education Group
info@akinmerino.com
Text: 909.681.0530 or 0705 629 0985
YouTube.com/akinmerino
Instagram: @drakinmerino: Twitter: @drakindotun

Read more authentic news on our social media platforms

Continue Reading
Click to comment

Mental Health

Building And Reinforcing Teams (3) (16)

Published

on

Building And Reinforcing Teams (14)

By Akindotun Merino
When you find yourself excessively self-oriented, this is a sign that you need to deepen your humility and refocus on serving others. Here are some ways to help you foster a greater sense of humility:

Allow others to be first and foremost. Insisting on being the first in line, the first to raise your hand in a class, the first to get the parking spot, and so on, has a tendency to inflate one’s sense of self-importance. However, when you allow others to have the spotlight or be first, it gives you a better vantage point to appreciate their gifts and what they are able to bring to the table. And when you can do this, you actually find yourself in a better position to lead others because you understand how they can best contribute.

Don’t insist on being right. Nobody likes to be wrong, including other people. When you are wrong it puts you in a vulnerable position, which can be scary. However, vulnerability is often what makes a person beautiful and appreciable. Allowing others the legitimacy of their beliefs without correction from you is a charitable act.

Listen to what other people think more than telling them what you think. Dale Carnegie once said that the sweetest sound to anyone is the sound of their own voice. Really paying attention to what other people have to say without having to correct or undermine them helps you to stay oriented outward rather than being self-absorbed.

READ ALSO: Building And Reinforcing Teams 2 (15)

Try not to judge others. An old saying goes like this, “When you point a finger at someone else, you have three fingers pointing back at you.” While it is tempting to judge another person, to assess what they are doing and how they are doing it, when you do so, you are presuming that you know better. Unfortunately, unless you have lived the experiences of another person, you cannot know what is best for them. Your grasp on another person’s situation will always be incomplete because you don’t have the complete picture.

Finally keep your balance. Throughout the whole process of becoming a more effective leader and a more effective human being, two tools can help smooth the way. The first is developing a greater sense of gratitude. When you wake up in the morning, or while you drink your coffee or eat breakfast, either write down in a notebook or type on your computer a list of five things for which you are grateful. If you keep this gratitude journal every day, it will have a cumulative effect on your keeping a positive outlook.

The second tool’s importance cannot be understated. No matter how much you have on your plate at any given time, it is important that you take the time to play. Whether this is a hobby such as painting or an activity such as playing video games, make a point of scheduling play time for yourself at least two to three times a week. This will help you to balance out all the stress you have in your life.

Dr. Akindotun Merino is a Professor of Psychology, CEO of Jars Group and Mental Health Commissioner in California. Feel free to share your successes and challenges:

Prof. Akindotun Merino
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino 

Twitter: @drakindotun

 

Read more authentic news on our social media platforms

Continue Reading

Mental Health

Building And Reinforcing Teams 2 (15)

Published

on

Building And Reinforcing Teams (14)

By Akindotun Merino
Often you may want to give team members a break from working on their normal projects to meet as a team and improve team morale or functioning. Sometimes getting a team together for a meeting or a team building activity can actually be an exercise in futility. In order to use meetings and team building exercises effectively, it is helpful to have specific goals in mind, to identify those goals to your team members, and to follow up. For example, doing a trust building exercise after a time when team members were at each other’s throats is helpful, but if you only do the trust building exercise the one time, after a while team members may forget the point or lose the benefits they gained from engaging in the exercise the one time. When planning a meeting, for instance, identify why the meeting is necessary and plan an agenda to keep the meeting organized. Sometimes the necessity is quite simple. For example, scheduling time for team members to play together can help them to recharge after a particularly grueling project. It can also help them build more of a rapport with each other. Having specific goals for an activity does not preclude having an activity achieve multiple goals.

When planning team-building exercises, make sure that you don’t undermine your attempt to improve your team. Here are some suggestions of what to avoid in team building:

  • Make sure that your team-building goals are relevant to your team’s needs, so that they are worth taking regular time away from other work to improve.
  • Make sure that your team-building activities are not simply one-time affairs; but that they are consistently worked on to reinforce your goal for the exercise.
  • While athletics can be fun for many employees, they can also be destructive towards building team morale, especially if they are focused simply on competition and winning.
  • If you use team-building exercises, try to incorporate them more frequently than once or twice a year. Incorporating these exercises monthly or weekly helps to reinforce your goals.

If you cannot lead yourself effectively than you will never be able to get others to follow you. The most important habit that effective people can have, whether they lead others or not, is to be proactive. Think of proactive as the opposite of reactive. Instead of having the world act upon you, you take action to make yourself into the kind of leader anyone would follow.

If you have been working on your mission statement and identifying your core values, this question is probably not too difficult to answer. If you understand what you value in both yourself and in others, then you can work at shaping yourself into that kind of leader. Keep in mind that developing into the kind of leader that you would follow involves constantly re-assessing where you are at in terms of your values, your goals, and your overall mission. The further you go down the path of leadership, the more necessary it becomes to refine your skills and improve yourself. This requires both detachment and self-honesty. Being detached means that you are able to dispassionately observe where you are strong and where you are weak. Self-honesty is the capacity to identify personal strengths and weaknesses.

READ ALSO: Building And Reinforcing Teams (14)

In order to be an effective employee, an effective leader, and an effective person, you must have the capacity to reflect and be aware of yourself. Being self-aware involves multiple dimensions of the self. Taking care of physical needs through exercise and maintaining a good diet are factors in being aware of your physical self. Disciplining your mind through meditation that allows you to manage your emotions effectively is an example of developing your emotional and psychological awareness. You also want to have a good idea of the big picture. Are you satisfied with where you are and where you are going? Imagine once again that you are at your funeral. How would you imagine the things people have to say about you would square with your life’s goals and your mission statement?

Self-improvement is a long term game, but as you work continuously on improving yourself, it is important to keep certain pitfalls in mind.

  • Navel gazing can occur when you become overly focused on yourself. This means that you become self-absorbed and self-centered.
  • Another pitfall of working to improve yourself constantly is that you can become overly convinced of your own self-importance.
  • Finally, if you are always working to improve yourself, you may find that you have gotten stuck in this sense that you are never good enough. A better way to frame this is to think that where you are is always good, but that there is also always room for improvement.

Dr. Akindotun Merino is a Professor of Psychology, CEO of Jars Group and Mental Health Commissioner in California. Feel free to share your successes and challenges:

Prof. Akindotun Merino
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino 

Twitter: @drakindotun

 

Read more authentic news on our social media platforms

Continue Reading

Mental Health

Building And Reinforcing Teams (14)

Published

on

Building And Reinforcing Teams (14)

By Akindotun Merino
Teams don’t immediately come together and experience success overnight. In fact, it takes a good leader to work at turning a group of people into an effective team. This module explores the various aspects of building and improving your team.

One of the most important activities that you will need to engage in as a leader is constantly assessing the state of your team, each individual employee, and yourself. Before you can put employees in positions to succeed, you have to have a good idea of what their strengths and weaknesses are. Here are some guidelines for how to assess team and team member strengths and weaknesses:

Include other team-members in the assessment process. Allow each member of the team a chance to identify both his or her and other team members’ strengths and weaknesses. Ideally, this can be done privately so that no team-member develops resentment towards another for perceived unwarranted criticism. This also allows you to compare your assessment with others.

READ ALSO: Trusting Your Team 2 (12)

When an employee or the entire team experiences a failure or a success, try to identify why this came about, and who was most responsible. In the case of failure, identifying the responsible person is not about casting blame, but it is about identifying what went wrong, so you know where and how to improve. When you are analyzing a success, however, it is good to give credit when someone (other than yourself) was particularly instrumental in that success.

Determine how consistently an employee performs in a given role. If that employee is consistently unsuccessful, try to find another opportunity and role for that employee to be successful. Identify the skills necessary for success in certain roles, and when an employee is consistently successful in a role, note these skills as part of that employee’s skill set. If an employee fails to perform consistently, you may also identify these skills as weaknesses in that particular employee.

Observe employees when they act alone or outside of the team structure in order to determine how their strengths and weaknesses might change in different contexts. Perhaps it is not a lack of a particular skill that is the weakness, but an inability to apply that skill in a team setting, or vice versa.

Dr. Meredith Belbin identifies nine team roles that can help make up a balanced and effective team.

The Plant. The plant is the highly creative and unconventional member of a team. They tend to be strong in thinking outside the box but their primary weakness is a tendency to be forgetful.

The Monitor Evaluator (ME). This person is good at providing a logical and dispassionate view of the range of decisions before a team. They tend to have difficulties with being overly critical and slow-moving.

READ ALSO: Trusting Your Team 3 (13)

The Coordinator (CO). This employee (often it will be you) helps the team to focus on goals and to delegate work effectively. They tend to either over-delegate or under-delegate and end up micromanaging.

The Resource Investigator (RI). This employee will tend to understand how your team’s work can best translate to the rest of the world. They will be good at understanding the competition and developing connections with others outside and inside the team framework, but they can have difficulties with following up on or getting in-depth information.

The Implementer. This role involves someone who is good at taking theory and putting it into practice. They try to find strategies on how to make an idea work in the most efficient manner. Implementers have difficulty considering alternative approaches and may be slow to give up on a favored idea.

Completer-Finishers. These team members excel at the end of a task. They make sure everything is functioning ideally. These employees act as a kind of quality control. Their strength, having high standards, can also be their weakness, in that they tend to be perfectionists.

Team workers (TW). These employees are really good at smoothing over the tensions and difficulties that come up when people are working hard on creative endeavors. They excel at working and playing with others, but they can be indecisive when it comes time to make team decisions about the best course of action.

Shapers. These employees act as a kind of engine for the team. They can effectively get others going and create momentum. Typically shapers are highly driven and enthusiastic individuals. Their weakness tends to be being overly aggressive and temperamental in their desire to get the team’s work done.

The Specialist. The specialist of the group might only know how to do one thing, but she or he is an expert at it. Their focus is narrow and in-depth, which can be both their strength and their weakness.

An ideal team will be balanced with all nine roles being expressed. Since many teams are smaller than nine people, you may find that different team members excel at multiple roles. When you identify a key strength in one of your employees, for example, an employee who is highly energetic, then you can help them fulfill one or more roles on your team. The energetic employee for example might be good at being a shaper as well as being a resource investigator. Someone who is highly critical can be either a completer finisher or a monitor evaluator or both.

Dr. Akindotun Merino is a Professor of Psychology, CEO of Jars Group and Mental Health Commissioner in California. Feel free to share your successes and challenges:

Prof. Akindotun Merino
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino 

Twitter: @drakindotun

 

Read more authentic news on our social media platforms

Continue Reading

Top Stories

%d bloggers like this: