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* If you were paying you to waste time on trivia rather than planning your next quarters sales plan – would you think you were getting good value for money? * If you were paying you to sit in numerous unproductive meetings would you feel that was a worthwhile contribution? I suspect that the answer to those questions is no and yet, in effect, that’s exactly what you are doing. By choosing to adopt poor time management habits and poorly prioritise what’s important you are in effect creating a poor return on investment for your self your organisation or you own business. Now go One Step Further and ask your self “If I was paying me by the hour, day or on specific results what would I pay myself?” It might be $30/hour, $800/week or $150000/year depending on your skill, knowledge and experience and in what role or business you are in. Let’s say for example you are a manager earning $80000/year. Let’s assume you work 250 x 8 hour days a year, which means you are earning the equivalent of $40/hour * For every hour you spend trawling through your emails the cost is $40 * For every ½ day you spend catching up on your personal administration because you are poorly organised the cost is $160 * For every day you sit in unproductive meetings the cost is $320 Now imagine that came out of YOUR paycheck. Would that refocus your priorities? Probably. You can see now how your poor time management could be costing you dearly and that’s only in financial terms. You are probably paying the price physically and emotionally for your lack of prioritisation of what’s important versus what’s urgent and unimportant. But look how easily you can make impactful changes Using the same average work pattern look how much extra time you could have if… * You save 5 minutes a day; you will increase your productivity by 2.6 full days. * You save 30 minutes a day; you will increase your productivity by 15.63 full days. * You save one hour a day; you will increase your productivity by 31.25 full days. Suddenly you have “created more time” with the opportunity to achieve more results. You can see that even small changes can make a huge difference. By saving that time or by choosing to reallocate that time to higher priority work you will achieve better results, reach the targets you have been set and help others to do the same. By changing your costly habits you might also help others change theirs.
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More Articles:1. How to Leverage Your Strengths for Peak Performance Ask almost any business leader how to most effectively develop people and build teamwork and you’ll hear, “tap into employees’ strengths.” Yet when it comes to their own careers, many managers still focus the majority of their personal development efforts on shoring up areas of weakness. Sometimes this is due to well meaning critiques by superiors. Other times managers moving up the career ladder try to emulate those who have gone before. While all managers need to hone their communication a… 2. How To Conduct Effective Meetings By Susan Cullen Before you call your next meeting, the FIRST step is to decide if it is really essential. To determine that, ask yourself the following:· Is this meeting essential? · Can we do without it? · Can we accomplish the task without a meeting? · Can it wait another week? · Can we get things done with few meetings?Then, if you have decided a meeting is the best way to accomplish your objective, the following tips can help you conduct more effective meetings:1. Start and end meetings on time. Make s… 3. Performance Management - Getting The Most Out of Your Employees By Megan Tough Managing for Best PerformanceIn it’s simplest form, performance management is a common sense set of discussions that make sure people are clear about what they need to do, have the support to do it and get open and honest feedback on their performance.Any performance management process should answer 4 important questions for your employees:· Direction: What do I need to do and how well? · Feedback: How am I doing? · Rewards: What happens when I do well? · Support/Development: What happens wh… 4. Choosing the Right Corporate Training By Jeff Turner According to a Gallup Poll, 80 percent of employees said the availability of company-sponsored training programs was a factor in deciding whether to accept a new job or stick with a current one. And yet the Bureau of Labor Statistics says that the average number of hours of formal training per employee per year is only 10.7.More companies are starting to realize that it's smart to invest in training, but faced with so many choices, how can an organization make sure it's getting the most out of… |
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