Tag Archives: deadlines

To-Do or Not To-Do

“I’m frustrated,” Eliana confided. “I know what I need to do. I know what’s important, but at the end of the day, I look up and it’s still not done.”

“So, what does this look like?” I asked.

“I studied my role. I read articles about project management. There are schedules. There is a specific sequence I have to follow. There are deadlines that have to be met. But, I get behind, and trying to catch up, sometimes, makes it worse.”

“Just because you know what to do doesn’t mean it gets done,” I smiled. “Everyone knows what to eat to be healthy, yet obesity is a major health problem. Every smoker knows the damage from smoking, but lung cancer kills more than 125,000 people each year. It’s not a matter of knowing, it is a matter of doing. Tell me, based on what you know, what small action can you start with, that if you do over and over, might make a difference?”

Eliana was silent, for a moment. “I am great at making to-do lists. But I rarely look at them once made. Maybe, every three or four days, I reluctantly look at the list, just to see what’s not done.”

“I am the same way,” I admitted. “To-do lists never helped me. It was fun to make the list, but not useful to create a habit. Time always got away from me. I always tried to get things done in my spare time.”

“That’s it. Same here. But, I never have any spare time, so the things on the list never get the proper attention.”

“How about meetings? Do you ever miss meetings?”

“Oh, no. I always make meetings,” Eliana replied. “I am very focused on my calendar.”

“Somehow, I knew that,” I nodded. “Here’s the difference between a to-do list and a calendar. A to-do list rarely calculates the real amount of time reserved for a specific task. And, it’s not the amount of time, but the time reserved. If you don’t reserve the time, the task will go undone. You may find it valuable, if you choose, to take each item on your to-do list and put it in your calendar. That forces you to consider the time it takes and reserves the time. I no longer make to-do lists. Anything I must do goes on my calendar. If it’s not on my calendar, it won’t get done.”

Deadline to Finish and a Deadline to Start

Nicole was exasperated, “I try to delegate, but I always seem to end up with the project back in my lap.”

I was curious, “Tell me what kinds of things do you try to delegate?”

“Some small stuff, but I really try to delegate projects or phases of projects. These are significant responsibilities, not just petty stuff I am trying to dump off.”

“Nicole, when you delegate a project, how does the conversation sound?”

“I don’t know, I get with the person, hand over the file and give them a deadline. I always give them a deadline.”

“So, where do you think the breakdown is?”

“Even though they know the deadline, I don’t think they start fast enough. Or they need help, but don’t even know they need help because they didn’t start the project early enough to find out. Then it ends up on my desk, half finished or half assed, one of the two.”

I pressed for a different approach. “Nicole, what one thing should you change to get a different result?”

“Maybe I should frontload an extra meeting within 24 hours of the delegation to make sure they started the project and to find out what problems they have.”

“Indeed.”

High Potential

They are called hi-po’s. High potential individuals. We often have a hiring need NOW, but we really want a candidate with the potential to grow, grow and grow some more. These individuals, sought by every company, have the potential to make or break the organization.

We want candidates with potential. How do we spot potential?

  • Oh, I know ’em when I see ’em.
  • Reminds me of me, when I was young.
  • Fast talker, fast tracker.
  • Sometimes, I can just see it in their eyes.

I will never make a hiring decision, or a promotion decision based on anything other than evidence. No assumptions, no hunches, no hopes.

Some might say then, I will pass over those with high potential, because potential is always on the come. Potential is only a future possibility.

I will never make a hiring decision based on anything other than evidence. If I am looking for someone with potential, I look for evidence of potential. Two things – error rate and deadlines.

Low error rate and always meets deadlines, potential.

High error rate, frequently late, next candidate, please.