Tag: Workplace culture

How To Reclaim Your Time

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Gustavo Fring on Pexels.com

‘Is your life doomed to endless task switching?’

If you are not getting things done, you are not spending your time wisely. If you want to change it, ask yourself, ‘What do I want to get done right now? What is important to me right now?’

Remember, how you use your time is your choice. If you want to do well, use your time to do good things.

To reclaim your time, according to Richie Norton, ‘You can make your work commitment support your personal ones. Your personal life doesn’t have to be sacrificed on the altar of your work.’

‘Purpose before process, not process before purpose.’

‘Flexibility isn’t your boss’s gift to give. You must create it yourself- even if you are your own boss.’

‘Good things happen not by managing time but by prioritizing attention.’

‘You don’t have to work toward your dreams when you work from them. Whether you work for someone else or yourself, you can master your time.’

‘If you value your time, your life will match your values.’

‘How you measure your future success has a massive impact on how you choose to live today.’

‘Make your time relevant to your dreams.’

‘If you want to reclaim your life, start by reclaiming your time.’

‘It’s not always about changing what you prioritize but how and when you make priorities matter.’

‘Align purpose to establish priorities and create projects for work-life flexibility.’

‘Make room for more time by acknowledging where time got you, what you want to do with your time in the future, and working on it now.’

Source

Richie Norton (2022). Anti- Time Management: Reclaim Your Time and Revolutionize Your Results with the Power of Time Tipping

How To Lead So That People Will Follow You

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Hu00fcseyin Ergu00fcl on Pexels.com

Great leaders have followers. Poor leaders have themselves.

The question is, according to Erika Andersen, ‘What is it … that makes someone willing to consider one person his or her leader but not another?’

‘A truly farsighted leader envisions a possible future that responds to and resonates with people’s aspirations for their individual and collective success. … True visionaries often see possibilities where others see difficulty and dead-ends.’

‘People who work with a passionate leader don’t wonder what she stands for or whether she will abandon her principles when the going gets rough.’

‘When the leader commits honestly, based on his or her authentic beliefs about what’s important, people tend to feel it and be drawn into new levels of engagement.’

‘When people observe their leader behaving courageously over time, they are much more willing to follow him or her into new territory. … When the leader lacks courage, people feel as though they need to protect themselves.’

‘When others see that you’re willing to do something that could damage you personally in order to support the success of the organization, they are hugely more likely to line up behind you.’

‘When leaders are wise, we see that they’re considering our welfare and that they’ll do their best to make sure that the enterprise succeeds in a way that supports the success of the greatest possible number of us, their followers.’

‘A leader who is fully generous shares both the power to make decisions and the responsibility for dealing with the consequences of those decisions.’

‘The trustworthy leader tells the truth and keeps her word. She speaks the whole truth (sometimes omission is as much a lie as an outright misstatement) and even tells the truth about not being able to tell the truth.’

‘When a leader is worthy of trust, people reward him or her by becoming more trustworthy themselves. Trust is the essential bond between a true leader and her followers.’

‘Trustworthy leaders are competent. They demonstrate the capability to do the job they have been given (and are honest about any deficits in that regard and how they’ll go about addressing them), and they get the results they’ve committed to achieving.’

Source

Erika Andersen (2012). Leading So People Will Follow