Stress – mardihumphreys.com

The Priority

Meetings pile up, emails flood in, and by the end of the workday, you’ve spent more time reacting than making intentional choices. What if managing your time Isn’t just about productivity? What if it’s an act of self-respect?

The Reasoning

Value: When you prioritize your schedule, you send a message that your time is valuable and should be used purposefully. Research from ScienceDirect.com shows that people who set clear boundaries around their time experience greater job satisfaction and overall well-being.

Self-Care: Just like you care for your physical health by eating well and exercising, managing your time is a form of self-care. A study published in the Journal of Occupational Health Psychology found that employees who have control over their schedules experience lower stress levels and higher engagement.

Benefits

Better Mental Health: When you take control of your schedule, you reduce feelings of being overwhelmed. A report by the American Psychological Association found that time-related stress contributes significantly to burnout. By allocating time for work, rest, and personal activities, you maintain a healthier mental state.

Increased Job Satisfaction: Prioritizing tasks that align with your goals and values makes your work more meaningful. Research from Happy Companies indicates that employees who spend more time on meaningful tasks report higher job satisfaction and are more likely to stay engaged in their roles.

Stronger Sense of Self-Worth: Making deliberate choices about how you spend your time shows you believe your goals and well-being are important. This leads to greater confidence and resilience at work.

Prioritize

Review: At the beginning of each workday, take a few minutes to review and prioritize your tasks. Identify the top three most important things you want to get done and work on those first, preferably uninterrupted.

Technology: Use apps like digital calendars, task management tools, and reminders to keep track of your schedule and commitments. Tools like Asana, Trello, or even a spreadsheet can help you stay organized and focused.

Boundaries: Through status messages or direct conversations, communicate your availability to your coworkers and managers. Let them know the best times to reach you and when you need uninterrupted time to focus.

Rest: Schedule short breaks throughout your day to recharge. This not only boosts productivity but also respects your need for downtime. You may find The Pomodoro Technique useful. It suggests 25 minutes of work followed by a 5-minute break.

Calls to Action

Delegate: Thinking you have to do everything yourself is a trap. A study by the American Management Association found organizations who delegate well have a 30% increase in productivity. Learn to trust colleagues and delegate tasks that don’t require your direct involvement.

Say No: It’s hard to say no to projects you find attractive, but pause and assess whether a request aligns with your goals before committing. A 2024 study from Mental Health America found that professionals who confidently say no experience lower stress levels and higher job performance.

Manage Decision Fatigue: Decision fatigue is real, and it drains your mental energy. A study published in PNAS found that judges make less favorable rulings later in the day due to decision fatigue. The same thing applies to you. Automate minor decisions, like meal planning or outfit choices, to free up mental space for more important work-related decisions.

What’s one small change you can make today to respect your time? Please share in the comments.

The Bargain

A company you like has an open position you want. You had a discovery conversation with the hiring manager and you submitted your resume and cover letter. (It’s 2025, why are cover letters still a thing?! Please comment if you know.) It’s time to interview. They will tell you what they want from the new hire and you will tell them the conditions under which you’re willing to work. How can you make this negotiation productive for both you and your potential employer?

Reality Check

Let’s use the Tech Industry as an example. In terms of employment, it’s been volatile since the pandemic. Tons of people were hired in 2020, then big companies started letting tons of employees go in 2022 and those layoffs are still happening. Under these conditions, negotiating your compensation may feel intimidating. With companies regaining leverage, you need to enter the interview knowing what the state of the industry is and how that impacts the benefits you want. Here is an article that tells you how to research a company’s financial stability.

Research

Look up the market rates for similar roles in your location on PayScale, Salary.com, or Glassdoor. Define three numbers: The minimum salary you will accept, the ideal salary you’d be thrilled to get, and your walkaway number. Factor in personal costs. For example, what is your cost of living? What career growth opportunities will the employer offer? What are your work-life balance needs?

Salary

Most companies have a budget for each position, but they may not volunteer this information. It’s important to find out what they are willing to pay before you reveal any of your three numbers. When the hiring manager asks you how much money you want, try this response: “I’m open, but I’d love to understand the salary range you have in mind for this role.” This prevents you from lowballing yourself and gives you a baseline for negotiation. Once you know the range, push for the top. If they offer $90K–$110K, make a case for why you deserve $110K. Give illustrations of your experience, projects, and results. For example: for a Software Developer: “In my last role, I improved system performance by 30%, reducing downtime and saving the company an estimated $200K annually.”

Benefits

Compensation is more than a paycheck and benefits can make a huge difference in how attractive the job is. You also have to acknowledge that there will be tradeoffs. For example, if you push for a higher salary, then they may push for you to be in the office full-time. Consider negotiating for remote/hybrid work options, additional PTO, an upskilling budget, and/or equity or bonuses.

Mindset

Approach negotiation as a two-way conversation, not a battle. Filling this role is a challenge for the hiring manager. Act like the problem-solver you are by using “we” language. For example, “We want to ensure this is a strong long-term fit. Can we adjust the offer to reflect that?” By framing your requests as suggestions you signal your intent to help them achieve the result they want.

What other strategies do you use when negotiating compensation? Please share in the comments

Even Keeled

Last week we talked about how to become aware of our emotions, what triggers them, and how they affect our decision making. Now that you know what they are and why they happen, let’s talk about moving from self-awareness to self-regulation.

You Are in Charge

When you start to feel out of control, what can you do to get ahead of your emotions and constructively respond?

Pause – For example, you are tasked with removing the bottleneck from one of your organization’s workflows. You email the project manager an idea. The reply you receive is harshly critical and dismissive. What do you do? You want to fire off a defensive response. Instead, take a breath, step away, and revisit the email later. The pause gives your rational mind a chance to kick in.

Reset – When stress builds, your decision-making suffers. Techniques like deep breathing or a quick meditation can help in the moment. On days you have to make important decisions, take a break to move your body in addition to those tools. Even a short walk around the block can make a difference. Give yourself a 15-minute “reset break” to clear your mind.

Adapt – Asynchronous work environments demand flexibility. For example, a teammate’s delayed reply may derail your plan. When it does, remind yourself that staying open to new solutions helps maintain momentum in the long run.

Get Social

Strong relationships pave the way for problem-solving as well as career advancement. Building those relationships takes deliberate effort.

Communicate – For example, you’re on a video call with your team putting together an agenda for a client update and they are all distracted. Instead of letting your annoyance show, try saying, “I’d love everyone’s input on this. What else do we want the client to know that I don’t have on this list?” Inviting engagement respectfully can shift the tone of the meeting.

Share – Teams thrive when credit is shared. If you’re leading a project, make it a habit to highlight contributions from teammates, even in small ways like Slack shout-outs.

Learn – Disagreements happen. It’s how you handle them that matters. Focus on solutions instead of assigning blame. For example, if someone misses a deadline, instead of saying, “You messed up,” try, “Let’s figure out how to avoid this in the future.”

Support – If you notice a team member struggling with a task, offer to be a resource. A small gesture, like volunteering to review their work, shows commitment to the team’s success.

Galvanize – Even when projects get messy, a positive outlook can help your team keep going. For example, if a new tool isn’t working as expected, reframing the setback as a learning opportunity can keep morale from plummeting.

Practice – Start with one small action each day. For example, pause before replying to an irritating email or ask a colleague how they’re feeling before diving into work. Over time, these habits become second nature.

Next Steps

Remember the emotion log you kept last week? Pull it out. Knowing what you know now, how do you wish you would have responded in those situations? Now you have an option to experiment with the next time those triggers go off. Here are a few ideas to maintain your progress.

Reflect – Spend five minutes at the end of each workday reviewing your emotional responses and interactions. If there is something you wish you’d done differently, make a note of it. If you responded instead of reacted to a trigger, pat yourself on the back.

Experiment – Try one self-regulation technique during a challenging moment. For example, box breathe, or silently count to three before speaking. Find what works best for maintaining your composure.

Ask – Request feedback from a trusted colleague on how you handle stress during collaboration. This is a private conversation maybe over coffee.

How do you self-regulate to function better at work? Please share in the comments.

Control Yourself

Self-awareness is critical to your success at work, but it’s only the beginning. You must move beyond self-awareness to self-regulation so you can develop stronger relationships and make better decisions under pressure. Being self-aware means you understand what emotions you’re experiencing and why in the moment. In this first article of a two-parter, let’s think about how to recognize your emotions, what triggers them, and how they affect your decision making.

Recognize Your Emotions

Do you feel your patience evaporate when someone schedules yet another meeting at 4:30 p.m.? Or maybe your stress spikes when you’re asked to present in front of leadership. These reactions are normal, but not recognizing them means you’ll likely let them dictate your behavior over and over again. Try keeping an emotion log for a week. After intense reactions, jot down what you felt, what triggered it, and how you responded. Your goal is data capture. At this point, you aren’t trying to change anything. You’re seeking clarity.

Listen to Your Body

Your body often signals your emotions before your mind processes them. For example, clenched fists may signal frustration, or a tight feeling in your chest can indicate anxiety. When your heart races during a tense one-on-one with your manager, this is a physical cue. Remind yourself to pause, breathe, and do not respond impulsively. If your shoulders tense every time a particular coworker emails you, then take a moment to analyze why. Are you anticipating conflict? Understanding this pattern can help you approach your reply calmly.

Understand Your Triggers

How do you feel when your coworker interrupts you during brainstorming sessions? What about when a teammate takes credit for your work during a presentation? Does your head hurt when your manager abruptly shifts deadlines or priorities without explanation? Does receiving vague feedback on a high-stakes project haunt you for days? If you recognize the patterns in your behavior, then you can prevent your frustration from making bad decisions for you during critical interactions. Knowing your triggers lets you plan responses instead of reactions.

Get Perspective

Feedback from colleagues can uncover blind spots. You expect to get feedback from your manager, but you probably won’t get it from your teammates unless you ask. For example, if your tech lead thinks you seem dismissive when you disagree with them, that is something you want to know. You need to become aware of how your unintentional reactions affect those around you. Once you are, you can adjust your tone and body language during your conversations. If you don’t have a work bestie you trust to tell you the truth, you can use personality assessments like StrengthsFinder or Enneagram to discover your natural tendencies.

Reflect on Your Reactions

Look back at that emotion log you kept for a week. The data you collected states what you felt, the trigger, and how you responded. Now, ask yourself why you responded that way in those situations. For example, if you felt anxiety during a meeting, the trigger was a shortened deadline, and your response was raising your voice, ask yourself: “Why did I respond that way?” Maybe the answer is tight deadlines bring out your impatience. Since tight deadlines are going to keep happening, think about how you can handle similar situations more constructively. Over time identifying your patterns will not only help you identify similar emotions in real time, but also help you control them. Keep your emotion log this week and next week we’ll talk about some constructive ways to regulate them.

What emotion do you feel most while at work? Please share in the comments.

Money Missteps

Your money is more than numbers in a banking app. It’s deeply tied to your emotions, habits, and decisions. Missteps like overspending, ignoring debt, or failing to prepare for the unexpected, can quietly sabotage your financial goals. Let’s explore common money mistakes, why they are dangerous, and how to fix them, so you can take control of your future.

Impulse Spending

You’ve had a long day packed with back-to-back meetings. So, you have dinner delivered. The next day, you grab an expensive coffee. The next day you splurge on a new gadget that promises to boost your productivity. Those small decisions over the course of three days added up quickly.

Why It’s Dangerous

These habits often develop as coping mechanisms and they create a false sense of comfort while draining your resources. Work stress depletes your decision-making capacity, and impulsive purchases feel like a quick fix.

How To Fix It

Pause: Before buying ask yourself, “Do I really need this?”

Parameters: Allocate a weekly budget for discretionary spending and stick to it. Track your spending to identify unnecessary expenses and cut them.

Plan: Prepping meals and bringing your own coffee to work avoids costly, last-minute decisions and helps reduce the temptation to overspend.

Convenience

It’s easy to rely on credit cards or personal loans for emergencies and make repayment a challenge for future you.

Why It’s Dangerous

Debt often feels like an immediate solution, but it can snowball into a long-term burden.

How To Fix It

Recognize: If your borrowing is fueled by emotion (e.g., you feel shamed because your phone is three years old and your coworkers’ phones are brand new) before purchasing, write a 250-word reflection on why you feel you need it.

Research: If the purchase is essential and it’s for work, check your benefits plan. Many enterprise workplaces offer employee discounts on essential purchases.

Repay: Set aside a portion of your income to pay down debt even if it means tightening your budget temporarily. Pay off credit cards and loans with the highest rates first.

Emergencies

A car repair, medical bill, or sudden job loss can derail even the best-laid plans if you don’t have a financial safety net.

Why It’s Dangerous

Building savings often feels like a luxury when you have competing demands like rent or student loans. But without an emergency fund, you’re forced to rely on credit or loans, setting back your financial progress.

How To Fix It

Activate: Begin with a goal of saving $1,500 for emergencies, then gradually build up to three to six months’ worth of expenses.

Automate: Direct deposit a percentage of each paycheck into a separate savings account. Even $20 per week adds up over time.

Analyze: Where can you cut back without feeling deprived? Redirect funds from unused subscriptions or discretionary spending toward your emergency fund.

Action Steps

Audit: Take an objective look at where your money is going and identify areas for improvement.

Boundaries: Define clear limits for discretionary spending and stick to them.

Identify: Choose one habit, like over-relying on takeout or not saving for emergencies, that you want to change.

Commit: Make one change for the next week, like packing lunch twice or setting up automatic savings.

Evaluate: At the end of the week, see what worked and what needs adjustment.

Improving your financial habits starts with small, deliberate steps that align your spending and saving with your values and long-term goals. If you manage your emotions and make thoughtful decisions, then you can build a stronger financial future starting today.

What habit have you addressed to protect your financial future? Please share in the comments.

Presents or Presence?

I checked my data to see what I spent on the holidays last year. I have lists going back to 2020. Do you do that too? No? Just me? Okay. Anyway, I checked my data because I’m looking for ways to save money and I’m struggling. I want to be generous and I need to pay the electric bill. You too? Then let’s talk about some ways we can keep the holiday spirit without going into debt.

In a survey of Americans November 6 – 20, 2024, Gallup found we plan to spend $1012 just on holiday gifts (including gifts for coworkers) this year. If that number makes your wallet sweat, you’re not alone. With inflation still pinching budgets and financial stability on everyone’s mind, it’s time to rethink holiday spending; especially at work. You don’t have to be a Scrooge, but you do have to be intentional. There are plenty of ways to show both kindness and appreciation without spending a lot of money.

Research

Think back to last year. Did you give gifts to every member of your team, your department, and your remote colleagues? If so, consider whether that was necessary or if there’s a more meaningful (and affordable) way to celebrate this year. For example, Let’s say you work on a team of six people. Last year, you gave each coworker a $20 gift card. This year, suggest an alternative like a low-cost team activity; maybe an in-person potluck lunch or a virtual happy hour where everyone can participate without financial strain.

Redirect

If the majority of your coworkers insist on a gift exchange and it’s not in your budget to participate, declining can feel awkward. But you can do it gracefully. For example, your department organizes a Secret Santa. If you need to opt out, be direct but polite. You can say, “Thanks for including me! I’m trying to stick to a strict budget this year, so I’ll sit this one out. Have fun!” If appropriate, you can suggest an activity like coordinating a cookie swap during the gift exchange. This shows you’re still invested in the celebration and offers others who feel the same way you do a way to opt out too.

Redesign

Celebrations don’t always have to involve gifts. Instead, focus on experiences or gestures that build connection. For example, let’s say you’re part of a large department where individual gift-giving isn’t feasible. You could organize a group coffee outing where everyone covers their own drink.

Refuse

Once you’ve set a budget, stick to it. Don’t feel the need to justify smaller gifts or creative alternatives. Rehearse polite ways to decline gift exchanges if necessary. The holidays should be about connection, not financial regret. Most people value the thought behind a gift more than its monetary value. For example, you can give a heartfelt card or handwritten note expressing specific appreciation for each person’s contributions. Thoughtful words of affirmation leave a positive lasting impression far beyond the holidays while costing little money.

How do you handle holiday gifting at work? Please share in the comments.

Construct Conflict

No matter how smoothly a project starts, problems with clients are bound to happen. But conflict doesn’t have to derail your productivity or damage your relationships. The key is to have a plan in place to resolve issues quickly and constructively. When you ask the right questions you can understand the situation and use practical strategies to address it.

Why Is the Customer Upset?

Clients often react to how issues make them feel. For example, disrespected, ignored, or undervalued. Understanding the emotional undertone helps you address the real issue. So, get to the root of the problem. Is it a missed deadline, unclear deliverable, or lack of communication?

Example: Your project manager promised a deliverable by Friday, but the team discovers on Wednesday that it won’t be ready until Monday. The client is frustrated because they scheduled their own tasks based on the Friday deadline.

Strategy: Acknowledge the frustration without being defensive. Apologize for the inconvenience and provide a clear, revised timeline. For example: “I understand this delay negatively affects your schedule, and I’m sorry we didn’t flag this earlier. Here’s what we’re doing to ensure delivery by Monday.”

Has This Happened Before?

Is this a one-time issue or part of a recurring pattern? If it’s a pattern, it may signal a process or communication gap on your team’s end. Repetition of the same issue can point to systemic problems in your procedures, eroding client trust.

Example: A graphic design team repeatedly delivers drafts that don’t align with the client’s brand guidelines, despite having access to the brand kit.

Strategy: Review your internal workflows. Are team members using outdated documents? Is there a lack of clarity on what the client wants? To address recurring issues you may want to create a checklist or assign a quality controller.

Is Trust Broken?

Rebuilding trust may require more effort than simply fixing the immediate issue. Trust is fragile. If clients feel deceived, they will hesitate to continue working with you.

Example: A consultant promises weekly updates but misses two in a row without explanation. The client starts to question whether they’re a priority.

Strategy: Reach out proactively, own the mistake, and outline steps to prevent it from happening in the future. For example: “I haven’t provided the updates you were promised. Here’s a new schedule, and I’ve set calendar reminders to ensure this won’t happen again.”

Would More Communication Help?

Sometimes clients just want clarity; an explanation of what happened and what you are doing to fix it. Being transparent can defuse tension.

Example: A software development team changes the scope of a project mid-stream due to legal compliance requirements, but they fail to notify the client promptly.

Strategy: Keep communication frequent and transparent. In this case, a quick explanation could diffuse the conflict. For example, “We had to adjust the project to comply with new regulations. Let me explain how this impacts the timeline and what we’re doing to minimize delays.”

Will the Customer Participate in a Solution?

Resolution works best when both sides are involved. Determine if the client is open to collaboration or firmly in blame mode. If they’re unwilling to cooperate, then progress stalls.

Example: A financial agency submits strategy for approval, but the client rejects it without providing specific feedback, saying only, “This isn’t what I want.”

Strategy: Encourage constructive collaboration by asking open-ended questions. For example, “Can you share examples of what you’re envisioning? That will help us align with your expectations.” By framing it as a partnership, you’re more likely to get actionable feedback.

What conflicts did I forget? Please share in the comments.

Energy to Give

We have officially entered the season of giving. As we prepare for the end-of-the-year holidays, for the next four weeks, Let’s talk about a mindset of generosity and how it can positively impact your T.E.A.M. at work.

Generosity at work is a game changer. Not only does it create a synergistic environment that enhances productivity, but it also elevates your own job performance and brand. Whether you’re working on a team project, collaborating across departments, or sharing your subject matter expertise, supporting your coworkers pays dividends. But what does that look like?

Short-Term Challenge

Let’s say you’re part of a team project where deadlines are tight, and tensions are high. Even though your workload is heavy, you can’t help noticing your newly hired teammate struggling to complete their part of the project. You pause what you’re doing and offer to help them get unstuck. You listen as they explain their challenge. You ask a few insightful questions. You help them figure out for themselves what their next step is and you both move on with your own work. Your support not only empowered them to succeed but also reinforced your leadership skills. You demonstrated empathy, initiative, and emotional intelligence; all key traits of effective leaders. These traits enhance your ability to influence without authority, a crucial skill in any workplace. Plus, the rest of your team watched what you did. This simple act of generosity has a ripple effect. You created a sense of camaraderie that will improve morale, encourage a more positive work environment, and strengthen your team’s relationships. Let’s break down what you did and analyze its long-term benefits.

Long-Term Benefit

Trust: When supporting your colleagues is your normal behavior, you become a go-to person. You train your coworkers to rely on you. As you help others grow, you solidify your reputation as a valuable team player. This trust translates into getting more work done faster. By helping your coworkers, you not only improve their chances of success but also boost your own role, develop essential skills, and create a more productive workplace.

Communication: Trust encourages open dialogue. When team members feel supported, they’re more likely to communicate openly. This both reduces misunderstandings and streamlines processes. Trust decreases the whole team’s stress levels, increases job satisfaction, and contributes to a problem-solving work culture. When you help someone overcome a challenge, it not only feels good but also develops a sense of community.

Future: It is only a matter of time until you get stuck. Helping others now paves the way for asking for help later. When you invest in your colleagues’ success, they’re more inclined to return the favor when you need it. Strong networks and partners are invaluable for future projects. Imagine stepping into January with teammates who are not just coworkers but allies. People who understand your work style and appreciate your contributions. You set a cooperative tone that can propel projects forward from their beginning.

How does generously giving your energy now shape your team’s future success? Please share in the comments

Civil Service

I’m hearing the word civility used a lot lately in reference to the power skills necessary to grow a thriving workplace culture and I am here for it. We talked about appropriate ways to treat coworkers in this space before, but what is the civility trend? Why does civility matter? How can you integrate civility into your workplace?

The Civility Trend

Civility encourages coworkers to actively listen to one another, respect differing viewpoints, and collaborate cohesively despite personal differences. It helps everyone feel seen and valued, which boosts both morale and productivity. Maintaining civility is a business strategy. Policies and practices that help your team tactfully navigate disagreements are tools for employee retention. According to a study by the Center for Creative Leadership, 93% of workers consider respectful treatment a key factor in job satisfaction. More companies are integrating civility into their core values because it leads to a healthier work environment. A 2022 study by Civility Partners found workplaces that promote respectful exchanges experienced a 30% improvement in productivity and a 25% drop in employee turnover. Interpersonal conflicts challenge organizational efficiency because differing opinions and ideologies can cause rifts in relationships. Civility promotes inclusivity and minimizes workplace tensions.

Why Civility Matters

There are quantifiable financial risks of not cultivating a civil work environment. When employees experience negative interactions, they quit. A Work Institute Retention Report found that replacing an employee can cost up to 33% of their annual salary due to turnover, training, and lost productivity. In addition, there is usually a loss in productivity and an increase in the emotional toll on the remaining employees. This makes incivility a costly problem for your organization to ignore. On the flip side, prioritizing civility can offer a competitive advantage. Civility bridges divides to build an infrastructure where employees feel safe to share ideas without fear of judgment or punishment. If civility is one of your company’s values, then you will attract and retain top talent, incubate innovation, and enhance employee job performance because civility gives voice to diverse perspectives which results in better decision-making and faster problem-solving.

Civility in Your Workplace

Civility is more than just being polite. It’s the foundation of effective collaboration and communication. A civil workplace welcomes open dialogue and values each team member’s contributions. First you have to have enough emotional intelligence to know and manage yourself. You can take a personality test like Clifton Strengths Finders, DISC, or Enneagram, etc., to gain some self-awareness. Once you realize what makes you feel respected, then you can recognize what makes your teammates feel heard. When you spend time working with them, watch their reactions. Adjust your communication to not only relate to them but also build relationships. For example, when I’m facilitating a discussion, and it’s a topic I’m excited about, I have to remind myself to be quiet and let others share. I recognize a fellow introvert when I see one. I know I need to be careful to offer them opportunities to contribute to the conversation without putting them on the spot. For example: asking, “Jane, did I see your hand raised?” even if I didn’t. Then Jane has both an in if she wants to speak and an out if she doesn’t.

How do you promote an atmosphere of civility in your workplace? Please share in the comments.

Look at the Time

Leadership requires you to coach, inspire, and shepherd people as well as manage resources like time and money. If you prioritize tasks, allocate resources prudently, and keep your team on track, then you can focus on accomplishing your organization’s mission rather than getting bogged down in day-to-day tasks. Time management helps you make better decisions, balance multiple responsibilities, and respond better to unexpected challenges.

Better Decisions

If you have a team meeting ten minutes from now, will reading this article make you late for the meeting? If you are late for the meeting, do you implicitly give your team permission to be late to meetings too? As a leader, how you manage your time sets the tone for your team. If you are organized and on time, then they are more likely to behave the same way. Effective time management demonstrates you value both your own time and that of others. It respects the team’s efforts and promotes a culture of productivity and collaboration.

Multiple Responsibilities

You do everything from managing projects and teams to developing new ideas and reporting to your manager. Time management helps you put your effort where it’s needed most. Carve out blocks of time in your schedule for thoughtful analysis and planning. Making time to align your work to your team’s goals helps you identify both opportunities and risks earlier, so you can efficiently manage both projects and resources. For example: During one of your planning blocks, you realize the project your team is working on will allow your client to create a new offering. You write an email to the client bulletpointing your observation and analysis. Your client replies very interested and grateful. When you balance your time well, you can maintain high performance across all your responsibilities without burning out or compromising the quality of your work.

Unexpected Challenges

You are producing an event one week from today. During a check-in call with the caterer, you discover they have the date wrong. They have a conflict and cannot cater your event. A well-structured schedule leaves margin for you to handle crises without derailing ongoing projects. That analysis and planning time you carved out comes into play here because during it, you made contingency plans. Now you can confidently delegate tasks quickly to your team, like calling other caterers, so they can continue to function during this challenge as well as remain calm under pressure.

Mastering time management is an ongoing process. Your goal is to try something, see what happens, analyze the result, change what you don’t like, then try again. There are plenty of strategies to help you manage your time. You can browse them by Googling “time management methods 2024,” then pick one and try it for three months. If you don’t like it, Google again and repeat the process. Don’t get discouraged if your first choice doesn’t work for you. Think of it like this: When someone on your team asks how you manage your time so well, you will have multiple methods to share as well as real-life experience using them. And that’s what a leader does. They use they use the intelligence they gather to serve others.

How do you manage your time to optimize your leadership? Please share your tips in the comments.