Important vs urgent: How to have a productive quiet spell

No matter what industry you work in, chances are you have periods when you have less to do.

For a lot of us, those quieter times occur routinely over the summer and at Christmas. These are typically the periods when many businesses are focused on covering staff holidays in the short term rather than embarking on longer term goals such as beginning new projects or making contact with potential suppliers. As a result, businesses across all sectors experience a quiet spell.

It’s common to panic at this point: having spare time is an uncomfortable feeling when you know how closely it relates to your bottom line. There’s a temptation to chase after short-term work just to keep busy, regardless of whether it fits your long-term aims.

But there’s a much better way you could continue to be productive during those quieter weeks.

The Eisenhower Matrix

The Eisenhower Matrix, also known as the Urgent vs Important square, is something we look at regularly with clients when we’re talking about productivity. It looks like this:

The Eisenhower Matrix or Urgent vs Important Square

More often than not, our time is taken up with work in the top left of the board – it is important and it is definitely urgent. Examples might include responding to clients’ needs or customer complaints, picking up new enquiries, giving instructions to your team or sorting out broken equipment. If you don’t complete them, there will be swift consequences: more complaints, a loss of business or unproductive time for your team.

Our natural instinct is to focus most of our time on this side of the square. The sense of urgency skews our perception of what is important and our workflow ends up being crisis-led: we’re constantly firefighting, rather than working strategically.

Often, when things are quieter, the urgent side of the square is taking up less of our time. Our first instinct is to turn to the bottom-right square: the non-urgent and unimportant tasks. Browsing the internet, wondering if you should get a new laptop bag or reading a magazine could all fall into this area. We don’t need to do them now, they’re not contributing to our productivity, but in those rare quiet periods it’s tempting to do something mindless and allow our brains to switch off.

Focus on Important but not Urgent

Instead, try turning your attention to the top right of the square: the important but non-urgent tasks. These are all the things which make a difference to productivity but for which there are no immediate consequences if they aren’t completed.

For example, strategic thinking and planning are often in this square – along with things like going to the gym. They are important to the business, or to your ability to work well, but there is no direct impact if you don’t do them. As a result, they are often put to the bottom of the list.

What’s your matrix?

When the quiet times hit, your first task should be to create your own Urgent vs Important Matrix. Focus on the Important side of the square and use it to be productive in areas that you often overlook because urgency pulls your attention elsewhere.

If you catch yourself saying, “I’d love to do that, but I never have time” – now is that time. Prioritise the tasks you never get around to but which might make a significant difference to your productivity during busier times. Using quiet spells to lay the foundations for a more efficient workflow or a tightly focused strategy will help you reap the rewards when the busier months return.

Why you need to take a summer holiday

As leaders and  managers, we all sometimes fall into the trap of thinking we can’t take time away from work.

We worry about what might happen in our absence and we look at our ever-growing to-do lists and decide it would be better just to keep at it. With other team members taking their own holidays, we often feel it’s down to us to provide consistency to the business by staying at work.

Yet there are sound reasons why taking a summer break is not only good for you, but could actually lead to a productive breakthrough that will accelerate your projects and goals.

Change the setting

Research into problem-solving and innovation has shown that we have our best ideas and breakthroughs when our brain is able to make connections between different things. Great ideas are not really ‘a-ha!’ moments; they are more like the collision of different contexts or worlds.

Yet often, when we are trying to see the world differently we do it in the same old environment, surrounded by the same old things. This conditions and limits our thinking to the known; not the best place to make a break through.

To get new ideas, take a break from your normal environment, go somewhere different to spark different thoughts and memories.  The more different the location, the more chance the environment will help you see the world differently.

Unleash the subconscious

We also know that our subconscious mind is at its most intuitive when our conscious mind is occupied by a task that is not too taxing. When we are doing something that requires focus, the subconscious focuses on supporting what we are doing. Conversely, when we are not really doing anything, then the subconscious mind is not allowed to wander, as our conscious thoughts become distracting as they wander.

To create the best conditions to allow your subconscious to focus on breakthroughs, new ideas or problem solving, occupy your conscious mind in something engaging enough to keep it occupied, while not too demanding. This is why you have your best ideas in the shower, out on a run or diving the car! So, chilling in the pool, or spending some time playing on the beach with family or friends could be just what you need.

The great outdoors

There is a whole area of psychology that focuses on our relationship with nature.  Open natural spaces, especially where there are lots of green and fractal shapes (think plants and trees) create a restorative environment, helping to restore us to our baseline levels.

That sounds a bit technical, but basically the evidence indicates that being in these spaces allows us to reduce stress and recharge. Yet where do we spend most of our time? In man-made spaces, focused on neutral colour tones and straight lines.

In a nutshell, if all you can do is get out of the office and go for a walk in the park, it will make the world seem better. If you can take a few days out to explore more of the natural world, even better.

Accessing positive emotions

On top of this, positive emotions, such as happiness, joy, gratitude and even serenity, enable us to think more widely and see connections and new possibilities. By contrast, negative emotions act to focus our thinking on the problem at hand, limiting the scope of ideas available. This concept of positive emotions was developed by the psychologist Barbara Fredrickson in her ‘broaden and build’ theory which shows how positive emotions help us thrive.

Continuing with the same old routine isn’t going to bring new, positive emotions into our lives. Staying at work day in, day out will just serve to keep us focused on the same old problems. Instead, getting away, doing something different that brings us positive emotions – whether that’s heading out onto the golf course or taking the kids for a day at the beach – will open up our minds to new opportunities.

 

So if you are thinking that you don’t have time to take a break this summer, that you are too busy, or up to your neck in alligators, then it might be time to think again. Some time in a different environment, especially a natural, restorative space, that gives your subconscious the time it needs to process the challenges and goals you are facing is probably just what you need.

In fact, you probably can’t afford not to go on holiday.  If nothing else, it will make you smile, and that alone may be enough to create the breakthrough you need.

Five reasons your team are not productive

Do you wonder why your team are not as productive as they should be? Here are five ways you could be running your business with the handbrake on!

  1. Lack of Clarity

It may seem obvious, but for people to be productive, they need to have a clear understanding of what exactly is expected of them, what rules and boundaries they are supposed to operate within and what timelines exist.

Test it:  Ask your people to describe to you their goal. Are they specific; is there a calendar date?

In the absence of clarity we are effectively saying we don’t care where we end up!  Imagine telling your team we are heading north: exactly where will they end up?  Just one degree out at the start can lead to being miles off where we thought we would be by the time we arrive north.

  1. Absence of Purpose

People will add the greatest value when they connect to the guiding purpose.  They will generously give discretionary effort when they connect with a higher purpose. Look at volunteers for good causes: they gladly give their time for free!  Your purpose provides the sense check for every decision you make.

Test:  Ask your people to articulate their understanding of the organisational purpose.

Consider: how well have you articulated your organisation’s ‘why’? In his book Good to Great, Jim Collins describes the value of a corporate purpose.  Imagine recruiting your people with all your focus on the ‘what’. If, like many organisations, your strategy needs to change, the connection with the ‘what’ is lost and their commitment is now challenged. However, your purpose should never change and therefore a team recruited to connect with the ‘why’ will happily adapt to a change in strategy: they will see it as necessary to achieve the purpose.

  1. Lack of Autonomy

Being too prescriptive, restricting the space for your people to explore and decide ‘how’ they go about delivering their objectives will feel, for them, limiting and disengaging. This feeling will restrict productivity, and your people will only do what is asked and no more as they are not expected to think. Even in environments that are heavily process-driven to maximise consistency, reduce waste and optimise output, people can be allowed to solve problems or create space for them to work on other areas of the business.

Test:  Ask your people what frustrates them most about their work.

Look for opportunities where you can involve your people in improving the business, create mini projects for them to get involved in and make an impact on the company.  When set up in the right way, these can provide many benefits; engaged people, improve collaboration & teamwork and tangible business results.

  1.    Lack of Confidence

People will hold back or fail even to get started on their objectives when they lack confidence or feel others lack confidence in them. This sense, feeling or perception creates inertia and leads to a waste of time which could cause missed milestones and costly project delays.

Test:  Ask your people on a scale of 1-10 (10 is high) how confident they feel that they can achieve their goals. Look for a 6 or above.

A lack of confidence (a number of 5 or less) stems from ‘unhelpful thoughts’. These thoughts are based on assumptions, limiting beliefs and biases. They may not be founded in fact or reality yet we allow them to have debilitating effects on our performance. Externalising these thoughts is a crucial step to removing the interference they cause. This will require you to create an environment where people feel able to share concerns without feeling insecure or threatened.

  1.    Frustrating Environment

People get easily distracted, whether it’s internal politics, perceived unfairness in how colleagues are treated or the systems and processes driving them mad. While they are focused on these environmental factors, they cannot be entirely focused on delivering their objectives. As Peter Drucker said, “So much of what we call management consists of making it difficult for people to work.”

Test:  Ask your people, if they had a magic wand, what three things would they wish for to make it easier to achieve their objectives.

Look out for these three areas:

–    Internal conflicts – a common cause of conflict is a lack of strategic clarity and purpose. It is this high-level perspective that enables priorities to be established and decisions to be validated. In the event of conflict, who wins out currently? Whose ego dominates?

–    Do your systems enable your people to do their job or do they perform in spite of them? Designing your systems around your people AND processes will enable them to be more productive.  How many workarounds exist in your business?  Have your people accepted and normalised these productivity killers?

–    Do the processes that you have spent time and money developing really exist and get followed, or are your people finding other ways to get the job done?  Have your processes been over-engineered to meet overzealous interpretations of rules and regulations?

The environment question provides an excellent source of potential value. Your people will happily tell you what’s wrong if given the opportunity – however, this comes with a health warning! Once you ask, you will raise expectations that things will change and whatever you choose to do with the feedback, above all, you must maintain an open dialogue about your decisions and the reasons behind them.

 

Thinking Focus works with teams and business units in organisations around the world, helping them achieve breakthroughs by enabling them to think differently. Our clients range from medium-sized enterprises to divisions of blue chip multi-nationals.

Working with teams on a specific issue, or across a business unit to drive productivity, we tailor the approach to deliver the desired outcome. We challenge teams to deliver accelerated behavioural change and performance improvements.