Your value as a manager is measured by what you accomplish through others. Your to-do list needs to reflect this simple truth because what you do (or don’t do) determines whether you succeed.
Analyze your current to-do list
Step 1: Prioritize each item on your list. Use the A-B-C method or any other time management system that helps you know which items should come first.
Step 2: Examine the items on the list and place each into one of two buckets:
- Tasks I will personally complete. Examples include: Develop presentation, generate report, complete expense reports, hire new employee.
- Tasks that will help my employees complete their work. Examples include: Provide feedback, discuss project hurdles, set goals, deal with team conflict.
Step 3: Determine which list has more items and the higher ranked items. You’ll probably be able to eye-ball it, but if not, convert your rating system to numbers and do the math.
Does your to-do list need to be re-prioritized?
What’s your result? More importantly, what does your result mean?
Most managers put the stuff they are personally on the hook for at the top of the list. Items from the second category often don’t make the list and if they do, they are usually low priority.
The problem with this is that your leverage is maximized through the efforts of the people you supervise. If you focus on your own actions, you miss a gigantic opportunity.
You are productive when your employees are productive. Spend most of your time on helping them succeed.
Image credit: Courtney Dirks
