Town Hall Academy Episode 109: How to Handle the  Information Overload, Workload, and All That You Have to Learn

Key Talking Points:

Mark Roberts

• Prioritize – Decide on what’s important, then focus.  Limit distractions to avoid information overload. I don’t have any email or social media alerts turned on. My phone stays on silent or dnd most times.
• Trust and empower your staff (delegate)
• Clear your head. Write things down in order to get them out of your head. I use an app (Remember the Milk) for most daily things. Do it, delegate it, defer it, or drop it.
• Exercise. There are lots of benefits to this.

Donny Seyfer

• How, when, and how long are the best to learn new things?
• Filters our brain automatically sets to ignore what we either don’t want to hear or don’t understand
• Neural pathways, what they are and how to mow the lawn on them.

Rob Rowsell

• What’s your system for breaking down the mountain of actionable items you get from this type of an event? If you don’t have a system, you won’t get much done. Select 3-5 items that must get done before you move to other items on the list.
• The Working on it Tuesdays (WOIT) strategy ensures I don’t forget items at the “helicopter level”. Those are tasks only I can do. We’ve all heard of “Working ON my business, not IN my business”. I dedicate this day/time for that. This is uninterrupted “Maker” time, not “Manager” time.
• Set realistic, measurable quarterly goals. This also applies to education time. Your coach can help with this. I’m amazed how people overestimate how much can be done in three months, then underestimate what can be done in a year. Write and review what’s most important to get done this quarter, then break that down to what you can knock out weekly. Attack the portion of the list that is “maker” time on Tuesdays. That will really help “move the ball down the field”.
• Assign the $10/hour items on your list to a team member. That is a huge help to avoid information overload. Overloading on tasks that can be assigned to an assistant  or outside vendor, minimizes an owner’s value. Delegate any $50/hour or less work  to someone else. This is helicopter level thinking. The value we bring to the table is $500/hour+. Although this may be foreign to some, thinking like this will start the process. I once thought I had to take out the trash to set the example for my people. Little did I know I was hurting them by not working on what really made a difference for the company they work for.

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Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 15 – Discipline Determines Destiny

What disciplines are lacking in your leadership through change?  Is the lack of discipline the root cause of your challenge to change? Are you a highly disciplined person? What disciplines do you practice?

Purpose and goals are achieved through discipline. Start today on your road to discipline. There are many rewards to discipline: less stress, more productivity, positive impact on others, opens doors of opportunity and reaching your goals with purpose.

It all starts with you and your habits. Your people will do what you do. You cannot say one thing and then do another.  So it’s up to YOU!

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.

Review parts 1 through 15 for details and thinking, then utilize the Recipe for Change.

Part 14 – Look in the Mirror

Why can’t I change?  That’s a great question. It’s hard to answer, but there is hope. I was talking to a shop owner, and he kept telling me his people would not do what he asked them to do. He could not find people to work in his business, and he has owned this shop for 10 years. He was blaming other people, so I pulled the trump card and hit him between the eyes.

I shared with him it was HIM that was the problem. His lack of Leadership and Management skills were his biggest hurdle. By the way, he is working around 100 hours per week; I would say he is on a death march. As John C. Maxwell says, “everything rises and falls on Leadership.” Do you believe this shop owner can change his ways? Or perhaps it’s YOU and your business that needs to change.

Where will you start? What will be your pathway to change? What’s wrong with you? How do you shake the bad behavior? How will you turnaround your condition? Can you truly transform?

GREAT NEWS – YES YOU CAN!

It all starts with your thinking, because your thoughts govern each area of our lives – emotions, decisions, actions, attitudes and words – any lasing transformation must begin with your mind.

You need a new way of thinking by renewing your mind.

You renew your mind by beginning a personal development journey.

When you think right, you’ll act right.

The Recipe for Change

When you’re baking a cake, there are certain ingredients that are necessary for the cake to come out as planned. You need to follow a step by step procedure. Include all portions as described, mix as indicated, then cook for the optimum time and temperature. Any variation from the recipe may cause an incomplete and utter disaster! If you don’t follow the recipe, you will not get the results you were expecting.

When you’re leading your company and staff through change, a recipe would be very helpful, so here it is:

1. You must be totally committed to the change (1 gallon)
2. It must be well defined and written (1 pint)
3. You must be willing to accept the push back and resistance (1 quart)
4. Create the WHY story to sell to sell your staff (Five Pounds)
5. Talk to them one-on-one (1 Tablespoon)
6. Give them time to adjust mentally to the change (Let Marinate 1 week)
7. Let them express their feelings (Snap-Crackle-Pop)
8. Set a rollout date for the change to occur (Cook Time 10 Days)
9. Have many training sessions before rollout (Mixing steps)
10. Establish the change as a habit (Tasting the results)

This is a quick and simple recipe for change. Follow the ingredients and steps, and see what results you will achieve. Review parts 1 through 15 for more details and thinking.

Management is the formula.

Leadership is the essential catalyst.

You are the stick that stirs the ingredients.