Getting more FLOW (24 more ideas from trainees)

In a previous post, I listed the initiatives that training participants came up with for creating and maintaining more FLOW in the organisation. This post follows-up with 24 more ideas in 5 concrete FLOW  areas …

 

To get more FLOW, be sure everyone has a clear mission

  • Take the time to translate core company objectives/mission into each person’s function, especially when dealing with change or restructuring
  • As an individual, ask questions regularly to better understand how you align to the company vision/mission/values

 

…people need quality feedback if they are going to get in FLOW

  • Recognise and share success stories within the organisation
  • Talk about personal FLOW with own managers in status-updates or other regular meetings
  • Ask for regular feedback on your work

 

Teamwork and communication can help to build “self-worth” and success

  • Implement (or at least discuss) a “code of conduct” with colleagues that respects individuals’ FLOW needs
  • Ask for help from colleagues when you are out of FLOW
  • Inform your colleagues about your “high-energy” moments so that a) they know that that’s a good time for you to be working on most-important tasks; b) they will respect your need for concentration at those times
  • Avoid “indirect communications” – phone-calls and instant messaging in faster and more effective than email (but… see the part on “concentration”)
  • Learn how to say (and hear!) “NO” to (from) colleagues
  • Have time-keepers in meetings in order to help people stick to their personal priorities

 

Boost concentration at key moments

  • Turn-off email pop-ups .. or better still: CHoose when to read them
  • Close the door
  • Find a “quiet room”
  • Use ear plugs 🙂
  • Designate a room for conf-calls, rather than letting everyone on the floor follow the call !
  • Take the time to set priorities well … and stick to them
  • Install home-working possibilities for high-importance/high-concentration task moments
  • Organise office space by function

 

Find your balance between challenge and skills

  • Use job-rotation schemes to avoid bore-out
  • Create a strengths-matrix so that people know where to turn for help on specific topics
  • Hire more people (to avoid burn-out)
  • Decrease workload – outsource what is possible, even within your own organisation; drop useless activities/chores
  • Identify people who are bored and give them more of the work of people who are overloaded

 

Thanks for reading!

 

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About Dan Steer

Wandering corporate trainer, learning and development consultant, conference speaker and professional El-Magico. I help people get better at stuff by creating and facilitating Infinite Learning © opportunities. The world would be a better place if everyone was doing what he loved and doing it well. I am working to bring out the "El Magico" in everybody. Training in presentation and communication skills, leadership, social media for learning and marketing, learning and development management + personal effectiveness.

Posted on February 27, 2012, in Leadership, Self-Effectiveness and tagged , , , , , . Bookmark the permalink. 3 Comments.

  1. maarten soetaert

    4 yourself:
    – put on motivating music when doing brainless work
    – find goals and beat your previous goals

    4 others/teammates:
    – be transparant: why we do it, progress updates, (first) results, …
    – give them achievable, but challenging, goals

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