Tuesday, June 30, 2009

Effective E-Mail Organization

Effective e-mail management is less about time and effort and more about strategy and consistency. So how do you do it? The first step in this process is to determine your organization styles. There are three main styles1:

 

1.   Searchers: opt for minimal work up front on the grounds that they can use tools to find what they’re looking for later.

2.   Filers: believe that everything has a place and that it should be in that place so they can find it instantly.

3.   Taggers: are somewhere in between; they depend on search, but like to sprinkle hints around to make it easier for the search engine.

 

Once you know your style it becomes a lot easier to determine what will work for you and what won’t. For instance, searchers will never consistently utilize a rigid filing method. Use what works for you! The second step in effective e-mail management is learning the “4 D’s.” Before you ever consider how to file or where to move a mail item you need to consider the “4 D’s2:”

 

1.   Delete it

a.   Does the message relate to a meaningful objective you're currently working on? If not, you can probably delete it. Why hang on to information that doesn't relate to your main focus?

b.   Does the message contain information you can find elsewhere? If so, delete it.

c.   Does the message contain information that you will refer to within the next six months? If not, delete it.

d.   Does the message contain information that you're required to keep? If not, delete it.

2.   Do it

a.    If you can't DELETE IT, then decide, "What specific action do I need to take?" and "Can I DO IT in less than two minutes?" If you can, just DO IT.

3.   Delegate it

a.    If you can't DELETE IT or DO IT in two minutes or less, can you DELEGATE IT?

b.    If you can delegate it, do it right away. You should be able to compose and send the delegating message in about two minutes

 

4.   Defer it

a.    If you cannot DELETE IT, DO IT in less than two minutes, or DELEGATE IT you will need to defer it. Only defer it if the action required is something that only you can accomplish and it will take more than two minutes.

                                           i.    Also think about flagging these items for follow up.

 

So how big of a difference do the “4 D’s” make? Statistics show that if you use this method you will find that2:

 

·         50 percent can be deleted or filed

 

·         30 percent can be delegated or completed in less than 2 minutes

 

·         20 percent can be deferred to your Task List or Calendar to complete later

 

If you have to defer the e-mail and you are a filer consider one of these primary filing methods:

 

·         File by sender

o   Many people find that name associations are easier to remember than subjects.

o   You can file mail items by sender (i.e. Jay Meyer, Charlie Hamilton etc.)

·         File by subject

o   This can be a certain training course we offer

o   A market in your region

o   etc.

·         File by importance or length or response

o   Is this low, medium or high priority?

o   Is this a quick response or a lengthy response

 

By implementing these steps alone you will see a drastic increase in your e-mail productivity. If you combine them with the tips listed below you will be an e-mail super star!

 

·         Group similar messages together

·         Search folders instead of “All mail.”

·         Flag items for follow up

·         Schedule uninterrupted time everyday to process e-mail

·         File your sent items too!

·         Use rules when you can

·         Archive old items to make space

 

 

 

 

 

References:

 

1) http://webworkerdaily.com/2007/02/15/10-tips-for-organizing-your-e-mail/

2) http://www.microsoft.com/atwork/productivity/email.aspx

3) http://zenhabits.net/2007/11/obsessive-compulsives-guide-top-12-organizing-tips-plus-resources/

4) http://www.theistudio.com/muse/10-e-mail-organization-tips/

5) http://www.netmanners.com/email-etiquette/10-email-organization-tips/

 

Thursday, June 4, 2009

7 Steps to Better Habits

Greetings!

Today I was reflecting on a seminar I spoke at several months ago. I was speaking to a group of 30 or so participants. The speech went smoothly and I had many people approach me afterward to discuss how they will apply what they learned and how they will change their behavior. As much as I like to hear those comments I can't help looking back on my experience. That experience teaches me that if 8 people out of those 30 actually apply the training (i.e. change fundamental behavior) that would be above average. I started thinking about the contrast between the participants "intent" and the "reality" that very few of them would really change anything at all. As I started to dwell on this fact, I noticed one of the participants in the back of the room straightening some chairs. It was a pleasant surprise! I immediately walked over to him and thanked him for his help in re-setting the room. As I started talking with the young man, I happened to ask him why he stuck around to help out. He reluctantly explained that he was trying to overcome a bad habit. Recently his wife had pointed out that he "always" leaves a mess when he leaves a room. So, to try and overcome that habit he has been straightening up every time he gets up to leave a room. I asked him how it was working? He went on to tell me that at first it wasn't easy for him. After all, there were several good habits he was trying to form. When I asked him how he was able to juggle so many "demands" or "challenges," he responded:

"Well, I have learned to only focus on one habit per day. I have 5 behaviors I am trying to change and I work on a new one each day. As soon as I reach the 5th one I start back over. Since there are 7 days a week, I am always practicing a new habit on a different day!"

It seemed pretty simple but very powerful. Within that one concept the participant was able to draw three important points about behavioral changes. The first point touched on prioritization. It is impossible to effective work on 5 different behaviors all of the time. By shifting the priority level of each behavior he was able to make great strides. Secondly, he was able to conclude that in order to change behavior he had to be consistent. Consistency is key when trying to drop or develop new habits. The last point that he touched on was re-evaluating the approach. Many people start out with a great plan, but unless you constantly re-evaluate the effectiveness of your plan, you will often veer way off course.

The participant then went on to explain how her would apply a similar approach to implementing the training. In fact, he had already begun to prioritize the new behaviors I had been trying to educate the class on. He had also scheduled a time to re-evaluate the implementation of his plan. Eventually, he left (after a considerable amount of cleaning up) I realized there was one final piece that warranted analysis. He only changed the behavior he was displaying after it had been communicated that is should change. This is key because so many managers fail to effectively provide coaching around behavior with their teams. But, if there is no communication there will be no change. If there is no change than the inefficiencies will continue. So if you really want to change your behavior or the behavior of another follow these steps:
  1. Identify- the areas of concern
  2. Prioritize- the level of importance
  3. Plan- how to overcome
  4. Execute- the plan
  5. Re-evaluate the plan
  6. Re-peat