@marilyndky
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Why Time Management Skills Training Is Essential for Professionals
The Implementation Reality Nobody Mentions
Here's the section that most productivity experts conveniently skip over making these changes work in the real world is chaotic, annoying, and requires much more time than anyone expects.
I've seen countless employees complete courses, get fired up about different efficiency techniques, then fall flat within a few days because they tried to change everything at once. It's like deciding to get fit by attempting a triathlon on your opening workout session.
The effective changes I've witnessed all follow a comparable method: start small, develop progressively, and expect setbacks. That industrial operation in Newcastle I mentioned earlier? Took them eight months to fully implement their new time management systems. Eight months. Not two months, not two weeks eight months of gradual improvement and ongoing refinement.
But here's what made the difference leadership commitment. The operations head didn't just arrange education for his team leaders and cross his fingers. He personally championed the transformation, modelled the behaviours himself, and created accountability structures to sustain progress.
Without that leadership backing, time management training is just pricey instruction that doesn't create enduring transformation.
Reality Check on Performance Issues
Let me share something that might make some of you uncomfortable. Certain performance challenges can be solved with better time management. Sometimes people are struggling because they're in the inappropriate position, working for the inappropriate organisation, or dealing with individual challenges that training can't fix.
Encountered this sales team in the Gold Coast where three reps consistently struggled despite numerous educational programs. What we discovered several team members were completely wrong for the role capable individuals, just in completely the wrong positions. One representative was going through a messy divorce and barely managing to cope personally, let alone professionally.
Better time management wasn't going to solve those problems. What solved them was open dialogue about professional alignment and adequate staff assistance programs.
This is why I get frustrated with course suppliers that promise incredible improvements through efficiency programs. Actual organisational progress requires recognising staff as multifaceted humans, not performance systems to be upgraded.
Where Technology Helps (And Where It Doesn't)
Time to discuss the big question time management technology and systems. Every month there's some new tool promising to transform our productivity. Nearly all of them are fixing issues that aren't real or causing additional issues while addressing trivial matters.
I've watched businesses spend substantial amounts on project management software that requires additional management than the real work it's supposed to track. I've seen teams adopt collaboration tools that generate more messages than they eliminate. And don't get me started on the efficiency software that send so many alerts about efficiency that they actually ruin efficiency.
The best technology solutions I've encountered are almost boringly simple. Collaborative calendar platforms that actually get used. Job organisation platforms that don't require a programming background to navigate. Communication tools with defined rules about when and how to use them.
That tech Company I mentioned? Their entire efficiency toolkit consisted of Google Workspace, Teams with clear communication rules, and a basic workflow system that looked like it was created years ago. Nothing fancy, nothing cutting edge, just reliable tools used consistently.
The Return Nobody Measures
Here's what really bugs me about how businesses assess time management training they only measure the apparent benefits. Efficiency improvements, meeting reductions, project completion rates. All valuable, but they miss the fundamental improvements that actually mean more in the long run.
Such as staff loyalty. When people feel in control of their work and time, they remain with the Company. That Hunter Valley production facility didn't just optimise their work planning they nearly ended leadership changes, saving them hundreds of thousands in staffing and education spending.
Or innovation capacity. Teams that aren't always dealing with emergencies have cognitive capacity for innovative ideas and process improvement. That building workers I worked with started discovering better methods in their job processes that saved the Company more money than the education expense within six months.
Consider client connections. When your people aren't stressed and rushed, they provide superior assistance. They listen more carefully, handle challenges more comprehensively, and develop better professional connections.
These benefits are more difficult to quantify but often more important than the immediate productivity gains everyone concentrates on.
Concluding Remarks
Right, I could bang on about this topic for much more time, but here's the essential message most Aussie organisations are leaving money on the table because they haven't figured out how to help their people function more effectively.
It's not rocket science. It's not even especially complex. But it does need persistence, tolerance, and a readiness to acknowledge that maybe the way you've always done things isn't the best way to keep doing them.
Rival companies are solving this puzzle. The clever ones already havecracked it. The challenge is whether you're going to get on board or keep observing your capable staff get exhausted trying to handle impossible workloads with poor support.
Productivity courses isn't a miracle solution. But when it's executed well, supported consistently, and rolled out carefully, it can completely change how your business operates. Most significantly, it can improve how your people view their work.
And in the current business climate, that might just be the distinction between success and failure.
Right then, that's my rant for today. Soon enough I'll probably have a go at annual appraisal processes or some other organisational habit that's overdue for a shake up.
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