The document outlines Kevin Thomas's presentation on getting things done. It discusses setting up an organizational system using supplies and trays. It describes processing tasks by determining if they need action, filing, or delegating. Key elements of the system include projects lists, next action lists, calendars, and reference folders. The document provides tips for processing email, populating lists, organizing tasks by context, and conducting regular reviews.
Getting things done (an interpretation for handling e mails)Edward John Crain
Created small presentation to teach a colleague how to use "Getting things done" to keep his inbox empty, and process all his emails in an efficient way.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
Getting things done (an interpretation for handling e mails)Edward John Crain
Created small presentation to teach a colleague how to use "Getting things done" to keep his inbox empty, and process all his emails in an efficient way.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
The ability to give and receive feedback skillfully is an essential skill for any supervisor. In this session you’ll learn best practices for providing feedback that will improve the performance of your direct reports while also strengthening your relationship with them.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
Can we talk? Creating the conditions for dialogeph-hr
Have you ever walked away from an uncomfortable interaction with a colleague and found yourself rehearsing what you’d really like to say to them? When there’s something bothering you about someone you work with, do you talk to them directly, or does it come up at the water cooler when you’re talking with someone else? At this brief program, you’ll learn the basics of how to create enough safety to talk about practically anything with practically anyone, even if they work on a different team or are higher up than you in the organization.
Can We Talk? Creating the Conditions for Dialogeph-hr
Basic principles and strategies for initiating and conducting difficult conversations, to increase trust, solve problems, and create a more positive work environment. Open an inquiry, demonstrate support, use the ladder of inference, invite them to share their perspective, and have solutions focused conversations.
Description of how to document business processes with particular attention to handoffs between team members, and how to documents project roles and responsibilities in project management, and how to do stakeholder analysis and communications planning in project management.
The ability to give and receive feedback skillfully is an essential skill for any supervisor. In this session you’ll learn best practices for providing feedback that will improve the performance of your direct reports while also strengthening your relationship with them.
Principles and best practices for creating a relationship with your boss that is pro-active and constructive. Includes information on providing upward feedback, creating learning conversations, making requests, and setting boundaries.
Best practices for effective performance reviews: how to build trust, provide positive and constructive feedback, ask and act on feedback from your staff, and develop meaningful and actionable goals for better performance and professional development.
Can we talk? Creating the conditions for dialogeph-hr
Have you ever walked away from an uncomfortable interaction with a colleague and found yourself rehearsing what you’d really like to say to them? When there’s something bothering you about someone you work with, do you talk to them directly, or does it come up at the water cooler when you’re talking with someone else? At this brief program, you’ll learn the basics of how to create enough safety to talk about practically anything with practically anyone, even if they work on a different team or are higher up than you in the organization.
Can We Talk? Creating the Conditions for Dialogeph-hr
Basic principles and strategies for initiating and conducting difficult conversations, to increase trust, solve problems, and create a more positive work environment. Open an inquiry, demonstrate support, use the ladder of inference, invite them to share their perspective, and have solutions focused conversations.
Description of how to document business processes with particular attention to handoffs between team members, and how to documents project roles and responsibilities in project management, and how to do stakeholder analysis and communications planning in project management.
Elements of Employment Law for Supervisors: The Fair Labor Standards Act and ...eph-hr
The Fair Labor Standards Act (FLSA) and the Massachusetts Wage Act (MWA) establish minimum wage, overtime pay, recordkeeping and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. This session will review the basic requirements of the FLSA and MWA, including:
The legal definition of independent contractors vs. regular employees
Differences between exempt and non-exempt employees
How to determine what activities count as work for time reporting purposes, even for situations like:
travel time
on-call time
work from home
break time
Time reporting and overtime pay
To register, complete the form below.
1. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
February 16, 2017
krt4@Williams.edu
x3542
Kevin R. Thomas
Training & Development Manager
Getting Things Done
2. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• At your tables …
• Say your name and …
• 1 thing that helps you stay organized
• 5 minutes
3. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• What does it mean to be
organized?
You Write the Slide
4. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Write down the project or
situation that is most on
your mind at this moment.
• What is the very next
physical action needed to
move the situation
forward?
• What changed for you in
doing that?
Exercise
5. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• You haven’t clarified what
the intended outcome is.
• You haven’t decided what
the next physical action
step is.
• You haven’t put a reminder
of the outcome and the
action in a system you
trust.
Why things are on your mind
6. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Time
• Information
• Priorities
3 Things You Can’t Manage
7. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Action
1 Thing You Can Manage
8. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Every open loop must be
in your capture system
• Use as few buckets as
possible.
• Empty them regularly.
Success Factors for Capturing
9. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Projects List
• Next Actions (as soon as
possible)
• Waiting On List
• Someday/Maybe List
• Calendar
• Project support material
• Resource Files (folders,
books, binders, etc.)
Elements You Will Need
Make it now!
10. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Projects Next Actions
>1 Step Physical, visible
activity
Completed in <1 year
Has a “kickstarter” next
action
Projects vs. Next Actions
11. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Finalize Resolve Handle
Look into Submit Maximize
Organize Design Complete
Ensure Roll out Update
Install Implement Set-up
Project Verbs
12. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Call Organize Review
Buy Fill out Find
Purge Look into
(Web)
Gather
Print Take Waiting for
Load Draft Email
Next Action Verbs
13. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• At least 3 Paper-holding
Trays
• Paper
• Pen/Pencil
• Post-Its
• Automatic Labeler
• File Folders
Setting Up Your Workplace: Supplies
• Paper clips
• Stapler/staples
• Scotch Tape
• Rubber Bands
• Wastebasket/recycling
bins
14. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Supplies
• Reference Materials
• Decorations
• Equipment
• … anything else goes in
your In Tray.
Setting Up Your Workspace
15. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• “What has your attention
that isn’t represented by
something already in your
in-tray?”
• Write each on a separate
sheet of paper.
• Go for quantity.
• Use the “Incompletion
Triggers List” (pp.116-119)
The Mind Sweep – try it now!
16. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Start from the top
• Do not skip any items
• Give it 100% of your
attention
Processing
17. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
GTD Processing System
Part 1 of 2
Is it
Actionable?
Do it
Get clear
and
specific
about the
action
Will it take
<2
minutes?
Trash
No
Yes
Yes
No
INBOX
STUFF
Someda
y
Referenc
e
Keep in a separate 2
minute file for when you
return to your office
Tickler
File
18. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
GTD Processing System
Part 2 of 2: Action Needed, >2 min
Are you the best
person to do it?
No
Yes
Delegate
+
Waiting
On List
Does it
need to be
done at a
certain
time?
Yes
Calendar
No
Add to
Next
Action
List
19. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Use folders/tags:
o @Action
o @Waiting For
o Project folders
Processing Email
20. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Look at your Next Action
List & any project folders
• Identify projects: >1 step,
<1 year
• List all of your projects
• Make sure all of your
projects have a place on
the “next action” or
“waiting for” list
Populate the Projects List
21. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Project list that you might
not get to in the next year.
Populate the Someday/Maybe List
22. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• By context:
o Work (W)
o Home (H)
o Phone (P)
o Errand (E)
o Try it!
• Shopping lists
• Movies to see
• Books to read , etc.
Organize Your Next Action List
23. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• All day event on gcal
• Add email notification.
• Can be recurring
• Or use tasks.
Calendaring Actions
24. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Context: What can you do
where you are right now?
• Time: What can you do in
the time available?
• Energy: What can you do
with the energy available?
• Priority: What is most
important for me to do?
Decide What to Do
25. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Helps your brain trust the
system
• A few minutes here and
there
• Look at your calendar
• Then your lists
Reflecting - ongoing
26. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
• Go through processing
steps until….
• “I absolutely know right
now everything I’m not
doing but could be doing if
I decided to.”
• Get clear, current, and
creative
Weekly Review
27. Getting Things Done
Kevin R.Thomas, Manager,Training & Development · Office of Human Resources · kevin.r.thomas@williams.edu · 413-597-3542
Kevin Thomas
krt4@Williams.edu
x3542
• Program evaluation
• Program Page
Editor's Notes
“Where something is matches what it means to you.”