Positive Psychology

Is Multi-Tasking Really All That Effective? Look Again.

There was a time when multi-tasking was the big buzzword among management circles. It was a sort of a magic word that became a popular strategic component for higher productivity and efficiency. And it did seem, for quite a while, like doing multiple things at the same time, particularly for a lot of busy people, would make one more productive and end up with better, more positive results. What The Studies Say Contrary to this wide-spread misconception, several studies have shown that in most cases, multi-tasking impacts negatively on productivity and efficiency programs of both top management and executives. Here’s how it works. When you focus on more than one specific task at a time and you have to switch back and forth between these two or more tasks, this can in the end leave you less focused and less efficient. In other words, multi-tasking … when you’re focusing on many activities in a short time frame, moving from one task to the other, you are really creating a need for your brain to refocus. This can eat up your time and energy. What this actually boils down to, is … it takes longer to finish this cluster of tasks than it would if you had focused on each one individually. Learning More About Multi-Tasking Relative To Our Brain Having touched on multi-tasking’s contradictory findings from recent surveys, it doesn’t altogether mean that multi-tasking doesn’t work. It does. Multi-tasking works when you put together an activity or a task requiring concentration and focus with one that is principally physical and can be done almost automatically. This becomes possible because you can place most of your focus on one activity and have the other get done secondarily. There’s no need for you to keep shifting a sharp focus from one task to the other. An example of this would be listening to a Frank Sinatra CD while doing your workouts, or, having some casual chit-chat about that new couple next door who look like illicit lovers, while doing your house vacuuming. When Multi-Tasking Doesn’t Work. This animal doesn’t work and can be a vicious killer of focus and energy when you put together two or more tasks that require real conscious thought. For instance, you can’t be talking about saving on the power bills while doing your college thesis, or going about studying neuroscience while watching American Ninja Warrior. If you pretty much see yourself in these kinds of situations, walk away. Take a break. You don’t have to give it up entirely, but there are a few good alternatives. Get Into Single Tasking. One task at a time. It’ll save you time. As much as possible, develop this habit. If you sometimes find your back against the wall and have to cram 1001 activities into the same time and space, prioritize. Choose the most important task for the moment and focus fully on it, then work out a plan for when you can do the rest before clearing them from your mind. Chunking. It’s about time management. The whole idea is to set aside “a chunk of time” to focus on one particular task, minimizing interruptions and grouping similar tasks together like checking all your email in one sweep rather than going through them the whole day. Simply, this allows you to focus on these activities when you’ve got that “chunk of time” and eliminates the extra time you need to refocus when you’re shifting from one task to the other. So, multi-tasking? Think again.

Is Multi-Tasking Really All That Effective? Look Again. Read More »

Distractions All Around Your Workplace. How Do You Manage These And Get Back On Track?

You’re no stranger to this. That wild, crazy NBA nut case colleague of yours who has to keep tab of everything that happens in basketball in his smart phone. What about the junior exec on your right who has to answer all his calls through his speaker phone! These distractions can go on and on throughout the day. They’re big distractions … big and serious enough to get you climbing walls, right? Right. But don’t climb walls. Stay cool. You can do something about it. Distractions like these are what prevent us from accomplishing as much work as we should. After all, a University of California research did find out that an employee gets to spend only about eleven (11) minuteson a task before getting interrupted by one thing or another, or abandoning this to switch to another task at hand. And, once this flow of work gets disrupted, it’ll take about twenty three (23) minutes to get your bearings and get back on track. Here’s what productivity experts suggest you do: 1)   Literally stand up. There’s usually this guy who’d drop by your desk purportedly simply to ask a quick question but before you know it, he’s giving you a rundown on the results of the latest U.S. presidential candidates’ survey and why Donald Trump shouldn’t be leading Americans. With the twenty three minutes you’ll need to get back on track, you’ll find yourself cramming before the day is out. Stand up! The experts say. It’s easier to cut a conversation short when you’re standing than it is when this guy gets cozy and comfortable. 2)   Put up that “Don’t Disturb!” sign. This will speak volumes to those who’d just like to chat with you. And, get rid of those candy and cookie jars in your cabinet. They’re a sure invitation to interruptions. 3)   Take control of your time. If your distractions are work-related such as emails or unscheduled meetings, get into the habit of listing down things to be taken up with certain people and do it in one sweep. This will avoid back and forth email exchanges and frequent drop-ins. 4)   Recognize you also create your own distractions. Not all disruptions happen because of your co-workers. Half the time we do it ourselves. Our addiction to Instagram, for instance, Facebook or our smart phones. These can easily get you off track. Be aware of these. Control and keep them to a minimum level. 5)   Go single tasking. Experts say it’s the better way to go. It not only helps you to get more things done. It tends to make you sharper and smarter as it motivates you to attend to your priorities. Plus, it brings down your stress level. Keep these suggestions at the back of your mind. The next time a disruptive situation crops up, you’ll know what to do without climbing walls!

Distractions All Around Your Workplace. How Do You Manage These And Get Back On Track? Read More »

Happy Workplaces Are Good For Business

In management circles, it’s generally believed and accepted that a positive environment in the workplace leads to higher productivity, minimal employee turnovers and over-all better healthy outcomes. On the other side of the coin, a workplace that is hostile and insensitive, reeking with anxiety and negativity usually produces poor job performance, low creativity and little innovation. A fairly recent Harvard research study has shown that when leaders and top honchos are humble, inclusive and frequently encourage their staff to voice out their feelings or seek help, employees are generally happier and become more engaged. An oppressive corporate culture over time, simply goes against achieving positive results. What You Can Do If you’re one of the team leaders or senior managers of your company, here are three tried and tested rules that will help bring out honest and constructive feedback, important to managing your people, and ultimately, your company better. When you want to correct your employees, do so in a positive context. You may even want to criticize or confront your subordinates. That’s okay, but give out as many as three or four positive statements for every negative one you make. This makes a lot of sense. Our brains tend to focus more on negative feedbacks than on the positive feedbacks. So, when you say a lot more that is encouraging, supportive and appreciative, these will sort of neutralize the brain’s partiality to negativity and will ergo, lead to a higher degree of employee engagement. Research studies say that where there is positive communication, you’re likely to see the best results; good engagement and high morale. Center your communication on the strengths of your colleagues and employees and their unique contributions. It has almost become a habit for us to harp on what’s wrong with our employees. However, by focusing on their weaknesses alone we may just inadvertently be creating competence. By centering on their strengths, we are creating excellence. Be as specific and detailed about your positive feedbacks as you are about the negative ones. Sometimes, we’re guilty of simply glossing on their strengths much like a ship that passes in the night and yet we delve on their weaknesses like the 4th of July fireworks. Put a lot of emphasis on teamwork and commonalities. When talking about the negative incident, be objective. Try to describe the problem in detail rather than evaluating it, and identify the specific consequences that resulted and your personal feelings that came with it without placing blame. Try to stay away from arguing who’s right or who’s at fault. Instead suggest acceptable, reasonable and fair alternatives in correcting the situation. Given an understanding of the foregoing, it won’t hurt to do an honest and candid self-critique to objectively find out where your corporate culture stands. If you feel it could do with some improvements, the guidelines above could pretty well serve as starting points for your top managers and team leaders.

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