Career

Sometimes I wonder how we all survived before sticky notes. They sure come in handy for jotting down my daily reminders and holding myself accountable!

The discipline of writing out a daily prioritized task list (organized by importance and urgency) is a hallmark of a productive person. I begin each day with a to-do list, and it certainly has made me more focused and effective. (And, yes, when unexpected items arise, I add them to the list and cross them out after completion. There’s power in a sense of accomplishment!)

Here’s an idea. What if we took this concept beyond its daily application and take a “sticky pad” approach to planning our lives? After all, the most successful people begin with dreams and then establish goals and plans to make them come true.

How can the sticky note approach work for you?

Poor or random planning puts your dreams in jeopardy and, at best, makes it take that much longer to realize them. But, even if you’re not naturally a goal-setter, it’s not difficult to become one. Start by imagining what you want your life to look like. What are the large-scale goals you hope to achieve? Think of areas like your education, career, service opportunities, family, finances, health, experiences, passion areas, and interests.

Once you’ve established your long-term goals, you can set some shorter-range goals that will help you achieve them. You can set one-year, six-month, and one-month goals, all of which will ultimately contribute to the larger picture.

At the same time, don’t forget those daily to-do lists! You’ll be amazed how much more you accomplish. It doesn’t have to be a fancy leather-bound day-timer to keep you on track. Many times all you need is a vibrant-colored sticky note placed somewhere visible to remind you what you hope to accomplish that day! Oh, and once all your items are checked off the list, be sure to take some time to celebrate for a job well done. You deserve it.

“If you don’t know where you are going, you will probably end up somewhere else.”

Lawrence J. Peter

What kinds of goals have you established for the short-, intermediate-, and long-term? What strategies have you learned to help accomplish them?

We’d love to hear your ideas!

How many coaches have you had in your lifetime? 20? 30? 40? However many there have been, each was responsible for developing you in some subject or skill area. They helped grow your strengths and correct your weaknesses. When delivered in the right setting and in the right manner, their constructive criticism was a good thing, wasn’t it?

There can be a dark side to criticism, though. It can be sharp, abrasive, and downright mean-spirited. This kind of advice comes off sounding like a slap in the face instead of an arm around the shoulders. People do it because they think it gets results. Are they right?

What’s the best way to motivate people?

I’ve known people who are natural critics of everything, including themselves. It’s as though they thrive on negativity and find pleasure in correcting others. They have a distorted view of reality and can often be angry depressed, insecure, mean-spirited, or all of the above. These types usually operate on the assumption that correcting weaknesses is the way to maximize results. They are stingy with their praise. “Coaches” like this can be tough to handle.

There is another philosophy that operates from a completely different paradigm. It embodies inspiration and constructive feedback. Here, others are challenged to build on their strengths and correct their weaknesses through positive instruction and effort. Communication includes both positives and negatives, but the style embraces praise and encouragement over harsh criticism.

Let’s think about this self-reflectively for a minute:

1. Which style works better for you when you’re on the receiving end of criticism?

2. Which style do you employ when you’re on the delivering end of criticism?

I’m pretty confident we will all respond to the first question with “the first style.” But, our answers are going to vary on the second. Are we humble and self-aware enough to be honest if the truthful answer is, “the second style?”

There’s a proverb that says, “The right word at the right time is like a custom-made piece of jewelry, and a wise friend’s timely reprimand is like a gold ring slipped on your finger.” Wouldn’t it be great to have that kind of impact in other people’s life? Not only that, wouldn’t it be more effective?

Throughout your life you’ll face countless situations where you give feedback to others. You may become a teacher or coach yourself, or perhaps a manager of people. You might be asked for guidance from a friend who is going through a difficult time or a tough decision. Which coaching philosophy will you adopt? Remember, how you say it matters—a lot.

In order to bring out the best in others, the encouragement approach is far more effective. Not only is the feedback more balanced and accurate, but people put forth a more inspired effort to reach new heights when they work with someone who cares. Simply stated, people try harder to please someone they like and admire.

So, whenever you have the opportunity, be an encourager, not a critic—and always look for the best in people.

Consider the favorite teachers, coaches, and mentors in your life. What coaching style did they use? Which one comes more naturally to you? Do you actively seek opportunities to praise and encourage others? Please share your thoughts, experiences, and questions with us by commenting below; we’d love to hear your perspective!