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How to Organize Your Time: Prioritizing

Quote: As you plan you're always prioritizing - whether you realize it or not. When you say, "I don't have time to do this," you're really saying, "I choose to do something else instead." Consequently, understanding what criteria to use when you make your choices is a critical factor in setting priorities. Sunny Schlenger

Priority, Which Priority?

Deciding your priorities can be a difficult task, especially when everything seems to be of utmost importance. First, you need to decide your "priority categories". You can name your priorities in a way that reminds you of their true significance. You can designate them as:

 
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Reframing the language you use so that you present more positively in the work place

It is important to understand how to use language that accepts credit and to practice delivering the positive phrases.

As the building blocks for this you need to build credits that you can honestly and authentically claim and to create a habit of asking yourself each day what three things went well and write them down. If you can't find things that went well -  try harder.  The list of things that didn't go well will come easily to mind. You need to make building this list of successes an automatic activity.

 
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Template Twitter strategy for Government Departments

by Neil Williams 21. July 2009 10:39

Guest post by Neil Williams, head of corporate digital channels at the Department for Business, Innovation and Skills (BIS). Neil blogs at http://neilojwilliams.net/missioncreep and is @neillyneil on Twitter.

You might think a 20-page strategy a bit over the top for a tool like Twitter.

After all, microblogging is a low-barrier to entry, low-risk and low-resource channel relative to other corporate communications overheads like a blog or printed newsletter. And the pioneers in corporate use of Twitter by central government (see No 10, CLG and FCO) all started as low-profile experiments and grew organically into what they are today.

 
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How to Successfully Network in a Male Dominated Environment

Posted: 13 Apr 2010 10:15 PM PDT (http://wemagazineforwomen.com/)

By Marny Lifshen

Finding the time, energy and confidence to network can be tough for anyone - even successful business women.  But women who work in male-dominated environments can find networking even more challenging. It can be an intimidating and isolating situation, and is more common than many might think despite the approximately 70 million working female Americans (38 percent of whom are in professional occupations).

A friend of mine is an environmental engineer, and a senior level manager at a huge engineering and construction firm.  She shared with me about how tough it is to travel - which she does regularly - for work as the only woman on an eight-person team.  As much as she likes and gets along with her male co-workers, she does find it hard to really bond with them as the way they do each other.  Everything from choosing restaurants to relating to the workers on the construction site is just plain different for her.  Her story really brought home for me the daily challenges for women networking in predominantly male environments.

 
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Now, more than ever, it is important to implement programs that can transfer knowledge as well as develop aspiring individuals across the sector

This guide provides practical advice to anyone who wants to set up or improve an existing mentoring program. It was developed by applying national mentoring benchmarks and using the experience of mentoring coordinators.

Mentoring exists in all workplaces. It occurs informally when people learn from others, and choose to model and adopt behaviors and attitudes of colleagues they respect and admire. But when a leader actively supports formal mentoring it steers this style of learning towards a desired business direction. This guide aims to assist in establishing a formal mentoring program.

Formal programs differ in how they are structured and the outcomes they achieve. However, mentoring programs that are supported by management do share common characteristics. This guide will help identify the common factors of successful programs and demonstrate how they can be implemented in the workplace.

click here to view

 
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How To increase the number of women executives in Govt

SASP Target 6.23 - Women

Target 6.23 in South Australia's Strategic Plan aims to have women comprising half of the public sector employees in the executive levels (including chief executives) by 2014. Women currently comprise two thirds of the entire public sector but just over one third of executive level positions. This target seeks to redress that imbalance and ensure that South Australia has a high-performing, flexible and responsive executive group.

To ensure that the South Australian Government achieves the target, the Office for Ethical Standards and Professional Integrity (ESPI) uses the key strategies set out below. Click the links to view resources associated with each strategy.

Strategy 1: Targeted marketing to attract increased applications from women for executive positions

What is happening?

  • To showcase the value and attractiveness of executive roles, executive women from across the sector are providing their career profiles detailing their aspirations, career pathway, achievements, and work-life balance. The profiles are displayed here.  
  • A greater understanding of the reasons for executive women leaving the sector is being gained by the implementation of an exit survey across all public sector agencies
  • New monitoring and reporting mechanisms are being developed to track applications for executive positions including the ratio of female to male applicants, the number of internal versus external applicants, and the use of external consultants
  • Agencies are being encouraged to ensure a gender balance in selection panels. The ratio of male to female members on selection panels is being monitored
  • Women in Leadership; achieving 50% representation, a good practice guide for the recruitment of women to executive positions is being developed.
  • Kathleen Townsend Report on Women in Leadership     
Strategy 2: Improve executive capabilities amongst women in executive positions and executive feeder groups

What is happening?

  •  Agencies are being encouraged to use performance management frameworks to identify potential candidates for executive roles and to identify development options
  • Agencies are required to ensure that a range of senior management and executive competency development options are available to meet the development needs of individuals. A survey of those in the executive feeder groups will track the use and success of development options
  • The South Australian Executive Service provides many development options for PSM Act executives.
Strategy 3: Assure that Chief Executive, Human Resource Directors and Divisional Heads demonstrate commitment to employing women and executive levels

What is happening?

  • Agency Chief Executives are required to meet an annual target as specified in their performance agreements
  • Each agency is required to have an implementation plan specific to their agency to meet their target
  • The length of contract and remuneration for both genders is being monitored.
  • Commissioner for Public Employment presentation to Senior Management Council Wednesday 22 July 2009.
Strategy 4: Make SA government the women�s choice of employer: work life balance initiatives

What is happening?

  • Agencies are exchanging information on initiatives that have proved successful in increasing the uptake of flexible work arrangements by women executives. This is being facilitated by the Office for Ethical Standards and Professional Integrity.
  • Flexible Work Arrangements - SA Public Sector case studies: Job-share
Best practice examples

ESPI has reviewed agencies T6.23 implementation plans and identified these strategies, as best practice:

  •  Identification of senior champions who will offer advocacy, mentoring, sponsorship and support to women interested in progression at the division level (currently being developed by the Department of Health)
  • Parental Leave Package - A communication tool for staff on long term leave (Department of Water Land and Biodiversity Conservation
  • Succession planning (Department of Water, Land and Biodiversity Conservation and Department of Trade and Economic Development).

Commissioner for Public Sector Employment Women in Leadership Guideline

A guideline for the management of executives from recruitment to contract cessation has been developed by the Commissioner for Public Sector Employment Commissioner for Public Sector Employment Guideline - Women in Leadership

ESPI also coordinates two whole-of-government groups that advance the Target:

Women in Leadership South Australia

This high-level reference group is chaired by the Commissioner for Public Sector Employment and provides high-level leadership on T6.23 and these SASP targets:

  • T5.1 Boards and committees: increase the number of women on all State Government boards and committees to 50% on average by 2008, and maintain thereafter by ensuring that 50% of women are appointed, on average, each quarter 
  • T5.2 Chairs of boards and committees increase the number of women chairing state government boards and committees to 50% by 2010.

Agency Champions Group

A champion is a committed, enthusiastic individual who will energetically and passionately represent the interests of women in achieving and retaining leadership roles. We have gathered a significant group of champions to drive achievement of the T6.23.

Specifically the Champions are working on implementing the strategies of the across government plan within their own agencies and developing new initiatives across government that create and support pathways to leadership. The Champions Group benefits its participants by providing an avenue for the sharing of experience and knowledge.

The Champions Group was formed through, and is supported by, Women in Leadership SA.

The champion's profiles are available here.

Meetings commenced late last year and have been scheduled to occur throughout 2010. 

 
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How to work when you're tired

ALI HALE, FORBES.COM

March 9, 2010

Woman asleep on laptop.

Coping with little sleep ... There are strategies you can put in place to get through the working day.

All the tools you need to stay focused throughout the day.

Up late last night? Couldn't get to sleep, or woke up just to stare at the ceiling for hours in the middle of the night? Or are you just plain tired?

We all have days when we just don't feel energetic and with it. But when you've got work to do-whether in your job, building your own business or around the house-you can't simply go back to bed. You need to stay alert, make the most of your day and avoid getting distracted or making silly mistakes.

Here's how to work when you're tired:

Be clear about what you want to accomplish

It's always a good idea to have a clear goal in mind, but especially when you're feeling tired or otherwise sub-par. Sit down and think about what you need to get done today. If you're working on a big project, what exactly are you going to get done? The next chapter? That section with the statistics you need to look up? Even if you're spring cleaning, don't just do whatever catches your eye-make a plan.

It's very easy to start meandering into lots of unrelated tasks, if you don't have a clear focus on what you want to accomplish. I'm sure you've had days where you've looked back and wondered where your time went-well, this is how to make sure you spend your time on something worthwhile.

Get ruthless about distractions

Again, this is always good advice-but when you're tired, it counts double. Stay out of your email, don't log into Facebook and don't keep taking breaks from the task at hand. It's easy to get distracted when you're not focusing well, and falling prey to diversions only makes it harder to concentrate.

You know what it's like to "just check Facebook" and spend the next hour looking at your cousin's holidays snaps. Every time your attention wanders, direct it straight back to what you're supposed to be working on.

Drink plenty of water

Dehydration saps your concentration, so make sure you're sipping water regularly when you're tired. Although caffeine can supply a temporary boost of energy, try to go easy on the coffee: you'll only crash otherwise. Ditto for sugary sodas.

I like to keep a bottle of water on my desk, within easy reach: because it's next to me, it's easy to remember to drink from it. And because the bottle has a screw cap, there's no chance I'll accidentally tip it into my computer's keyboard.

Keep moving around

If you're feeling sleepy, the worst thing to do is to sit down somewhere warm and comfy-you'll almost certainly nod off! Instead, make sure you move around frequently: get up and stretch, go for a brisk walk, get your body temperature up a bit. This is an especially good idea if you get that mid-afternoon slump: walking around will shake it off.

Take a shower

Getting into a shower will really wake you up when you're feeling sluggish. If you're struggling to even get out of bed, head straight for the shower. As soon as you're under that running water, you'll feel considerably more alive.

If you work from home, a mid-afternoon shower can be a great pick-me-up when you're tired. If you're in an office, splashing your face with cold water is a good refreshing alternative.

Perform easier tasks

If you're feeling really tired but you still need to get some work done, try doing your more routine tasks: things like replying to emails, filing documents, making minor website updates and so on. Often, your energy will naturally pick back up while you work.

Ali Hale is a London-based professional blogger and post-graduate student of creative writing. This column originally appeared on the blog, Dumb Little Man.

Published:- http://www.theage.com.au/executive-style/management/how-to-work-when-youre-tired-20100309-pul4.html
 
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