Skip the Meetings That Don't Matter

How much time do you waste in meetings that don't matter?

Oh, they probably matter to someone. Whoever called the meeting must think it's necessary. But the agenda (if there is an agenda) does not include you or any goals that you are working on. Maybe it's not aligned with your mission or values. Maybe it is just a status update or something worse -- a meeting for the sake of meeting.

Do you really have time for that nonsense?

It takes courage, but it's well worth it to screen the meetings that you attend. Whenever you have a choice, if the meeting makes no sense to you and if there is a better use of your time, skip the meeting. Be polite, let your organizer know you won't be attending. Or before you send your intention not to attend, first ask if there is something relevant at the meeting that you're working on. Is there a goal that you need to contribute to? Is that a problem that you can help solve? Will the meeting move goals that you are working on forward? If so, and there is a reason for you to attend, then you know you won't be wasting your time.

I know there are exceptions. I've worked for a company that has required meetings. If team members don't attend they are charged with an absence and can be written up, even fired. It's ridiculous but it's a company policy I didn't have time to fight (sometimes when an organization is large enough we must pick our battles). But if it's NOT a required meeting, it's worth your time to explore whether or not you really need to be there.

There are other reasons you might want to attend:

- to build relationships
- to celebrate milestones
- to help people learn
- to influence change
- to trade favors
- to show support

... but if you can't find a reason, there might not be one.

Find the courage to refuse any meeting that doesn't align with your mission, goals, and priorities. Life's too short for meaningless meetings.

-- Douglas Brent Smith

Comments

Measures Matter

Some people measure quantify first and quality later. Some people measure money first and impact to the team later (not even second!). How you measure productivity might determine your character and your reputation. Put people first. -- doug smith

Your Reputation

More authority means higher levels of responsibility. More power requires more service to others, not less. What you do with your power is who you will be known as. Also, how you use the power you have creates who people will remember you as. How do you want to be remembered? -- doug smith

What You Need

Use what you've learned to become what you need. -- doug smith

New Ideas

New ideas won't break you but they can make you bigger. -- doug smith

Personally

Improving performance does require us to take our work seriously. But it does not require us to take ourselves too seriously. Taking things personally is a waste of self-esteem. -- doug smith

For example

Get good at something that won't obsolete itself. For example: emotional intelligence creating great conversations encouraging people leadership What would you add to the list? Which ones are you developing? -- doug smith

Decide

What do you want? Are you getting what you want? Intention is direction. Decide. And, then go. -- doug smith

High Performance Leadership Combination

We can rationalize anything without making it justified. Leaders should always ask: who is this good for other than me? High performance leadership does NOT mean performance at any cost. It means performance that serves a noble cause while also benefiting people. High performance leadership is a combination. Results without relationships are shallow and temporary. Take care of both, and you'll be a high performance leader. -- doug smith

Start With Kindness

When you start with kindness you don't have to stay there, but you probably will. It works better for others. It works better for you. If you're human, you'll probably relapse. It does take practice to stay the course. The course starts by starting. When you start with kindness, it becomes more naturally the way. High performance leadership develops from the core leadership strengths of clarity, creativity, courage, and compassion. Build one of those strengths today thru some act of kindness and the others will get stronger as well. -- doug smith

The Problem With Compromises

Think about the last time you compromised on something. Whether it was a big compromise or a little compromise, how do you feel about it now? While we often call it "meet in the middle" it seldom does. Compromises are not automatically fair, no matter how implied that fairness is. Someone usually gets more out of a compromise than the person they are "compromising" with. If the low end is you, you don't like it -- and you remember that. If the top end of the compromise is you, you probably forget all about it even though the inequity simmers in the background. Compromises must be constantly revisited because they are inevitably unfair. If you get the chance to balance things out, your relationship will prosper. If you miss that chance, the relationship will suffer. What's your choice? -- doug smith

High Performance Leadership

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