How can you use feedback to support executive leaders with time management?

Here are some ways to use feedback to support executive leaders with time management: Conduct regular check-ins: Schedule periodic meetings or check-ins with executive leaders to discuss their time management challenges and progress. This allows you to provide real-time feedback and suggestions based on their specific needs. Identify time management patterns: Analyze the leader's schedule and tasks to identify patterns that may be impacting their time management. Look for areas where they're spending excessive time or not allocating enough time. Provide objective feedback: Offer specific, objective feedback on how the executive leader manages their time. Focus on both their strengths and areas where they may need improvement.

The mentor-coach feedback loop can be applied by observing an executive's scheduling, reflecting on current strategies, providing feedback, and assisting in implementing changes Eg, Providing feedback on creating dedicated blocks of uninterrupted work time and restructuring meeting schedules to optimize productivity. Executive leaders can receive feedback on their time management practices and take action to improve their efficiency. Eg, Offering feedback on streamlining processes and optimizing calendar management. The mentor-coach feedback loop supports executive leaders by providing specific, actionable feedback on their time management practices. Eg, Offering feedback on prioritizing high-impact activities and delegating tasks.

Uma vez que exista o Feedback o mentor realiza provocações para que ocorra um processo de reflexão de auto conhecimento. A intencionalidade do processo é ajudar as descobertas, os pontos fortes que podem ser nossas maiores fragilidades. O mentor-choach inicia um processo de provocações e de rupturas em verdades absolutas que todos temos que gera uma troca de Feedback. Cabe salientar que todos nós aprendemos por repetição, então todo líder que passa por este processo, tende a replicar em suas equipes. A coragem de mergulharmos em nossas fragilidades nestes processos é de uma riqueza sem limites.

Elevate executive time management with creative feedback loops. Encourage anonymous input through playful platforms, like a time-themed suggestion box. Implement a "time audit" where team members share time-saving tips. Host a monthly "Time Mastery" award for efficient practices. By turning feedback into a positive, collaborative experience, executives can refine their time management skills dynamically.

when giving feedback to executive it's vital to focus on three parts - First describe the scenario, what happened? when, where and how? bring some facts on the table. -Second, what was the behaviour of the Executive, was it a serving behaviour or not ? - Third, what was the impact of that behaviour on others, on team... -Fourth, What's recommended? in case it's a positive serving behaviour, then definitely continue behaving in that way during the same context. If it was not a serving Behaviour, you can recommend what behaviour we need to refrain from and what we need to start doing/acting or behaving. These 4 steps are vital to executive when managing their time, energy and focus.

Aprimore a eficiência com feedback, priorizando tarefas, otimizando a agenda e delegando de forma estratégica para líderes executivos.

It's rather a lifelong process, you do it with everyone around you as you mature and experience being wiser. mentorship/coaching's the process of opening up to the view that somebody sees something in you that they point to for your own growth and development. In my experience, we get blocked by people who say attacking or demeaning communication to us and thus, as we get older, most of us become less vulnerable, open to receive feedback. Essentially the efficiency of being open to being coachable is reflective of how open one is to growth,development of the game of one's self living their best life One essential component of this relationship is develop the ability to help your coachees discover (see something previously unseen or unknown)

Le feedback est utile sur beaucoup de sujets et pas que pour les dirigeants. On peut le décliner sous différents formats : de la boucle de rétroaction, en passant par un 360° ou une rétrospective sur un projet. A chaque fois il est indispensable de se référer à un cadre pour que le déploiement intègre toute la méthodologie et la bienveillance qui amènent à un plan d'actions d'amélioration continue.

The mentor-coach feedback loop is a dynamic system facilitating learning and development through constructive feedback. It comprises four essential steps: observation, reflection, feedback, and action. In the mentor-coach role, you observe your client's behavior and performance, reflect on their strengths and areas for improvement, provide specific, timely, and actionable feedback, and actively assist them in implementing changes while monitoring their progress. This iterative process creates a continuous cycle of improvement, emphasizing personalized development and guidance within the mentor-coach relationship.

Feedback is essential for time management because it provides valuable insights, promotes self-awareness, and enables continuous improvement. Whether it's self-assessment or feedback from peers, supervisors, or tools, the information gained helps you make informed decisions about how to use your time more efficiently and productively. Feedback plays a crucial role in time management for several reasons such as performance improvement, awareness of time usage, setting realistic goals, prioritization of tasks, accountability, stress reduction and motivation and recognition.

O Feedback é necessário para correção da rota, para que as questões importantes não fiquem emergenciais ou que se dedique tempo ao circunstancial. Quando fornecemos Feedbacks a pessoas não direciona energia para atividades que não agregam. Todos nós precisamos de que o obvio seja repetido e ao praticarmos o FeedBack exercitamos a empatia, a visão sistêmica de todo processo, exercemos de forma genuína a escuta ativa e criamos conexão com a pessoa.

One way of looking at this is to consider the power of a short conversation. A really good 30 to 60 minute conversation can transform outcomes, including in how time is used. A shift in priorities can be transformative. If such feedback meetings take place on a quarterly basis, 500 hours of work (or more) have taken place in between. If a quarter to a half of that is going in the wrong place, or without sufficient impact, that is a huge issue. Too often managers struggle to fit these meetings in. The real question should be about all the work that has been fitted in between which wasn't making the boat go faster.

Feedback helps team morale and foster continious improvement. It also helps teams to keep focus on goals as people will not too far offtrack when crucial points of operations are in the conversation all the time.

Think of this like how much you want to waste your life arriving to a fantastic pizza place by entering each pizza place, trying it, evaluating and moving on to the next. or getting map directions and recommendations to the best ones in town. The former is doing it on your own, the latter is using the power of feedback. Most people spend their life doing the former recipe to success, that is why they get slow to little result, because they stop using their time efficiently

Feedback plays a crucial role in time management as it aids clients in several key aspects. It helps them identify priorities, set realistic and measurable goals, and effectively plan tasks and schedules. Through feedback, clients can monitor progress and results, adjusting strategies and habits as needed for optimal time utilization. Additionally, feedback facilitates the recognition of achievements, celebration of successes, and learning from challenges. By offering feedback, coaches assist clients in cultivating a growth mindset, increasing self-awareness, and boosting motivation and confidence—all integral elements for effective time management.

Je ramène toujours le temps à la biologie de la personne observée afin de comprendre son fonctionnement et mettre en évidence ce qui pourrait être des pistes d'amélioration (dans son intérêt et celui du collectif). Le découpage des tâches permet une prise en considération des missions. Le rapprochement avec la notion compétences / appétences complètent le bilan et donc affine la prise de décisions dans les actions à déployer en mode expérimental.

To assess your client's time management skills, consider both quantitative and qualitative aspects of their work. Quantitative elements involve evaluating the time allocated to tasks, meeting deadlines, and the outcomes achieved. Qualitative factors include work quality, personal satisfaction, and the impact on teams, organizations, and stakeholders. Utilize tools like time logs, calendars, checklists, surveys, interviews, and direct observation to gather relevant data. By employing a holistic approach, you can gain a comprehensive understanding of your client's time management strengths and areas for improvement.

Uma forma que podemos observar o gerenciamento do tempo e escalonar as atividades em dias em que ao final do prazo seu cliente te envie uma foto da tarefas realizada. Estabeleça prazos acordados com o cliente, pois construção é fundamental neste processos. Você deve montar uma agenda de lembrete compartilhada que te avise o final de cada tarefa para que você possa conversar com seu cliente e verificar qual foi a dificuldade no processo. Não podemos esquecer que home work deve ser conferido , quando em banco escolares nós só fazíamos os deveres dos professores que corrigiam nos tarefas. A tarefa data sem check point ela fica sem significado para a pessoa.

Values versus actions. The first inquiry is about what's important to them. What are their values? What do they want? What is success for them? And once they've shared that, I ask them to show their calendar for the past two weeks and explain how they actually spent their time. For most people who want to improve in this area, they will immediately see where values and actions converge and where they diverge. It's always a light bulb moment and one of the key awareness moments in coaching. Ultimately, helping someone with time management is, in my view, less about skills and technique. It's more about helping someone acknowledge what they already know, see the truth, and build internal motivation. It's a hugely powerful kind of process.

Identify specific behaviors or situations where time management could be improved. For example, "spending long hours in meetings without clear outcomes" or "missing deadlines due to multitasking."

Si le processus d'industrialisation permet une certaine forme d'homogénéité du temps à passer par tâche, ce n'est pas forcément le cas dans la prestation de services ou les services supports. Avant de fixer un objectif temps à passer, il est préférable de bien quantifier l'incident & la valeur de la tâche, son potentiel... Servir un client en 1 minute c'est possible mais on peut dégrader la relation. Servir un client en 3 minutes (dépasser de 2 minutes la zone acceptable) c'est investir la relation client et peut-être désamorcer un conflit qui en prendrait 60 minutes. Il est nécessaire de réfléchir en méta, à 360° et de faire confiance à chacun dans sa capacité à optimiser ses réalisations dans l'intérêt du projet collectif.

Reflecting on your client's time management involves analyzing gathered data against their goals and standards. Ask probing questions: How are tasks prioritized? What's the planning approach for daily, weekly, and yearly activities? How is work-life balance maintained? Explore strategies for managing interruptions, delegation, and collaboration. Inquire about metrics for performance measurement and self-rewarding methods. This reflective process unveils insights into root causes, consequences of choices, and improvement opportunities, guiding the enhancement of your client's time management skills.

Improving time management skills can be a real challenge for some executives, as they may have built up unhelpful beliefs and habits around their own time management that they perceive as working for them. As a coach, you can ask questions about how effective specific time management strategies may be or may not be, and perhaps there may be a better way to do it. Don't be afraid to challenge your client to think about new ways to do things.

On peut lui apporter un retour 3 prismes : - comment il perçoit la gestion de son temps - comment sa direction perçoit la gestion de son temps (au sens objectif souhaité généralisé dans l'entreprise) - comment ses partenaires perçoivent la gestion de son temps On constatera toujours : des axes d'amélioration personnel, une méconnaissance du périmètre par les tiers (l'iceberg) et une confusion entre le temps à passer la qualité du livrable (sur qualité ou non qualité).

Para que el sandwich conversacional sea efectivo, es importante que el feedback sea honesto y sincero. Es importante que el feedback sea específico y ofrezca consejos o sugerencias sobre cómo mejorar. El sandwich conversacional es una técnica sencilla pero eficaz para dar feedback de manera constructiva y motivadora. Elige el momento adecuado: evita dar feedback cuando la persona esté estresada o bajo presión. Se específico: evita generalizaciones o comentarios vagos. Ofrece consejos o sugerencias: ayuda a la persona a comprender cómo puede mejorar. Sé positivo: céntrate en los aspectos positivos del trabajo o la conducta de la persona. Utilizar el sandwich conversacional para motivar a las personas y ayudarles a mejorar su rendimiento.

When providing feedback on your client's time management skills, employ effective and constructive techniques. Utilize the sandwich method, starting with a positive comment, followed by a constructive suggestion, and concluding with another positive remark. Apply the SMART criteria for specific, measurable, achievable, relevant, and time-bound feedback. Embrace the feedforward approach, focusing on future actions for improvement. Employ a coaching style with open-ended questions, active listening, and encouraging self-solutions. Maintain a praise-criticism-praise ratio, offering more positive feedback to balance criticism. This approach fosters a supportive and growth-oriented environment for enhancing time management skills.

The way I give feedback is to share what I see and set it in contrast to what my client said they want to achieve. The important thing is that it's for THEM to interpret this observation. For example, I might say, "so I noticed one thing here: You mentioned that you want to be in the office at 8:30 in the morning every day. You said that you accomplished that two out of five times this week. I wonder what you see when you look at these facts. What conclusion do you draw? And what's the implication for you?" The differentiation between observation and interpretation is really important. And this is where the roles diverge. It's my role as a coach to observe. It's the role of the coachee and client to interpret and draw conclusions.

Create an environment that enables the workforce to manage their time more efficiently. Encourage them to do so. Almost every job advert will ask that the individual applying has the ability to “work under pressure”. This shouldn’t be the norm. It’s a “break glass in case of emergency” skill. Not an every day requirement.

Once you have the list of options and ways in which to improve time management, consider 'which ones - if implemented would make the biggest positive difference'. As not all actions are equal, we want to be effective and this way we can choose which will have the biggest impact. Following this we can schedule the actions, have a reminder and then have a monitoring/reflection period e.g once a month review how successful you were in actioning it and what the results were. When we schedule things we make them real!

Uma ferramenta que colabora para a gestão do tempo e fazer o teste da Tríade do Tempo , onde identificamos o quanto de dispensado para as três espera do tempo, urgência, importância e circunstância. Analisando os resultados passamos a elaborar um plano de ação e de mudanças de hábitos muitas vezes para otimizar nosso tempo. O plano de ação pode gerar muitas reflexões e auto-conhecimento gerando uma conquista por qualidade de tempo despendida no dia a dia do processo de cada individuo.

More than time management, it is about managing priorities. And in order to be clear about the priorities, rely not just on your own judgement but align with key stakeholders like reporting manager, clients, board of directors etc. Take a holistic life view while defining priorities - include topics like family, fitness and energizers like hobbies/interests. Once priorities are clearly defined, create a plan and track progress on a weekly basis. A great tool to identify priorities is the wheel of life.

It may be simpler to use an Eisenhower matrix to understand their priorities. Time management is a question of priorities. There is never time for everything, but there is always time for the most important thing.