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  • using gtd when nobody else at your work do

    this is more a release of frustration than a question

    I am a recearcher working in a scientific research institution doing applied research and consultancy for a number of private and governmental clients, my department have a staff of 25 and I am not the boss. I am fairly experienced gtd user and have a well working hybrid system with a classic size planner, and outlook wich is also in sync with a cell phone in addition a tickler file and an a-z archive

    My collegues are all very dedicated scientists with little interest in adminstration and planning, few use outlook to other than mail or a paper planner to more than a calendar. most of our projects involve several persons, lot of travel lot of fact gathering and writeing and are ideal for gtd.

    Using gtd here is not very easy, few if any have heard for instance about the context next action or actions lists or gtd in general.

    any comments / reccomendations?

  • #2
    Create the Culture of GTD one Word at a time

    The best way to begin creating a GTD culture in your organization is to ask the question few initially recognize as GTD:

    > What's the next action? <

    Ask this at the end of a meeting, an encounter with a co-worker, etc. Not everyone is going to see the need for GTD, but the more regularly you are the one asking the kinds of questions that are moving your organization forward, the more others will begin taking an interest in the system you espouse.

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    • #3
      Originally posted by haga2000 View Post

      Using gtd here is not very easy, few if any have heard for instance about the context next action or actions lists or gtd in general.

      any comments / reccomendations?
      I have found that reading and implementing GTD is a very personal thing. For me, it was an admission that I do not have skills that others have innately (organization) and that I needed help. I was, and still am, a victim of "I have to bring this tomorrow so I will put it in front of the door where I will trip over it" (my favourite is to put a note on the coffee maker - I won't miss that!).

      It may be frustrating if they don't use GTD, but they probably have a system of their own that they are comfortable with. And after all, that's what your "Waiting For" list is for.

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      • #4
        I simply apply myself to GTD and wait to hear comments like, "How do you always get things done on time? and "You can give it to him because he'll get it done."

        Your effective use of the GTD way of work and life will slowly be surely begin to transform your work culture.

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        • #5
          Or all the tasks will be delegated to you...

          Originally posted by GTDWorks View Post
          I simply apply myself to GTD and wait to hear comments like, "How do you always get things done on time? and "You can give it to him because he'll get it done."

          Your effective use of the GTD way of work and life will slowly be surely begin to transform your work culture.
          Or all the tasks will be delegated to you...

          Comment


          • #6
            Originally posted by Todd V View Post
            The best way to begin creating a GTD culture in your organization is to ask the question few initially recognize as GTD:

            > What's the next action? <

            Ask this at the end of a meeting, an encounter with a co-worker, etc. Not everyone is going to see the need for GTD, but the more regularly you are the one asking the kinds of questions that are moving your organization forward, the more others will begin taking an interest in the system you espouse.
            By asking this regularly the others will recognize that you are keen to get results in meetings.

            Furthermore keep an eye to your "Waiting For"-List and don't hesitate to remind your coworkers considerately that you wait for overdue items.

            Yours
            Alexander

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            • #7
              Interesting points.

              I don't really worry about whether other people use GTD. I use it because it helps me. If other people are having problems and express frustration with their systems (or lack thereof), I recommend a solid principle or two. But, hey, plenty of people are content and productive without GTD, right?

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              • #8
                I too find that the most effective strategy to broaden GTD implementation at my office is to be the embodiment of GTD. I've had pretty-good success by waiting for colleagues to come to me with questions. Here's how I pique their curiosity:

                -Use the vernacular: "What's the Next Action", "This is a 20,000ft issue", "I've tickled that for the 18th"

                -Overtly use your GTD gear. For me its the voice recorder (some people find it a an extra administrative step, I find it to be the fastest capture method bar-none). I purposefully use the recorder to remind myself of a key next-action in front of a stake-holder, and then follow up on it like clockwork. My biggest GTD coaching success story started with a friend who asked me about the recorder after a meeting.

                -Become a steel-trap. Once something goes into my system, it never disappears (unless I want it to). It's amazing how many good ideas and casual commitments end up disappearing down some black-hole. With a trusted system these are easily brought back into you FOV at the right moment. People will begin to wonder how you do it. Or even better yet, begin to mention things to you as means of reminding themselves... and the reminder email or call becomes the perfect segue for an introduction to GTD.

                -Ethan

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