Success Advice
3 Hacks To Focus Deeply On And Be More Productive

In the age of social media and modern technology, we’ve lost the ability to focus. A lot of people like to say that they have ADHD, and while it’s no surprise that numbers are rising, you don’t exactly need to be medically diagnosed to feel totally scattered all the time.
ADHD or not, you definitely ARE impaired. And it’s not your fault. Our lives are designed for distraction. The ability to focus deeply on one idea at a time is becoming rarer and rarer.
“We’re now living in an Idea Economy,” according to HP CEO Meg Whitman. Whereas manufactured goods were once the material that drove our economy, ideas are now the commodity. You can only succeed if you have the agility to respond to market opportunities and quickly turn ideas into reality.
The catch-22 is that success requires deep focus
As we dive deeper into technology made to enable us and enhance our lives, we’re paradoxically seeing a huge increase in our inability to tune out inputs that distract us, sap our mental energy, drain our focus and decrease our intellectual output.
Everything we consume has been brilliantly designed to make us keep coming back for more. There are teams of people that engineer our technologies and their only job is to figure out how to make you click, share, swipe, watch, consume, and ultimately convert.
And while we’re drawn deeper into our devices, we’ve opened up more points of access than we know how to manage. I just counted. There are 12 different ways to get in touch with me at any given moment. 12! Between multiple email addresses, social media accounts, apps, and my “normal” phone, I’ve essentially given the world total access to disrupt me at any moment.
We don’t stand a chance
The brain’s reaction is automatic. Basically unstoppable. To overcome distractions, you’ve got to be bulletproof. Superhuman.
“A distraction is an alert that says, ‘Orient your attention here now; this could be dangerous,'” – David Rock
Willpower isn’t enough. It’s futile to try to exercise self control and then get mad at yourself when you can’t do it. And yet, we constantly deceive ourselves. We promise that “this time will be different,” this time we’re going to buckle down, only to realize you’ve spent the past two hours on Facebook.
Listen up: overcoming distraction is NOT about willpower. You’ve got to be more crafty than that.
The “secret formula” to find more willpower and become more productive
Here’s the good news. If you can learn to focus on one thing for an extended period of time, you can surpass 99% of your peers and people in your field. Just by continuing to keep your attention trained on one thing. One wildly important task or goal.
Focus is a trained skill. To train a skill you need to create a set of powerful habits to keep it strong. You need to train yourself to learn how to focus. Because just like focus, distraction is also a muscle. The more you flex it, the easier it is to use.
Here are 3 quick ways to immediately start training focus into your daily life:
1. No cell phone for the first 20 minutes of your morning
Rather than start your day getting sucked into the black hole of the internet, meaningless gossip, and/or important work — take 20 minutes for yourself. Wake up, allow your own thoughts to influence your entry into the day. Personally, I recommend meditation but it can be as simple as making time for yourself in the shower, or over a cup of coffee.
Cultivate your intentions without the distraction or allure of the screen, behind which lies someone else’s agenda. Technology eliminates alternatives to itself. As soon as you’re sucked in, it’s hard to get out.
2. No tech Sundays
Or Saturdays. Whatever works for you. Give yourself one day per week entirely free of distractions. What you choose to do is entirely up to you. The point is to re-invigorate the muscles that don’t require instant gratification.
What you choose to focus on and choose to ignore is a defining quality of your life. Who you are and what you feel IS what you focus on. If you’re constantly engaged in a techno-sphere of influence, how can you possibly see things from another perspective? Without time “off,” how can you distinguish your ideas from the world’s?
Last month I went to Greece to write the first draft of my book and disengaged from the internet for three days. Though the amount of work I produced was impressive (40,000 words), I was absolutely blown away by the quality of my ideas.
“The real problem is not whether machines think but whether men do.” – B. F. Skinner
3. No internet either before or after work
Just because we exist in a wifi / 4G universe doesn’t mean we always have to be on the internet.
Take me for example. The first draft of my book is due on May 1st. Every morning, before I head to the office, I carve out a few hours to write. When I write I turn off the internet.
I’ve tried the alternative and it’s just too damn tempting. “I’ll just check my email” turns into a series of clicks that lead down a rabbit hole of distraction that I had no intention of consuming. For whatever reason, our minds crave novelty.
Just because you’re not writing a book doesn’t mean you can’t take something away from my experience. Doing deep work requires intense concentration and the simple habit of clicking “Turn Wifi Off” can serve as a symbolic gesture that jumpstarts a powerful ritual.
It’s motivating to think that your ability to focus is only as strong as your commitment to train it. If you want to stand out in the 21st century and dominate your field, you need to learn how to cultivate deep focus.
How will you stay focus and be more productive? Please leave your thoughts in the comment section below!
Image courtesy of Twenty20.com
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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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