Success Advice
3 Tips To Becoming More Productive Instantly
Have you ever felt guilty for delaying on a project? Maybe it’s putting together a slide deck for that presentation you need to make. Maybe it’s making phone calls to new clients. Maybe, to the millions of students out there, perhaps it’s waiting until 2am to start that paper that’s due tomorrow.
Well, if you’ve ever felt guilty, today we’re going to turn procrastination on its head. Today I’m going to show you why procrastinating will make you more productive and more successful – given that you use it to your advantage.
In our constantly moving culture, we villainize delay. Anyone who delays in any task is:
- Lazy
- Unmotivated
- Not “up to par”
But this begets the question: why do we procrastinate? The answer lies in biology.
Biologically, there are two main “nervous systems” in your body that dictate your mood and actions.
- Sympathetic Nervous System. Your sympathetic nervous system is responsible for your “flight or fight” response. It gets you amped up, pumps you full of adrenaline and cortisol, and makes you ready to face danger at a moment’s notice
- Parasympathetic Nervous System. Your parasympathetic nervous system is responsible for relaxation. It calms you down after a fight-or-flight response and brings you back to a state of normalcy with large releases of serotonin.
Why is this important? Well, biologically, our bodies try to avoid using energy as much as possible. Why? Because if you’re expending all of your energy jogging and doing yard work, how will you have enough left over to run away from a bear (or so your body asks)?
At the end of the day, that’s how we are designed. In fact, that’s how all animals are designed. We conserve our energy until dangerous situations, then either run or fight in a high-pressure state, and then return to a state of relaxation and grazing again.
Do you see a lion hunting at all hours of the day and night? Absolutely not. They spend a lot of their time relaxing by a lake, playing, and sleeping. Then when they need to hunt or defend themselves, they go into an intense – temporary – predator mode.
So if we want to do good work, we have to understand this essential nature of ourselves.
“Give me six hours to chop down a tree and I will spend the first four sharpening the axe.” – Abraham Lincoln
1. Procrastinate well
“When doing powerful work, the work is least important of our success.”
So how do you “procrastinate well?”
Well, if you’re reading this blog, you’ve probably heard of the 7 Habits of Highly Effective People by the late Steven Covey. Do you remember what Habit 7 is? That’s right: Sharpen the Saw.
One of my old high school teachers used to say: “Sometimes, just think about the project or paper you’re working on. Some people don’t think that that’s work. But in my opinion, that’s the hardest work you can possibly do.”
The whole idea of sharpening the saw is making sure that you’re mentally and physically prepared to do a burst of powerful work. This can take many forms:
- Sleeping
- Eating Nutritiously
- Meditating
- Brainstorming/Story boarding
- Going for a walk
- Eating a meal with a loved one
- Setting up materials
- Planning
- Thinking
“Procrastination is your body telling you that you need to back off a bit and think more about what you are doing.” – James Altucher
2. No time constraints? No results
Have you ever given yourself all-day to do a task? You probably thought: “Wow, look at all of this time I have.” And then at the end of the day, you probably thought: “Where did this day go?”
Why? You didn’t give yourself any structure. Time constraints actually allow us to get things done. When we see an impending deadline, we know that we have no choice but to deliver. But if there is no deadline, we’ll just find excuses to check Facebook, watch House of Cards, and waste time. Time wasting is poor procrastination.
Sharpening the saw allows you to do all of the preparation around your work, so that the work won’t take you very long.
Let’s look at to hypothetical scenarios in which you had 3 hours of work to do after a full shift of your job. Which of these would be more effective:
- Working late at 7pm after a 10-hour day, telling yourself you’ll just “push through it,” while you feel exhausted, hungry and burnt out.
- Going home at 7pm, eating a healthy meal, listening to your favorite podcast, calling an old friend, and then getting up 2 hours earlier than normal in the morning, refreshed and alert, to address the extra work.
I think the answer is pretty clear. So why don’t we do this more often?
The answer? GUILT.
Don’t feel guilty for sharpening the saw
I used to feel extremely guilty for taking time to storyboard out a project, or walk away from my computer to take a restorative nap.
Once I let go of this negative self-talk, I realized just how powerful this method is. I think there’s a reason why Dr. Covey left this habit for last: it’s the hardest one to internalize, but it’s also the most important factor for your success.

3. How do you do great work when it’s time?
So how do you do your great work when it’s time? Here’s how:
- Know Your Rhythm. Some people can’t do their best work at traditional hours. I myself am a night owl so I know I’m most productive after midnight. Don’t try to hide it or conform to other people’s standards. Own your rhythm
- Find the Best Environment. Whatever this means for you, you have to find the best environment to be your most focused self. Maybe it’s your desk, your conference room, or a library. Maybe it could be a coffee shop or your home office. Find what is best for you.
- Give Yourself Less Time. Think a task will take 1 hour? Give yourself 45 minutes. The added pressure will force you to focus and work at maximum efficiency. We can always work far more efficiently than we believe.
- Add Risk & Reward. Maybe you’ll have a nice dinner with your spouse if you get your work done, or maybe you’ll have to pay your friend $100 if you don’t complete your project by your decided deadline. Whatever the system, adding accountability will allow you to be effective and properly invested while you work.
As human beings, we spend too much time trying to fight our biology. But we can’t fight our natural tendencies. So why not use them to our advantage instead?
So the next time you’re feeling guilty for procrastinating, just remember: as long as you properly prepare, that procrastination is likely the key to your success.
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The Leadership Shift Every Company Needs in 2025
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:
-
Build diverse talent pipelines
-
Embrace flexible work models
-
Design compelling career paths
-
Simplify HR processes
-
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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