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5 Reasons Why You Need to Ditch Your To-Do List to Be More Productive

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How often do you use your to-do list? Do you use it on a daily or weekly basis? The truth is, it doesn’t really matter. We all seem to be looking for that simple solution to systemize our planning and get everything done, yet with all the advice and tools out there, it’s certainly not easy to put into action.

In fact, that’s the first problem, there’s too much out there! Wouldn’t you agree? Never mind an ever-growing to-do list haunting you each day. When I started working as a productivity coach, I always struggled to master my to-do list.  I starting adding columns for time estimates and priorities, but I never seemed to feel very productive with it. Over time I started to find that without my to-do list, I was actually more productive.

Below, are 5 reasons why you should consider ditching your to-do list:

1. Not having a list forces you to schedule your tasks

Productivity is all about action; this is my top reason for ditching the list.  When something is on a list, there is no action, but when it is in your calendar, you are more likely to take action. When you want to put something on a list, take a minute to think about when the best time to do it is. Then schedule it directly into your calendar.

Don’t put it on a list; you commit when you schedule. You can always reschedule the task, but if you have all your to-do’s in your calendar, you can also see how much time you actually have and this forces you to prioritize as well. Maybe you don’t actually need to have that item on the list in the first place.

“If you spend too much time thinking about a thing, you’ll never get it done.” – Bruce Lee

2. A never-ending list only makes you feel overwhelmed

Having a long to-do list is very overwhelming and frustrating. It’s not exciting to know that you have a million tasks to still get through and every day you will keep adding more. The mind gets overwhelmed and you wonder how you will ever get anything done. That is counterproductive and leaves you feeling like you will never see the end of the list. Why do you want to do this to yourself?

3. A to-do list gives you a false sense of accomplishment

Another form of procrastination happens all the time with lists; choosing items that will give you quick gratification and menial tasks that don’t really need to be done. I’m betting most people choose tasks based on other criteria than importance; tasks that make you feel busy, but get you nowhere. You will most likely tick off the easy tasks to give you a sense of accomplishment, but you know you really aren’t getting any closer to your real goals.

4. Don’t have so many systems to co-ordinate

Having one less ‘system’ to use helps you save heaps of time. You don’t need to have an extra list where you spend time writing everything down and then again, reviewing it regularly. Imagine how much time is saved there alone. You can keep your notes and your future ideas and plans in another system.

If you use Google Keep, it works really well to keep your notes and ideas there and you can even put reminders for the future linked to your calendar so you know you will come back to it. There are other ways to keep your notes.

“People are remarkably bad at remembering long lists of goals. Clarity comes with simplicity.” – Brendon Burchard

5. To-do lists are unclear

Last but certainly not least, this was the first frustration I found with the lists. Not having any idea what the priority level was or how long the task would take. So, I started adding columns to my lists, including how long I think the task would take and how important it was. Going through that list though, wasn’t so easy and it just felt like such a huge task every day. I knew something was amiss.

I felt so free the day I decided to ditch my to-do list. At the end of the day, productivity is about doing things smarter, and I think it’s clear that to-do lists are something of the past, or they should be. To-do lists don’t help you free up more time, they take time away from you!

Not all the tools and tricks of the past work today and this is another example of that. The most productive people don’t use lists, they schedule their to-do’s and if you really want to take your productivity to the next level, you should too.

Are you still using a to-do list? If so, what are you experiences with it? Leave your thoughts below!

Kirstin O’Donovan is a “multinational” productivity coach, author and founder of TopResultsCoaching an international company providing coaching services in nearly a dozen countries. With over 10 years working in the field of coaching and personal development, she provides her expertise to help individuals create the life and results they desire.   Kirstin also writes for various international publications in personal development. Kirstin, a certified NLP Practitioner, holds various qualifications, certificates and credentials related to personal and business coaching. She is the author of ‘Maximize your time to maximize your profit’ and Co-Author of ‘The Confident Woman’ and ‘There is GOLD inside YOU.’

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Entrepreneurs

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.

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Bridging the gap between employees and employers
Image Credit: Midjourney

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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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

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entrepreneurial leadership skills and traits
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When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)

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Entrepreneurs

Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs

Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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how to build a business empire
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Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)

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Change Your Mindset

Why Ideas Are More Valuable Than Resources for Entrepreneurial Success

Discover why ideas, not resources, are the true driving force behind entrepreneurial success, innovation, and lasting growth.

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Power of ideas in entrepreneurship
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History shows us that the greatest minds, Albert Einstein, Thomas Edison, Oprah Winfrey, Michael Jordan, Walt Disney, Stephen King, and countless others, faced failure early on. Yet, instead of seeing failure as the end, they treated it as a comma in their story, not a full stop. (more…)

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