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The Difference Between Being Busy And Being Productive

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Midjourney

In today’s high-speed, ever-connected times, being “busy” is one of the most valued social currencies. If we’re busy, then surely we must be important, successful, valuable and living full lives. So “busy” becomes a proxy for inflating our egos, both for ourselves and for those around us. It’s because of this that being too busy to do something becomes such a valid excuse for not getting things done.  

In using “being busy” as an excuse for not doing scary, challenging, intimidating or important things in our lives, we turn “busy” into the new lazy. Think about it, how many times have you used “being busy” as a justification for anything from being inconsiderate to missing deadlines?

“The greatest enemy of good thinking is busyness.” ― John C. Maxwell

You want more success in life, but how productive do you really think you are? When asked how productive they are, most professionals will answer that they’re always so busy and manage to fit so many activities into their work day, they simply can’t do more.

But ask any of them to review how effectively they manage their time, and most of them are shocked at how much procrastination their activities actually involve. There’s a difference between being busy and getting things done and it influences your success directly.

How Can You Tell If You’re Being Busy Or Productive?

A study conducted by Stanford Professor Clifford Nass in 2009, showed that chronic multitaskers were consistently outperformed by non-multitaskers in a range of different tasks. Interestingly, the study found that even when the multitaskers were given activities that required them to focus on one single activity, the multitaskers still used their brains less effectively, suggesting that a cluttered, disorganised mind can have long-term effects that spread outside of multitasking situations.  So how can you tell if you’re a busy multitasker or a productive achiever?

Take a moment to go through the three questions below:

1. How long is your to-do list?

If you find yourself saying “yes” to everything and consequently having a mile long to-do list each day, chances are, you’re always very busy and rarely actually productive. Instead of filling up the time with tasks (usually ones that don’t really matter), productive people are selective about what they choose to do and plan strategically about when to do it. This typically results in a shorter to-do list with items that are actually completed effectively by the end of the day.

2. Are you prioritising?

While busy people are focused on any action, productive people are focused on the clarity and purpose of each action. Being selective about which courses of action are most important and focusing the right time and resources on those actions often results in more productive work being done in less time. You cannot jump aimlessly from one task to the next, hoping to get everything done. When you prioritise one task over another, always ask yourself, why am I choosing this task now? why must it come first? It’s a simple, but powerful question.

3. Are you tracking your progress?

Busy people have a tendency of equating action with accomplishment – you fit so many activities into one day, surely you must have accomplished something, right? If it takes you 20 steps to achieve something that could have taken you 5 steps, it’s obvious that you’re not using your time in the most productive way.

Productive people don’t stall their accomplishments by aimlessly tackling random tasks, they take the most strategic and direct path to achieving goals that are clearly defined and can therefore be tracked, measured and assessed with the help of detailed plans, deadlines and goals.  They want to see the return of investment in their time.

“I don’t know where I’m going, but I’m on my way.” ― Carl Sandburg

Anyone can make the transition from being busy to being productive, so you have no excuse! The first step to transitioning is being honest with yourself. Why are you always so busy? Why do you want to be so busy? Why do you want others to think you’re busy? How does your ‘being busy vs being productive’ affect your success?

These are all questions that you need to answer for yourself and be honest if you want to start onto the path of developing new productivity skills and techniques and therefore, more success in.

What things do you do to stay productive? Please 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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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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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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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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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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