Success Advice
The One Solution For Procrastination You Never Heard Of
We all experience certain moments in our lives where our whole life feels like one big procrastination. I’ve read articles on what the most effective ways are to deal with procrastination and how to get more productive by doing x amount of things. They helped, but they never really addressed the problem of procrastination itself.
So I searched for something that effectively dealt with the roots of procrastination and I found an intuitive approach on how to deal with procrastination. It’s called; structured procrastination. However, since this approach is very intuitive it won’t be something that fulfills the needs and desires for the mainstream.
Only the ‘out of the box’ thinkers will love this approach. So if you’re still with me, get ready for a unique perspective on how to deal with procrastination.
What is Structured Procrastination?
In a fancy way, structured procrastination is described as the fine art of doing less, but in a structured way. But in a more operational description; instead of doing that ‘very important thing’ that you keep postponing, you need to focus your attention on other things that are on your to-do list with the consequence that it becomes more alluring to do that ‘very important thing’.
“A year from now you may wish you had started today.” – Karen Lamb
Requirements for structured procrastination
You need a certain amount of self-deception. Yes, you need to ‘lie’ to yourself or as I like to call it; you need to trick yourself. You need to trick your mind into thinking that the ‘very important thing’ is actually not that important and that the other tasks on your to-do list are more important.
Luckily, procrastinators are unconsciously an expert in self-deception. When we finally start working on the ‘very important thing’ that we kept postponing we often feel the need to reward ourselves for our good behavior. And although this may seem like a positive reinforcement of our behavior, the reward that we award ourselves is often excessive in relation with the amount of time we actually worked on that ‘very important thing’. But you deserved it, right?
How structured procrastination works
Start by tricking yourself about the priority level of the tasks you need to do. So you’re creating a situation in your mind where you lower the priority level of the ‘very Important thing’ (but in reality it’s still the same) and value the priority level of the other tasks on your to-do list as higher than the ‘very important thing’ (when in fact they’re also still the same).
When you act like the other things on your to-do list are more important then it’ll be much easier to take action on the important task. Besides that, our lives are dynamic, so every day or week, new tasks are being added to our to-do list with some even having a higher priority level.
This makes it also more tempting to get started on the important task, because it’s priority level lowers. Finally, when you’re doing all the other things on your to-do list, a momentum of execution is created which brings focus back to the most important task of all.
“If you don’t pay appropriate attention to what has your attention, it will take more of your attention than it deserves.” – David Allen
The beauty of structured procrastination is that it’s not forcing you to learn anything new. Instead, structured procrastination goes with the flow and wants you to give in to the temptation of procrastinating. That’s why you should give it your very best shot, because finally there is a solution for procrastination that accepts you for who you are and still manages to make you more productive.
What are your own unique approaches to deal with procrastination? Please leave your thoughts in the comment section below!
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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
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10. Recognize Efforts Promptly
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12. Provide Leadership Development
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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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