GUIDELINES TO NRDC feb 24 2014
GUIDELINES TO NRDC feb 24 2014 GUIDELINES TO NRDC feb 24 2014
Step 3: Eliminate Time WastersIntroductionHomeworkThird step is to get rid of time wasters. After analyzing your log, you'll spotthem. Some you can get rid of now; others will take more effort.To save time and build credibility, do your homework before meeting withpeople. You won't waste their time and they won't waste yours.Boss'sprioritiesKnow your boss's priorities.Don’t waste time--x Doing the wrong work.x Explaining why.x Doing it over.InvolvingpeoplePassing timeMake two listsWork overloadInvolve the minimum number of people in an action. Or you'll waste time--x Clarifying their responsibilities.x Coordinating their actions.x Settling disputes over resources and turf.Train yourself to be subconsciously aware of passing time. Then you won'tbecome so absorbed in a task that time passes you by. Practice keeping timewithout a watch--you'll soon be able to tell the actual time within ten minutes.Make a list of the seven most important things you must do, and then do themone at a time. Also make a list of things not to do:x Low payoff jobs--unless you've done high payoff jobs first.x Mindless requests for your time and effort.x Jobs that others should do themselves.x Dumb things because of what they might think or say about you.Don't waste time trying to do the impossible--you'll have little to show for it.If overloaded with several short fuse actions, ask your boss these questions:x Is this a real priority?x If you want this done now, what other high priority jobs can I put aside?x Is the suspense date realistic?x Would an interim reply be OK for now?x Can we shift resources (overtime, people, equipment)?x Which actions could we risk completing late or perhaps not at all?After talking things over, perhaps all you'll need to get over the hump is afew phone calls and some borrowed manpower.NRDC GRC – Staff Handbook 3-10
- Page 25 and 26: SubsystemsIntroduction This section
- Page 27 and 28: The Five Functions of ManagementInt
- Page 29 and 30: Types of ManagersIntroductionThis s
- Page 31 and 32: Staff Officer RolesIntroduction Peo
- Page 33 and 34: Managing and LeadingIntroduction St
- Page 36 and 37: Managing Things and Leading PeopleI
- Page 38 and 39: Delegation of Authority, ContinuedI
- Page 40 and 41: Managing Your BossIntroduction Do y
- Page 42 and 43: Chapter Summary, ContinuedKey point
- Page 44 and 45: The Staff Officer’s WorldIntroduc
- Page 46 and 47: AnticipationIntroduction Ability to
- Page 48 and 49: InitiativeIntroduction A sharp staf
- Page 50 and 51: Initiative, ContinuedKeepingactions
- Page 52 and 53: Guidance, ContinuedWhen to seekguid
- Page 54 and 55: Perspective, ContinuedPride,passion
- Page 56 and 57: Written Sources of InformationIntro
- Page 58 and 59: Providing Information and Building
- Page 60 and 61: Completed Staff Work, ContinuedPrep
- Page 62 and 63: Staff Doctrine, ContinuedBackground
- Page 64 and 65: Chapter Summary, ContinuedKey Point
- Page 66 and 67: Efficiency and EffectivenessIntrodu
- Page 68 and 69: Efficiency and Effectiveness, Conti
- Page 70 and 71: Step 1: Record Use of TimeIntroduct
- Page 72 and 73: Step 2: Analyze ResultsIntroduction
- Page 76 and 77: Step 4: Overcome Barriers, Continue
- Page 78 and 79: PrioritiesIntroduction Setting and
- Page 80 and 81: The Pareto Principle (80/20 Rule)In
- Page 82 and 83: Doing Things One at a Time, Continu
- Page 84 and 85: Chapter Summary, ContinuedTopic Sum
- Page 86 and 87: Planning a MeetingIntroduction This
- Page 88 and 89: Preparing an Agenda, ContinuedSampl
- Page 90 and 91: Opening a Meeting, ContinuedLeaders
- Page 92 and 93: Getting People to ContributeIntrodu
- Page 94 and 95: Concluding a Meeting, ContinuedMinu
- Page 96 and 97: Interactive RolesIntroduction This
- Page 98 and 99: Planning and Opening an InterviewIn
- Page 100 and 101: Conducting an Interview, ContinuedQ
- Page 102 and 103: Chapter SummaryKey points This tabl
- Page 105 and 106: Chapter 5Solving Problems and Makin
- Page 107 and 108: Step 1: Define the ProblemIntroduct
- Page 109 and 110: Step 2: Gather Information, Continu
- Page 111 and 112: Step 3: Develop Alternatives, Conti
- Page 113 and 114: Step 5: Select the Best Alternative
- Page 115 and 116: Adaptive Decision Making, Continued
- Page 117 and 118: Gaining Power to Make Decisions, Co
- Page 119 and 120: Chapter SummaryKey points This tabl
- Page 121 and 122: Chapter 6CommunicatingOverviewIntro
- Page 123 and 124: Informal Organization and Grapevine
Step 3: Eliminate Time WastersIntroductionHomeworkThird step is to get rid of time wasters. After analyzing your log, you'll spotthem. Some you can get rid of now; others will take more effort.To save time and build credibility, do your homework before meeting withpeople. You won't waste their time and they won't waste yours.Boss'sprioritiesKnow your boss's priorities.Don’t waste time--x Doing the wrong work.x Explaining why.x Doing it over.InvolvingpeoplePassing timeMake two listsWork overloadInvolve the minimum number of people in an action. Or you'll waste time--x Clarifying their responsibilities.x Coordinating their actions.x Settling disputes over resources and turf.Train yourself to be subconsciously aware of passing time. Then you won'tbecome so absorbed in a task that time passes you by. Practice keeping timewithout a watch--you'll soon be able to tell the actual time within ten minutes.Make a list of the seven most important things you must do, and then do themone at a time. Also make a list of things not to do:x Low payoff jobs--unless you've done high payoff jobs first.x Mindless requests for your time and effort.x Jobs that others should do themselves.x Dumb things because of what they might think or say about you.Don't waste time trying to do the impossible--you'll have little to show for it.If overloaded with several short fuse actions, ask your boss these questions:x Is this a real priority?x If you want this done now, what other high priority jobs can I put aside?x Is the suspense date realistic?x Would an interim reply be OK for now?x Can we shift resources (overtime, people, equipment)?x Which actions could we risk completing late or perhaps not at all?After talking things over, perhaps all you'll need to get over the hump is afew phone calls and some borrowed manpower.<strong>NRDC</strong> GRC – Staff Handbook 3-10