In a group GTD ??

  • Thread starter Thread starter Andre
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Andre

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I wonder have any of you tried to set up your office staff Lets say 4 people with the GTD system all at once,I mean showing them how to set up all the GTD system as a group teaching compared to one on one??Any feed back would be nice!!

Thank you.

Andre
 
Andre;15979 said:
I wonder have any of you tried to set up your office staff Lets say 4 people with the GTD system all at once,I mean showing them how to set up all the GTD system as a group teaching compared to one on one??Any feed back would be nice!!
_____________________________________________________________
I want to revisit this earlier question and ask does anyone have process, program or even an outline to use with implementing GTD with personnel in the office at the director level?

Thanks, AB (university administrator)
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First of all, you as a group leader must be fully commited and emphasize it every day. Otherwise there is no way that an entire group will practice GTD.

And even then, probably some members' productivity will drop, since GTD is not for everyone.
 
I predict you'll get pushback. Unless the group project is learning GTD, there's a built-in resistance to adopting externally imposed methodologies. It would probably be more productive to hold people accountable for deliverables with public Project and Waiting For lists while only offering further GTD advice when asked.
 
I haven't done this, but if I did I'd present GTD as a useful collection of habits. Don't pressure folks to implement the entire system.

However, you can use external requirements to remind folks of GTD processes. If someone forgets about a project that's in somebody else's court, you can ask, "Did you have that on a Waiting For list?"

GTD can become a common language--people won't implement every part, but they'll know it's available, and will pick it up once they experience sufficient pain.
 
What everyone has said so far, with this also: You can regularly ask in meetings, when a proposed or current effort is under discussion, "What's the next action?" Repeated use of this term gets it into everyone's head and vocabulary, as well as habits, and eases the way toward a wider use of GTD.
 
IMO, it's more productive to hold people accountable for results, and let them figure out how to achieve those results. That's especially true for senior people, since they'll already have a set of personal best practices that (more or less) work.

As the threads in this forum shows, everyone has a slightly different approach to GTD, prefers different tools, etc. Sure, make the tools available, make training available, model the behavior you would like to see. But the bottom line is results.

Katherine
 
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