Back to Omnifocus

I’ve been a serious GTD’er now for several years and have switched between a number of systems in that time.

More recently I’ve tried Todoist and then returned to IQTell which is the system I’ve probably used the most over the last few years. But recently I’ve gone back to Omnifocus as my trusted system of choice.

Why, much as I loved IQTell, I found it just to be to unreliable, it’s still buggy and I find it frustrating the slow pace of improvement. Don’t get me wrong when you have a great internet connection and everything is working well it’s an awesome system, however sadly there have been a number of outages, not to mention the times with a slow or poor internet connection. I needed a system that just worked.

So that’s why I went back to Omnifocus, I’ve used it a number of times before, but I always had the niggle that there wasn’t a Windows version. Other than that, it’s always worked and worked very well. Now I have a work iPad and my own iPhone and MacBook Air at home my Omnifocus setup works really well. For those times when I am in a Windows environment I can always email tasks into my Omnifocus system.

London bus stops embrace e-paper

Transport for London is trialling e-paper bus stops that can display real-time travel information.

Fitted with solar-powered panels, they show how long passengers have to wait for the next buses, as well as route maps and timetables.

Four bus stops have been fitted with the tech so far. Chris Foxx quizzed TfL’s head of technology Simon Reed about the innovation.

9 things bosses do that make great employees quit

LinkedIn Influencer Dr. Travis Bradberry published this post originally on LinkedIn.

It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about — few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter: People don’t leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.

First, we need to understand the nine worst things that managers do that send good people packing.

1. They overwork people.

Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive.

New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.

If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload.

If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

2. They don’t recognize contributions and reward good work.

It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all.

Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.

3. They don’t care about their employees.

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human.

These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield.

work coworkersVFS Digital Design/FlickrAn unfavorable employer or manager most likely wouldn’t give an employee their undivided attention.

4. They don’t honor their commitments.

Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful.

After all, if the boss doesn’t honor his or her commitments, why should everyone else?

5. They hire and promote the wrong people.

Good, hardworking employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them.

Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top­­­­­­­, it’s a massive insult. No wonder it makes good people leave.

6. They don’t let people pursue their passions.

Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions.

This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

Horrible BossesFlickrHorrible bosses, like Colin Farrell’s character in “Horrible Bosses,” fail to challenge people intellectually.

7. They fail to develop people’s skills.

When managers are asked about their inattention to employees, they try to excuse themselves, using words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback — more so than the less talented ones — and it’s your job to keep it coming. If you don’t, your best people will grow bored and complacent.

8. They fail to engage their creativity.

The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it also limits you.

9. They fail to challenge people intellectually.

Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones.

Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing it all together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

What other mistakes cause great employees to leave? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

Dr. Travis Bradberry is the award-winning coauthor of the No. 1 bestselling book, “Emotional Intelligence 2.0,” and the cofounder of TalentSmart, the world’s leading provider of emotional intelligence tests and training, serving more than 75% of Fortune 500 companies. His bestselling books have been translated into 25 languages and are available in more than 150 countries. Dr. Bradberry has written for, or been covered by, Newsweek, BusinessWeek, Fortune, Forbes, Fast Company, Inc., USA Today, The Wall Street Journal, The Washington Post, and The Harvard Business Review.

Read more:  http://www.businessinsider.com/why-people-quit-their-jobs-2015-7#ixzz3iouj2tA2

Microsoft Band

Earlier this week I took delivery of my new gadget, a Microsoft Band. The Microsoft Band is a fitness tracker and smartwatch.

 MicrosoftBand

It may not be the smallest and best looking but the Microsoft Band has some great features, lots of sensors and a great UI. It also works across platforms, equally at home on Windows Phone, Android and iPhone, whats more its battery is good for 48 hours. As a smartwatch the device gives you weather, stock prices, your calendar, Facebook, twitter and displays your notifications. If paired with a Windows Phone you also get Cortana integration.

As a sports tracker it will measure your steps and heart rate 24/7. on a run it’s built in GPS will map your route. so you don’t need your phone whilst running. It also records your pace, distance, altitude. which when synced is displayed in the App

You can also use it as a training buddy, with lots of exercise programmes to choose from and then download to your Band. It will then guide you through the programme whilst measuring your progress to see how you’re doing.

I’ve only had it a few days, but can say I’m very impressed, plus it works very well with an iPhone 6 plus.