We moved on to the Review and Do stages of the 5-stages of GTD workflow yesterday.  One of my weakest areas in the whole GTD system is being able to concentrate at the project level.  I can do a pretty good job of handling things at the task-level.  We can blame the nature of our jobs (customer support) on this short-coming but that will take us no where.  We are all hoping that participants like Troy will help us out in this area.

We talked about using Wikis and sharepoints for keeping track of projects both at a personal and team-level.

Some other random, yet relevant things we discussed:

• turn-off all email notifications (sound, prompt, icon etc.) within outlook to be able to concentrate on the task at hand – Talk to Troy or Bala on how to do this
• turn-off email completely (set it to offline mode) for better concentration
• We discussed at length about how the traditional view of an “ideal employee” behavior wherein he/she would simply correct his/her errors, others mistakes and creates the impression of never making mistakes may not be truly IDEAL.  It may be prudent of a leader to actually encourage noisy complainers, disruptive questioners and troublemakers!
• the reference came from a classic HBR Article titled “Why Hospitals Do not learn from failures?”

In the “Do” stage, we talked briefly about the four-criteria model for choosing actions in the moment and three-fold model for evaluating daily work.

If you missed this meeting, not everything is lost.  Catch-up with one of the other participants and just start showing up every 1st and 3rd Tuesday.  Guests are always welcome!