Hi M2,

I've just finished reading GTD for the second time.  I know you guys are fans, and I'm a huge fan of both it and MT.  

David Allen is very specific when he says you can't dictate other people's organizational habits.  But if I'm running a team and I see people aren't taking notes, aren't emptying their in-baskets, and just overall aren't doing the GTD system--and it's causing issues--what would you suggest I do?  Must this be left for coaching?  I'm just starting to role out the trinity, which doesn't allow for coaching at the beginning, but the potential gains for efficiency from having the whole team implement GTD seem to be huge.

Thanks for your thoughts,


mpew914's picture

Hi, Zachary,

Two thoughts...  First, rolling out the trinity may be enough change at one time.  The roll out will also yield some significant changes to how your group functions. 

Second, if you feel you must roll out GTD, perhaps you can talk about the most relevant parts to the group during your side of the 1:1?

My overall suggestion would be to hold off until you have completely rolled out the Trinity.  You may find through that process that there are more important things to focus on besides GTD.

tlhausmann's picture
Licensee BadgeTraining Badge

I'm with MPEW914. You may wish to include counsel from the 'Develop a Sense of Urgency' casts:

For me, it was a simple means of communicating more effectively during O3s with my group to ensure deadlines were met.

jrb3's picture
Licensee BadgeTraining Badge

Little things like untended inboxes:  feedback.

Improved coordination of multiple streams of work:  coaching.

Year-end purge of files, cubes, offices, and closets:  party!

-- Joseph (DiSC 4247)

tplummer's picture

Well, I don't roll it out because I want to maintain a competitive just kidding.

You can't dictate a system. Not every system works for everyone. I've lent out my GTD book to several people through the years. Some strive to adopt it, some don't. It's not for everyone.

What you can say during your one on ones (which I've done), is that their response time to emails needs improvement. Or they're organizational skills need improvement. Or their task management. Or... I then offer up some potential solutions. GTD is one. 7 Habits is the other. That's the two I know of that work. I then leave it up to them to formulate a plan of attack. I also say that organizational improvement is a lifetime learning experience. Just like their technical abilities, don't let this ability stagnate. Always look to improve it.