CS 46: 3 Ways To Clear Out Your Schedule By 80% – Part 1

I want to share with you three ways that I use on a regular basis to keep my schedule as free as possible so I can attend to the things that matter most to me or move the needle the most as Dean Graziosi tells.

Three ways to clear out your schedule by 80%. First, go through the theme song, and then I’m going to talk about how you can free up 80% of your appointments or schedule or whatever you want to call it.

Hey, welcome back. Marcel Martens of the Cloud Secrets podcast. And today, I want to share with you three ways that I use on a regular basis to keep my schedule as free as possible so I can attend to the things that matter most to me or move the needle the most as Dean Graziosi tells. What ways do you think works best to free out or to clear out your schedule?

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That’s an open question. You can think about it for a while, but as one, as an entrepreneur, as a business owner or a CEO, or whatever you want to call it, or whatever your function is, or your role in your organization, when you’re growing, you start hiring staff that you can delegate certain tasks to your employees or your colleagues or your staff. You know what I mean, right?

What matters most when you delegate tasks?

So by delegating tasks, you can free up your time. But when you start delegating your tasks, what is most important for you when you delegate a certain task? For me, it matters that it will be done in the same way that I do it, but there’s more than just a simple system or routine or method. You know what I mean, right?

If they follow the instructions, then they can be done properly, but will they do it in the same amount of time if you bill by the hour to your customer? Will they deliver within expected timeframes? Will they fill in the blank. And those are the questions that you really need to ask yourself before delegating the task to somebody else. And besides delegating a task, who’s going to be responsible that it gets done properly in time, in agreement with your customer or a colleague or whoever you the task is for.

So what I’ve started doing, I’m a big fan of Ken Blanchard. I’ll put a link below on this blog, podcast, video, wherever you watch or listen to this. Ken Blanchard has written several books with several people, and the one that inspired me most is the One Minute Manager or the New One Minute Manager because it uses the three principles as the one minute goal or one minute target, the one minute compliment, the one minute punishment if you… I don’t know the exact translation for that right now.

But those three principles, and then you combine it with the situational leadership method that he describes in the other book, you can assign or just discuss or agree upon with your colleague or employee or freelancer or whatever that you write this one minute goal so the person knows exactly what to be expected of them, and so knows what he needs to do, when it needs to be finished, how to do it properly.

And with that, you can also agree upon the development stage, the person is in. If it’s in 01 or 02, phase one or two of the development, well, then you need a lot of guidance or even some help to help them accomplish the task in a proper way or in time. While they are in development stage four, you can fully delegate the task and that’s where you want to grow to with the person that you delegate your tasks to.

So at first, you need to spend a lot of time and efforts in not only delegating it but teaching the person how to perform that particular task in the way that you would do for your customer or whomever you’re doing it for. So you get to raise your standards and keep your standards while you’re delegating the task to all the people, if you know what I mean.

How I got my employees to make the impossible possible

I think I’m going to make this a three part series because otherwise it will be too long to finish it up on all in one. But since I’ve been using Ken Blanchard’s methods with my personnel or with my employees,

they are making steps I wouldn’t be thought were possible for any human being to make.

Except if you listened it in my last podcast, the power of coaching, how many steps or how quick you can grow with proper coaching. And it’s an ascension, it’s the same I’m trying to do with my employees so I don’t hit the buttons anymore. They got to do all the tasks.

I’m just their leader with big quotes rounded it, if you know what I mean. My job is to keep them busy, generate sales, so they’ve got work that needs to be done. And if you listen to other episodes, you know my sales almost comes automatically with the machine that we’ve built for generating new leads. We have a high closure rate. So we don’t miss a lot of opportunities on people that we actually don’t know because always we’ve always got hot leads from current customers, so it’s just so easy if you do it properly.

Well, that’s what I wanted to share for you today, part one of how to free up 80% of your schedule by delegating it. First, it’s going to cost you more time than doing it yourself. But by doing so, you train your employees or staff, or you can even do it one on one, but with three people at the same time or 10 people, I don’t know how many you’ve got for that particular workload. You can all train them at the same time.

So at first, it’s going to cost you a little extra, but later on, you’ll reap the rewards of it because it’s going to free up that task out of your schedule. And you only need to check upon the things that they do. And if they do it properly, pat them on their backs. It’s far too important, and most entrepreneurs or business owners don’t compliment their staff enough.

And if you take a look at his book, Gung Ho also of Ken Blanchard, you’ve got the story of the squirrel, the beaver and the goose. I suggest you read it because it’s an eye-opener. That’s where they explain how important encouraging is. So encourage your staff or employees or freelancer or whatever on a regular basis when you see that they done something properly or extraordinary. Name it at that spot, don’t delay it. Just pat them on their backs, tell them they did a good job or an awesome job, also why. You got to boost their confidence and they will perform even better by the tasks you delegate to them.

That’s it for today. I’ll see you guys next time. I’ll try to do our best to record part two later on today so I can run in through two or three days. And I’ll put it online so you can enjoy it and reap the benefits of it. That’s it. See you guys next time. Thank you very much.

Bye now!

Marcel Martens