Stéph, thanks for the feedback and sorry for the late response. Seems I had
forgotten to subscribe for email updates.
I'm not familiar with the 7 habits other than by name and brief outline. So
haven't played with it. (I like your idea of defining roles. Is this from
the 7 habits concept?).
I think it is helpful to blend in (or top-load) other models that help go
beyond the very task-driven philosophy of GTD.
Yes, GTD sort of covers it with reviews and the "altitude concept" - but it
tends to get too little attention because it is not as nuts-and-bolts as
all the rest. It is not described in detail and it is not as easily rolled
into a tool that supports it.
I find the goals important for the "altitude concept" or whatever way
strategic goals are arranged. But since goals on a year-level or more are
on a strategic level, I don't find it terribly important to have them
embedded/included in my every-day productivity/action tool. (And I think
that's another reason Goals don't get a lot of attention in MLO talks or in
the manual).
It is good to have them handy and to look at them often - if for nothing
else, simply to keep them top of mind. But I could have them in whatever
list or document on my phone that is easy to call up. (Perhaps combined
with various visualization / affirmation / motivation information).
The actual execution on my high level goals would be "bridged" through one
or more strategic plans (that often involve several goals) and then
high-level projects ("programs" really) with many projects below them.
For example, if I wanted to change career this might involve several goals
both for work and private (e.g. moving to a different city). Clever
strategy and brilliant planning is when one can "merge" goals into these
kind of strategies that cover all / make the best compromise. In that
example, I would have to take both my career ambitions, my lifestyle
preferences and relationship goals into perspective in the plans. A project
of "survey new place to live" would be referring to all 3 of these in some
way.
I could of course also put them in MLO but right now I am holding off, as I
am considering to use those goals for something more "custom" which is not
(always) tied up on week, month or year. (So I might use the
week/month/year setting to signify another meaning and keep my yearly goals
elsewhere).
I support that MLO has goals or some kind of projects/tasks which are kept
out of the normal to-do centric lists and more of a "review and check off
periodically" thing. But with an extra option that is not a hard setting
with week/month/year.
To use this for achievements that are not about specific one-time tasks but
more about HOW (my policies, habits, ways of doing things - ie. QUALITY you
might say) and HOW MUCH (as in, quota. E.g. "call 10 new leads" or "send
out 10 job applications). The HOW I operate can also be used for various
kinds of habit mastery.
About habits and routines, some of them could be permanent "policy", others
could be temporary to handle some situation. Such as: "For the next two
weeks, use 30 minutes daily to sort and clean up that huge box of paper
mess". (Of course, when it gets that specific, it could be a recurring
task, I know).
There are many variants of HOW, HOW MUCH or REGULARLY (temporary or
permanent) and I will be analyzing this further. I find that I often pause
and ponder when defining work in my projects because part of the solution
falls under this.
Sorry if this became TL;DR but it is a sort of fishy subject with many
loose ends. I'd love if it could stimulate others to give their own views
and ideas.
In short about MLO features it would be nice to have a variance of goals
that are not forced on a fixed time schedule.
On Saturday, 21 January 2017 23:12:54 UTC+1, Stéph wrote:
>
> Hello Lasse,
>
> Just to add to the mix: I use a combination of Steven Covey's 7 habits of
> highly effective people and David Allen's GTD system. My tree structure has
> areas of life at the top (personal, home, work, community), then my roles
> in each area, then a mixture of goals and projects. Goals are those I set
> myself or ones set for me for the year, in my annual progress review with
> my boss. By organizing projects under my roles and goals, I try to make
> sure that I'm prioritizing those projects and activities which align with
> my goals.
>
> I MLO, I use the annual goal tag to identify my goals (which brings up a
> target icon in position 0, in my Automatic Formatting rules).
>
> Does that help... or just confuse things?
> Stéphane
>
> On Friday, 20 January 2017 10:11:52 UTC, Lasse Pedersen wrote:
>
>> I haven't started using them yet (and would also love to hear more about
>> the initial philosophy behind). But I see them as a kind of guiding post or
>> beacon. The manual says the goals are what the actions should be oriented
>> towards.
>> There are also goals or targets that are not necessarily just tasks on a
>> list.
>> For example, a quota about a certain thing you want to achieve at a
>> certain time.
>> Or something about your policy or way of operating. Something as simple
>> as "Be in bed at my proper planned time at least 4 times this week".
>>
>>
>> On Monday, 18 April 2011 12:41:54 UTC+2, Esfirius wrote:
>>>
>>> Hi!
>>> Being an adapt of the GTD system, I still don't quite get the point of
>>> using goals in MLO. I mean, I can set the due date within a week or a
>>> month - well, then what's the point of using the "weekly goal" or
>>> "monthly goal" property?
>>> Would be nice to hear some conceptual explanations :D
>>> thanks!
>>
>>
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