Hi All I thought I would share my attempt to convert MLO to GTD and see what others think
MLO is an 'industrial-strength' app. It is far superior to apps often mentioned in favourable reviews such as Facile Things, Nirvana, and the IOS app Omni Pro Primarily, GTD is a process of recording new todos, organizing and clarifying, and reviewing todos. The process ensures the things that must be done by the person wanting to implement GTD I searched for others who had done tied to adapt MLO and GTD. I used the description in 2011 by Till Poppels which describes contexts, and views to get it to work as GTD however, these were still insufficient It seems that that the GTD template needs to be modified in a couple of ways to get it to hold to the GTD process Also, I also loaded the inbuilt templates which are described as GTD. But I found they don't really represent either the steps or the categories of GTD as per the Allen book. There are many ways to implement the GTD process because it is one of allocating many todos One of the difficulties with GTD is that Allen's GTD approach has some gaps. These gaps are which the Covey process and categories offers, such as areas of focus. I have made a few modifications that follow up the suggestions by Till Poppels. I contacted Till but he is no longer using MLO. Also I have made some more mods to try to make the GTD process work easier There are a couple of non- modifiable parts of MLO which hamper this 1. Goals are mis-named. 'Goals' should really be called "Horizon" because their focus is 'when', that is, time Of course the one GTD time that is missing is "Someday/Maybe". But this cant be added to the list 2. Goals should be a separate and user definable hierarchy 3. Todos can be conveniently grouped or aggregated into parent folders or Areas of focus because it is a way of organizing todos. So this is a hierarchy with 2 levels (todos, and, different parent folders). This number of levels is insufficient. This is because todos and parent folders are insufficient to aggregate to a higher level. To group work todos together this higher level would be called 'key performance indicators' or 'Critical success factors or 'Performance metrics' or 'Key Result Areas'. At work these are defined by the organisation and the employee's manager. Home or personal todos But this top level of hierarchy is not permitted because there is a limit to the hierarchy. Warm regards/gary -- You received this message because you are subscribed to the Google Groups "MyLifeOrganized" group. To unsubscribe from this group and stop receiving emails from it, send an email to [email protected]. To view this discussion on the web visit https://groups.google.com/d/msgid/mylifeorganized/a0754271-d259-4467-b1b5-83dfa838253b%40googlegroups.com.
