Editorial
Leader to Leader

The Start of Time Smart Leadership

Format:Print

Abstract

The author discusses the concept of “time poverty,” which she defines as “having too many things to do and not enough time to do them.” It is a problem because it undermines happiness and productivity and increases stress. For instance, in 2012, 50 percent of working Americans reported that they were “always rushed” and 70 percent “never had enough time.” In 2015, more than 80% didn’t have all the time they needed. Solutions are offered for leaders to help their organizations become more time affluent. The first step to developing “time smart” leadership is to recognize whether and how your workplace is making you, your team, and your workforce time poor. Companies that let workers decide where and when to do their jobs have workers who are happier, more productive, and less likely to quit. Where possible, a shift away from performance incentives and billing hours would be a massive boon for employees’ well‐being. Workplaces can help employees become time affluent by rewarding them with it. The best data show that employees who take the most time off, ask for extensions when needed, and uptake time‐saving rewards are the happiest, most productive, and least likely to quit.