However, I’ve found that GTD was crucial for me to feel in control of my work enough so I am able to begin investing in my employees. GTD gave me enough control to know I have space in my day for more than just me. Also, I’ve found David Allen’s elaboration on GTD in his sequel “Making It All Work” to be very helpful in thinking beyond the immediate next actions and projects. He emphasizes 20K-50K foot level thinking.

I’ve found review my Areas of Responsibility (20K foot level) every two weeks or so, keeps me centered on my responsibilities as a manager.

I’m intrigued by the project dashboard concept. I’ll have to do some research on that.

Thanks.

I totally agree that managers and leaders still need to get things done. The issue is that GTD _as is_ doesn’t embody as effectively the other (and more primary) concept of management and leadership which is getting things done through others. Since as you move to management and leadership the focus becomes _less and less_ on your own individual contribution (although there is still a role there), I think our productivity systems need to reflect that.

In GTD as is you have a waiting for and you can have a delegated projects list. Those are steps in the right direction, but they don’t capture the emphasis on others and setting direction and aligning people that exists (or needs to!) in management and leadership roles.

One addition that helps capture this better, in my view, is to perhaps have a “project dashboard” where you visually display for yourself (using Mind Manager or OmniGraffle or something) the major projects of the organization (or your areas) and then _reviewing that_ regularly and asking yourself the question “what do I need to do in order to make sure that everyone is as effective as they can be, and that all of their efforts are aligned?” I suggest doing this visually because a list alone can be too numbing and linear (strange for me to say–I’m not against linear things!); a more visual “project dashboard” can embody the more non-linear relationships between things better.

Another tool can be as simple as reviewing the org chart every so often as a trigger for ideas in what you most need to do in the moment in regard to the leadership roles of setting direction and aligning people.

And more could be said. None of these are contrary to GTD, but GTD _as presented_ doesn’t incline people to start thinking in this direction, either. As is, the system inclines your focus towards _your_ task list. Or, at least it has this effect on many people (including me). I know everyone is different, and not everyone may feel this to the same extent as me.