5 ways to do less and achieve more!
Sally Dillon • July 1, 2022
Leaders and business owners are both blessed and cursed. On one hand, they have more control of when, and what kind of work they do, and what they pass on to others. On the other hand, most leaders and business owners tend to end up working long hours and have higher stress due to the demands of their work.
Fortunately, there are some simple ways for you to start to do less while accomplishing more which will in turn can lead to better health, wellbeing, productivity, client outcomes and a happier life.
- Use the Pareto Principle, also known as the 80/20 Rule: If you want to get more done in less time, then you need to create your daily work schedule around the Pareto Principle which means that roughly 80% of outcomes come from 20% of your input, so you need to aim to complete the top 20% of your most critical tasks (or the highest priority items on your to do list) each day. This model helps you focus on what is really important and critical to your job or business and ensures you don’t get distracted by the menial and unimportant tasks each day.
- Disconnect:
If you want to keep up your energy levels and your mind fresh, then you need to take a break from your work frequently. Don’t continue to work under the assumption that you have to work harder to accomplish your goals. Taking frequent breaks throughout the day and disconnecting from your email and phone calls, and stepping away on the weekends, will allow your brain to refresh, your body to recover and for you to produce better results.
- Be Willing to Say No: Those who are highly successful have to contend with a lot of demands on their time. They are also the people that say no more frequently! To do this you need to get clear on what you want to achieve and be willing to say no to other projects along the way. If you don’t start saying no, you’ll quickly find yourself overwhelmed and on even burnt out.
- Have a Plan:
While most leaders have a long-term plan on how they’re going to reach their team or business goals, they can fail to plan and prioritise their days. When you are scattered throughout the day, you can’t maximise your time, your teams time and your productivity. If you want to get more done, then you need to set some time aside every afternoon/evening to plan out and prioritise the tasks you need to accomplish the next day that will move you forward toward achieving your goals. Doing this, will mean that you go to bed with a plan and wake up with a purpose!
- Outsource Where You Can: This doesn't just apply to work tasks that someone else would be better suited to complete. Think about all those menial but necessary jobs that you have and determine if you can outsource them to another team, contractor or business. Don’t be afraid to refer a lead to a trusted competitor if you’re too busy to take on new work or the lead doesn’t quite match your skills or interests. This is a good way to build positive working relationships with your competitors who may also be able to refer work to you as well as give the prospective client a good customer experience, which will hold you in good stead for future work.
Takeaway
If you’re feeling overwhelmed with your current work schedule or work / life balance, consider changing your habits to include the above. Having a laser focus on the vital tasks that are critical to your role, or business and leveraging your resources to help you get the best results for yourself, your business and your clients the best way to actually achieve success in whatever you do.
If you'd like further coaching or training for yourself or your team with time management, delegation or prioritising, contact us now to discuss our options.
Can ChatGPT Replace HR? The Risks of AI-Generated HR Advice
AI tools like ChatGPT are revolutionizing the workplace, but can they handle complex HR decisions, employee issues, or legal compliance? The short answer—not safely.
Businesses that rely on AI for terminations, pay rates, workplace investigations, or employment contracts risk costly legal mistakes, financial penalties, and reputational damage. HR isn’t just about policies—it’s about human behavior, legal nuance, and ethical decision-making—things AI simply doesn’t understand.
In this article, we explore real-world examples of AI-generated HR blunders and the hidden risks of trusting ChatGPT for critical people management decisions. Plus, we share insights on where AI can help—and where it absolutely shouldn’t.
Read on to protect your business from HR disasters.
Introduction HR is one of the most misunderstood roles in business. Some believe HR exists to protect employees. Others think HR’s sole job is to defend the company. Both are wrong. And this misunderstanding is costing businesses money, trust, and talent. For over two decades, I’ve seen organisations sideline HR - treating them as a policy enforcer or an afterthought. The result? 🚨 Employees don’t trust HR. 🚨 Leaders fail to leverage HR strategically. 🚨 Businesses struggle with culture, retention, and performance. But here’s the truth: HR isn’t about sides. It’s about solutions. Great HR drives business outcomes by balancing people and performance. The question is: Are you using HR to its full potential? HR as a Strategic Powerhouse, Not Just a Policy Enforcer The best businesses don’t just "have" an HR department. They embed HR into leadership decisions. HR isn’t just about hiring, firing, and compliance - it’s about: ✅ Shaping culture and engagement (which directly impacts performance). ✅ Developing leadership capabilities (to create stronger teams). ✅ Driving strategic workforce planning (so you have the right people, in the right roles, at the right time). ✅ Maximising financial impact - because people are both your biggest cost and your greatest asset. If your HR function isn’t influencing leadership, growth, and profitability , you're leaving money on the table. HR as a Key Voice on Your Leadership Team Many leadership teams still treat HR as a support function rather than a core business driver. That’s a mistake. Your Chief People Officer (CPO) or HR Director should have the same level of influence as your CFO, COO, or Head of Sales. Why? Because your people strategy IS your business strategy. 🔹 You wouldn’t make financial decisions without consulting your CFO. 🔹 You wouldn’t make operational changes without your COO’s input. 🔹 So why make leadership and talent decisions without HR at the table ? And yet, in many businesses, HR reports to finance, operations, or admin - departments that have their own agenda when it comes to assessing people needs, budgets, and workforce requirements. HR should report directly to the CEO, or Business Owner to ensure people strategy is aligned with business strategy - not just budget constraints or operational efficiency. Because when HR is filtered through another department’s lens, critical workforce decisions become secondary to financial targets, logistical priorities, or admin processes. If your HR leader doesn’t report directly to the top, you may be unknowingly limiting their ability to drive real business outcomes. Are You Using HR to Its Full Potential? Take a moment and ask yourself: ❓ If you have an in-house HR team, are you using their skills and expertise across all areas of your business? Or are they stuck in admin-heavy tasks, when they could be driving strategic initiatives? ❓ If you’re a small or medium business and don’t have in-house HR, why haven’t you partnered with an external consultant? What’s stopping you from leveraging the expertise that could transform your business? In larger businesses, HR should go beyond just ‘HR.’ Under an expanded People & Culture framework, HR should oversee: ✔ Training & Development – ensuring leaders and employees are constantly upskilling. ✔ Work Health & Safety – making compliance, risk management, and employee wellbeing a priority. ✔ Recruitment & Talent Strategy – not just filling roles but attracting and retaining top performers. ✔ Major Projects & Change Management – ensuring workforce alignment with organisational shifts. In smaller businesses , these functions can be outsourced or strategically managed by an external HR consultant working directly with the business owner. This ensures a strong, aligned people strategy, while certain operational roles (finance, admin, or operations) may take on specific HR tasks - as long as they receive the right training, support, and strategic direction. HR isn’t just a department - it’s an investment in your business’s future. Whether in-house or external, make sure your HR function is working at a strategic level, not just buried in paperwork. HR’s Impact on the Bottom Line People aren’t just a cost centre - they are a profit driver. 📊 Labour is often one of the largest expenses in a business - so managing it strategically impacts profitability. 📊 Engaged employees are 23% more profitable , according to Gallup. 📊 Turnover costs 50-200% of an employee’s salary - losing top talent is expensive. When HR has a strategic voice in leadership , businesses see: ✔ Stronger alignment between business goals and people strategy. ✔ Faster, smarter hiring that supports growth. ✔ Better leadership development , reducing costly turnover. ✔ More effective workforce planning , so salaries, training, and hiring are investments—not wasted costs. Final Thought: HR is Not a Department - It’s a Business Growth Lever If your HR function feels like a compliance department , you’re doing it wrong. HR should be a leadership asset , helping your business make smarter, people-focused decisions. So, here’s my challenge to you: 📌 If you’re a CEO or MD - bring HR into the strategy conversation early and often. 📌 If you’re a leader - use HR as a coaching and development resource, not just a policy checker or problem fixer. 📌 If you’re in HR - push for a strategic role in leadership, not just operational support. Because when HR and leadership align , businesses don’t just succeed. They thrive. Want to Develop Stronger, More Strategic Leaders? If you’re serious about building leadership capability in your business, let’s talk. My Leadership Dynamics Accellerator Program helps CEOs, Business Owners, Leaders and HR teams create high-performing leaders who know how to balance people and performance. 📅 Book a free leadership triage call to see how we can help here . 🚀 Save your spot in our next Leadership Dynamics Accelerator Program here . 📩 Send us an email for more information here . Let’s build something stronger - together.
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