How to Take Back Attention

It can be tough to manage your attention—and your colleagues'. Here are a few concrete examples from executives who have put mindfulness into action.

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illustration light bulb brain

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We are living through a quiet crisis of attention and ironically many of us don’t even notice. In previous posts, I’ve written about the essential importance of attention. Quality of attention is the foundation for not only effective action but also experiencing a sense of well-being, purpose, and meaning. More skillfully handling attention is one of the essential management challenges of our day.

Since the first post, several readers have told me that they never connected their frenetic days and frazzled feelings to their poor use of attention. But, in retrospect it seems an obvious relationship.

Because we are largely an attention illiterate society, the purpose of these posts is to raise awareness of this most basic issue. My vision is that they help you start a conversation at home or at work about doing something about it. When I raise this to executive or professional audiences I’m speaking to, usually two distinct reactions emerge.

The first is, “Yeah, this is nuts! What are we doing to ourselves?” The president of a manufacturing company related a story of walking into the weekly leadership meeting of a firm his had recently taken over. They were “a two-hour free for all” where “nothing of much substance happened.” “It wasn’t a big surprise why they were performing so poorly,” he said.

The second and far more common reaction is, “Yeah … manage attention? Good luck! That’s impossible around here!” A group’s habits around attention have so much momentum they seem impossible to change. This is probably where you work.

Making Change Real

So, to help things along, it’s useful to have concrete examples. What follows comes from a client of mine. The firm is a global aerospace company whose day-to-day operations are intense and routinely described in terms of war. “Incoming!” and “Ambushes” are all part of a day’s work.

Eleanor is a well-respected, innovative, and forward-moving Director of Human Resources. She participated in a course on mindful leadership I developed for her firm two years ago.

The course asks participants to experiment with ways to better enhance the quality of attention of the working environment. Along with her team, she took up the exercise with her typical gusto. A phone call to her last week revealed that the methods she and her team developed are still going strong despite a roller coaster of change within the organization.

What was the secret to her success?

Managing Attention is a Team Effort

First, because no person is an island, she approached the attention-enhancing effort as a team-building exercise. She understood that their attention challenges weren’t only technological, but they were also social. The team needed to craft a new shared understanding about how they were going to use their attention with one another. This is the conversation we all need to have.

First, they dialogued about their intentions. What did they want as a team? What were they doing now that wasn’t working? How was mindfulness going to translate into value for themselves and the firm?

“At the end of the day, we have accomplished important things.”

They realized that distraction reduced not only their ability to perform, but their sense of satisfaction and connection with one another. They recognized that for them to perform well as a team, the quality of their own connection must be strong.

This insight led them to pay greater attention to how they interacted between themselves. Because the firm is 60,000+ people, they understood they weren’t going to change the firm, but they could change themselves in relationship to one another. Their goal was to create a “culture of calm” in an otherwise chaotic and dynamic environment.

Furthermore, they needed to get things done. After a lot of honest, open discussions, they settled on the goal of “At the end of the day, we have accomplished important things.” Framing the goal in this way gave the team something clear and positive to move toward. It set up a benchmark to evaluate actions against. In other words, they could assess “will this help me accomplish important things by the end of the day?”

Project Focus Time

A central pillar of their effort is “Project Focus Time.” They agreed that to accomplish important things, they needed to dedicate time to focus attention. The team agreed that each member would receive at least 90 minutes a day for focus. Unless a customer showed up or the building was on fire, the person was to be left alone.

Furthermore, they sent memos to colleagues to set expectations and enlist their support for Project Focus Time.

Here’s a copy of the memo for your inspiration:

Happy new year, team!

We learned from the Mindful Leadership course that high-quality attention is key for creating value. In the spirit of new beginnings and HPT, the human resources team is implementing creative approaches in 2015 to increase self-management that will deliver the following tangible benefits:

  • less wasted time and more productive action,
  • less scattered efforts and enhanced concentration,
  • reduced stress and greater calm,
  • reduced conflict and strengthened relationships,
  • fewer misunderstanding and better communication,
  • clearer decision making for more fruitful results, and
  • more creative problem solving.

One approach that Sandy, Mary, and I are implementing is called “project focus time.” We will be placing the attached “project focus time” sign by our name plates when there’s a need to direct our attention to a single project that requires uninterrupted concentration. We will certainly take care to utilize this time appropriately, and we ask for your support in making this initiative successful. As with any new effort, tweaks will be needed. However, the initial criteria that has been established to assist with keeping our in-the-moment focus is as follows:

  • Focus on one deliverable to be accomplished.  Avoid multi-tasking!
  • Switch cell phone and IM to “project focus time” mode.
  • Project focus time is not to exceed 1.5 hours and is to be utilized only once a day, if needed.
  • Interruptions will take place from time to time with out-of-town visitors, customers, etc.  We welcome these meetings. The primary purpose of this initiative is to better manage our time with our internal HR team within Central/Group.

We welcome you to try different approaches in the workplace to improve focus and concentration! Let’s be sure to share these with each other to make 2015 a year of wellness, partnership, and mindfulness!

My best,


Project Focus Time dramatically changed how the team worked together for the better. They saw how their ability to focus influenced the quality of their results as well as their ability to feel satisfied with the work they’ve done. “Do your best and go home,” was one motto they stood by.

But that’s not all they learned. Along with Project Focus Time, Eleanor and her team successfully developed a number of solutions. “The results for me have been amazing!” she told me. What are they?

Those are for next time.

Stay tuned.