Heart of Management

Category: Human Resources

  • “I Don’t Have Time to Think” – The Biggest Risk for Managers

    📌 Post 5 in the Time Management for Managers Series

    Management feels like an endless race of tasks, emails, meetings, and urgent issues… but wait, stop for a second—does this sound familiar?

    🤯 When was the last time you had time to truly think?

    Many managers realize that they’re so busy reacting to events that they can’t find time for strategic thinking, developing new ideas, or even just stepping back to see the bigger picture.

    🔹 The Problem:

    When every day is packed with tasks, meetings, and urgent issues that never stop…

    🚨 There’s no time to pause and think.

    🚨 There’s no time to plan ahead—so you just keep reacting day by day.

    🚨 Even decision-making becomes reactive—because there’s no time to consider better alternatives.

    📌 How do you break this cycle?

    In the Time Management Guide for Managers, I explain exactly how to carve out time for thinking, how to protect it so it doesn’t get swallowed by urgent tasks, and how to turn it into a regular habit—so you can manage instead of just reacting.

    📥 Download it here:

    https://heartofmanagement.ravpage.co.il/free-guide

    (Currently, the guide is available in Hebrew only. If enough people are interested, I’ll create an English version. If that interests you—let me know in the comments or send me a private message!)

  • Lead or Execute? Why Managers Struggle to Delegate Tasks

    📌 Post 4 in the Time Management for Managers Series

    Many managers fall into the same trap:

    “I’ll just do it myself; it’ll be faster.”

    Or:

    “If I want it done right, I should do it myself.”

    🤦‍♂️ And what happens in reality?

    Their schedule fills up with execution-level tasks, while the strategic ones—the ones that truly make an impact—get pushed aside.

    🔹 Delegating tasks is not about offloading work—it’s a managerial skill

    Delegation isn’t about “getting rid of tasks”; it’s about managing effectively:

    ✅ When you delegate correctly, you don’t just free up time—you develop your team.

    ✅ When you insist on doing everything yourself, you become a bottleneck that slows everyone down.

    ✅ When you fail to delegate, you send a message to your team: “I don’t really trust you.”

    📌 So how do you do it right?

    Many managers struggle with how to delegate tasks without things falling through the cracks.

    📘 In the Time Management Guide for Managers, I explain how to delegate tasks smartly, avoid common mistakes, and build a more independent team.

    🔵 If you’re serious about managing your time effectively and want practical tools to apply—I’ve created a free guide just for managers.

    Plus, you’ll receive a bi-daily tip series to help you turn insights into real habits.

    📥 Download here –

    https://heartofmanagement.ravpage.co.il/free-guide

    (Currently, the guide is available in Hebrew only. If there’s enough interest, I’ll create an English version. If that’s something you’d like—let me know in the comments or via private message!)

  • Are You Working Hard – But Not Moving Forward?

    Post 3 in the Time Management for Managers Series

    Many managers I meet feel like they’re busy from morning to night – yet they’re not making real progress.

    They end their workday feeling like they didn’t accomplish what truly matters, even though they worked non-stop.

    The problem isn’t the number of hours – it’s how they’re managed.

    Time management isn’t just about getting more done; it’s about dedicating time to what truly drives progress.

    But that’s nearly impossible when your entire day is filled with small tasks, endless meetings, and firefighting.

    So, how do you break this cycle?

    📌 Effective managers don’t just work harder – they work smarter.

    To manage time instead of being managed by it, shift the question:

    Instead of asking, “How do I finish everything?” → Ask “What should I really be spending my time on?”

    A small change in mindset can have a massive impact on your entire day.

    For managers committed to improving their time management, I created a unique Time Management Guide for Managers:

    🔵 It’s not about generic productivity tips – it focuses on how managers should manage their time to lead, influence, and create real balance.

    🔵 It comes with a bi-daily tips series – designed to turn insights into practical habits.

    🔵 The guide is based on 30 years of hands-on management experience, leading thousands of employees, hundreds of managers, and major brands.

    📥 Download it here – Link in the first comment

    (Currently, the guide is available in Hebrew only. If there’s enough interest, I’ll create an English version. If this interests you – let me know in the comments or via DM!)

  • Time: Manage or Be Managed?

    📌 Post 2 in the Time Management for Managers Series

    Time management isn’t just about getting more done. It impacts all aspects of our work—our ability to lead, drive initiatives, maintain balance, and prevent burnout.

    Yet, many managers I meet feel they’re simply being managed by time—jumping from task to task, reacting to what’s urgent, putting out fires, and rarely pausing to ask: Am I investing my time in what truly matters?

    🔹 The Gap Between Managing and Being Managed

    A manager who truly controls their time doesn’t work harder—but smarter.

    They initiate, plan, delegate tasks effectively, prioritize clearly, and don’t let the urgent dictate their actions.

    In contrast, those who are managed by time react to events, operate in constant firefighting mode, and spend most of their time on the urgent—at the expense of the important.

    So, how do you break free from this reactive cycle and start managing your time—instead of being managed by it?

    📌 That’s why I created a Time Management Guide—specifically for managers.

    ✔ It focuses on time management for managers—not freelancers, employees, or self-employed individuals.

    ✔ It’s based on real-world experience—managing thousands of employees, hundreds of managers, and leading brands.

    ✔ It comes with a bi-daily tip series sent to those who download it—to turn insights into practical habits.

    📥 To download the Time Management Guide for Managers—click here

     Important!

    🚀 Currently, the guide is available in Hebrew only. If there’s enough interest, I’ll prepare an English version. If you’re interested—let me know in the comments or via private message!

  • Managing Time as a Leader

    Post 1 in the Management Time of Managers Series

    Over the years, I’ve met outstanding managers—talented, intelligent, and driven to lead, influence, and create meaningful success. But almost all of them struggled with the same recurring challenges:

    • Constant overload – as if there were never enough hours in the day.

    • Endless chase after urgent tasks – instead of focusing on what truly moves the needle.

    • Gap between work and personal life – the desire for balance is there, but in reality… it’s hard to achieve.

    • Feeling a lack of control over time – instead of managing, they feel managed by their schedule.

    🔹 The real issue isn’t just the number of tasks – it’s how managers manage time as leaders.

    Because time management for managers is fundamentally different from standard time management.

    A manager doesn’t just manage their own time – they also delegate tasks and responsibilities to others.

    Small mistakes in task allocation don’t just affect the manager – they create inefficiencies across the entire team.

    So how do you take control of your time instead of letting it control you?

    📌 Here’s the challenge:

    🔵 I wrote a free time management guide specifically for managers – it’s unique because it focuses not just on personal time management but also on delegating and managing the time of others.

    🔵 It comes with a bi-daily tip series – designed to turn insights into practical habits and ensure real-world application.

    🔵 The guide is based on 30 years of hands-on managerial experience – leading thousands of employees, hundreds of managers, and major brands.

    📥 Download the guides here → 

    Important

    (Currently, the guide is available in Hebrew only. If enough people show interest, I’ll create an English version. If that’s something you’d like, comment below or message me!) 

  • Sustaining and Growing Meaning: Concluding and Continuing Your Leadership Journey

    The sixth and final post in the series on finding meaning in your managerial role.

    Managing with meaning isn’t a destination—it’s an ongoing journey. Throughout this series, we’ve explored discovery, learning, and practical application. In this final post, we’ll provide a brief recap of the steps we’ve covered and offer tools to help you sustain and expand your sense of meaning moving forward.

    Series Recap: Key Steps in Your Journey

    1. Discovering Your Inner Motivation:

    We started by identifying the core values and purpose that drive you in your role.

    2. Recognizing Your Moments of Significance:

    You learned how to pinpoint the moments, big and small, where you felt most meaningful and connected to your work.

    3. Turning Insights Into Daily Actions:

    We explored how to translate your discoveries into small, consistent actions that align with your values and goals.

    4. Identifying Where Your Impact Is Strongest:

    By asking the right questions, you learned to focus on the areas where your efforts create the most value.

    5. Turning Challenges Into Opportunities:

    We examined how to view difficulties as opportunities for growth, connection, and creating new meaning.

    Moving Forward: A Continuous Process of Growth and Reflection

    1. Pause for Regular Reflection:

    Every few months, take time to ask yourself: Am I still connected to my values? Does the meaning I’ve found still align with my role?

    2. Explore New Areas for Impact:

    Roles evolve, teams grow, and so do you. Look for new opportunities to create value and meaning in your changing environment.

    3. Share Your Journey With Others:

    Your sense of meaning can empower those around you. Sharing your values and purpose with your team can foster a more meaningful organizational culture.

    4. Celebrate Small Wins:

    Daily successes matter. Take time to acknowledge and appreciate them—they’ll keep you grounded and connected to what you do.

    To Summarize the Post

    This series was designed to give you tools and insights to embark on your journey as a leader with meaning. It’s a personal process, one that evolves with you and the challenges you face along the way.

    Remember: The meaning you find in your role is a powerful engine for growth—not just for you, but for your team, your organization, and everyone around you.

    Thank you for being part of this journey. Now, it’s time to continue and take action!

  • Turning Challenges Into Opportunities: Finding Meaning in Difficult Moments

    The fifth post in a six-part series on finding meaning in your managerial role.

    Management isn’t just about successes—it’s also about navigating tough challenges. Sometimes, the greatest opportunities for growth, change, and meaning are hidden within the hardest moments. In this post, we’ll explore how to view challenges through a new lens and find ways to create real value from them.

    Step One: Pause and Ask – What Can I Learn From This Challenge?

    When facing a difficulty, take a moment to stop and reflect. Ask yourself: What is this challenge teaching me? Is it revealing something about myself, my team, or the situation?

    Ask yourself: How can this challenge help me improve myself or the processes I manage?

    Example: If a team member is struggling to meet deadlines, this challenge might highlight the need to rethink how tasks are assigned or to introduce better tools for task management.

    Step Two: Look for the Opportunity Within the Difficulty

    Every challenge has the potential to hold an opportunity—whether it’s learning a new skill, strengthening relationships, or changing your approach.

    Simple exercise: Take your current challenge and write down the biggest opportunity it could present.

    Example: If you’re dealing with a team conflict, the opportunity might be to develop better communication and strengthen collaboration within the team.

    Step Three: Involve Your Team in Finding Solutions

    Challenges are also an opportunity to engage your team and empower them to contribute.

    Ask your team: How would you solve this challenge? What can we learn from it together?

    This collaboration not only leads to better solutions but also strengthens team commitment and involvement.

    Example: If a project is delayed, instead of solving it alone, involve the team and encourage them to brainstorm ways to improve the process.

    Step Four: Empower Yourself and Your Team Through Challenges

    Every challenge is a chance for growth—not just for you but for your team as well.

    Ask yourself: How can I help my team learn and grow from this difficulty?

    Example: If your team is struggling with low motivation, use it as an opportunity to open a discussion, identify underlying issues, and provide tools to overcome them together.

    To Summarize the Post

    Challenges are an inevitable part of management, but they are also an opportunity to create meaning and build new skills. By approaching difficulties with a mindset of learning and growth, you’re not just solving problems—you’re creating positive change that strengthens both you and your team.

    In the final post, we’ll explore how to sustain and expand your sense of meaning in your role over time.

  • The Questions That Create Change: How to Identify Where You Truly Make an Impact

    The fourth post in a six-part series on finding meaning in your managerial role.

    As managers, we juggle countless responsibilities, but not everything we do creates the same level of impact. In this post, we’ll explore how asking the right questions can help you discover where your influence is strongest—and how to focus your energy on areas that bring the most value.

    Step One: Ask Yourself – What Truly Matters to Me?

    To identify where your impact is greatest, start by asking a simple question: What’s most important to me in my role?

    Is it developing your team? Achieving results? Solving complex problems?

    Ask yourself: Which aspects of my role make me feel the most significant?

    Example: If you find that developing your team is what matters most to you, your greatest impact might come from one-on-one conversations or professional development initiatives.

    Step Two: Ask Others – How Do I Help You?

    Sometimes, the clearest view of our impact comes from the people around us. Ask your team members, peers, or even clients:

    “What do you think I do that brings the most value?”

    You might be surprised by what they say.

    Example: A team member might tell you that the guidance you gave them on a tough project made a huge difference—highlighting an area where your influence is particularly strong.

    Step Three: Evaluate How You Spend Your Time

    Reflect on your time. Where are you investing the most effort, and does it align with what truly matters to you?

    Simple exercise: Review your past week and highlight the moments when your impact felt the strongest.

    Example: You might discover that while you spent hours on emails, a single team meeting led to a significant breakthrough.

    Step Four: Focus on Where You Make the Greatest Impact

    Once you’ve identified where your influence is strongest, plan how to focus more time and energy on those areas. This doesn’t mean neglecting other responsibilities, but rather prioritizing what brings the most value.

    Example: If your greatest impact comes from mentoring your team, schedule regular one-on-one or group sessions to nurture those connections.

    To Summarize the Post

    Asking the right questions is the key to discovering where your influence as a manager is strongest. By focusing on what truly matters, you’ll not only become more effective but also find deeper meaning in your role.

    In the next post, we’ll explore how to turn challenges into opportunities and create meaning even in the most difficult moments.

  • From Thoughts to Actions: How to Turn Your Insights Into Daily Habits

    The third post in a six-part series on finding meaning in your managerial role.

    After identifying what drives you and the moments when you feel most significant, it’s time to turn those insights into actions. By doing so, you can integrate meaning into your daily routine and make it a natural part of your managerial role.

    Step One: Reflect on Your Insights

    Pause and revisit what you’ve learned so far. What are the key elements that connect you to a sense of meaning? Is it helping your team grow, solving complex problems, or creating significant value?

    Ask yourself: How can I incorporate these elements into my daily work?

    Example: If you feel most fulfilled when supporting your team’s growth, set up regular one-on-one coaching sessions to guide and empower them.

    Step Two: Set Small, Clear Goals

    Start with manageable steps. Identify one or two actions you can incorporate into your routine today that align with what drives you.

    Simple exercise: Write down one specific action you can take today to align your work with your values.

    Example: If solving problems gives you meaning, dedicate 30 minutes daily to address the challenges your team is facing.

    Step Three: Integrate Actions Into Your Schedule

    To make these actions a habit, embed them into your schedule. Allocate specific times for tasks that align with your strengths and motivators, whether it’s brainstorming, team development, or tackling challenges.

    Example: Schedule a fixed hour each week to focus on initiatives that reflect your core values, such as mentoring employees or creating innovative solutions.

    Step Four: Reflect and Adjust

    At the end of each week, take a moment to evaluate. Did your actions bring you closer to a sense of meaning? If not, tweak and try again. This is a learning process, so feel free to experiment.

    Example: If team meetings didn’t feel impactful, shift to one-on-one conversations to build stronger personal connections.

    To Summarize the Post

    Turning insights into actions is the key to bringing meaning into your daily managerial routine. Start small, stay consistent, and adjust as needed to find what works best for you.

    In the next post, we’ll explore how to ask the right questions to uncover where your impact as a manager can be most significant.

  • Identifying Your Bright Spots: When Do You Feel Most Significant?

    The second post in a six-part series on finding meaning in your managerial role.

    Management isn’t just about tasks and challenges – it’s also about those small, powerful moments that remind you why you do what you do. These moments aren’t random; they reveal what truly matters to you. In this post, we’ll explore how to identify those moments and connect them to your daily work.

    Step One: Spot the Meaningful Moments

    Pause and reflect on the past month. When did you feel most significant?

    Maybe it was when you helped a team member overcome a challenge, led your team to success on a complex project, or solved a problem requiring creative thinking.

    Ask yourself: What exactly happened, and what made that moment feel so special?

    Example: Think of a meeting where you shared an original idea, and it was enthusiastically received and led to meaningful change. That’s a moment of real impact.

    Step Two: Find the Common Thread

    Look at several moments like these. Try to identify if there’s a pattern. Are your meaningful moments tied to leadership? Supporting others? Achieving results?

    Simple exercise: Write down three moments, and next to each, add a word that describes why it mattered to you.

    Example: If all your moments involve mentoring and empowering others, your sense of meaning might come from your ability to develop the people around you.

    Step Three: Learn About Yourself From These Moments

    These moments don’t just tell you what you do – they reveal who you are as a manager.

    They show you what truly drives you and gives you a sense of purpose in your role.

    Example: If you realize your most meaningful moments involve solving complex problems, it’s a sign to focus on challenges that require creativity and innovative solutions.

    Step Four: Plan for More of These Moments

    Now that you understand the kinds of moments that make you feel significant, start creating more of them.

    This could mean planning projects that align with your strengths, initiating conversations with your team, or focusing on challenges where you know you make the biggest difference.

    Example: If your meaning comes from personal connections with your team, set aside time weekly for one-on-one conversations that strengthen relationships and mutual support.

    To Summarize the Post

    The moments when you feel most significant are a mirror reflecting what truly matters to you in your role. By identifying and creating more of them, you’ll feel more connected to your daily work.

    In the next post, we’ll talk about turning these insights into clear, actionable daily habits that align with your values and goals.