Why Multitasking Is Overrated: What New Supervisors Should Know

If you’ve just stepped into your first leadership role, congratulations! There’s a lot to take in, and I bet you’re feeling the pressure to prove yourself. Maybe you’re trying to answer emails while listening to your team, juggle paperwork during meetings, or bounce between one crisis and the next. If so, you’re not alone—most new supervisors think multitasking is part of the job.

But here's the real deal: multitasking isn’t the productivity hack we’ve all been led to believe. In fact, it can make us feel busier and more stressed, while slowing us down. Surprised? You’re not the only one.

Let’s talk about why multitasking just doesn’t work, why so many leaders fall into its trap, and how you can get more done by focusing on one thing at a time.

The Multitasking Myth We All Fall For

We all know the feeling—your phone pings, your inbox fills up, your to-do list grows longer by the hour. It feels like the only way to survive is to do everything at once. In fact, you might even feel proud of your ability to juggle so many things. “Look at me!” you think. “I’m getting so much done!”

But here’s what’s really happening: instead of doing several tasks at once, your brain is just switching rapidly from one thing to another. It’s like trying to watch two TV shows at the same time by flipping between channels—you never really keep up with either one, and you end up missing the best parts of both.

Why Multitasking Actually Makes You Slower

Switching between tasks takes time.  Each time you return to an email or conversation, you have to find your place again.  Think about it: ever tried texting while talking on the phone? Or tried to write an email while someone’s talking to you? It’s easy to lose your train of thought, forget details, or make silly mistakes. Now imagine that happening all day long. No wonder multitasking leaves you feeling exhausted!

Why We Keep Doing It (Even When It Doesn’t Work)

If multitasking is so bad, why do we keep doing it? Part of it is habit—the workplace moves fast, and there’s a lot of pressure to keep up. Sometimes, the culture even celebrates people who seem to do it all. But here’s the thing: being busy isn’t the same as being productive.

It can be hard to let go of multitasking, especially when you’re new to leadership and want to prove you can handle everything. But what really makes a great leader isn’t juggling a hundred things—it’s knowing how to focus, prioritize, and be truly present for your team.

So, What Should You Do Instead? Try Single-Tasking

Single-tasking is just what it sounds like—doing one thing at a time and giving it your full attention. It might sound old-fashioned, but it’s the key to getting more done, making fewer mistakes, and feeling less stressed. Here are some ways to put it into practice:

• Set Clear Priorities: Pick your top one or two things to focus on each day. Write them down and tackle them first before you let yourself get distracted by other tasks. If you get those done, you’ll already have made real progress.
• Batch Similar Tasks Together: Instead of bouncing back and forth between email, phone calls, and paperwork, try grouping similar tasks. For example, set aside 30 minutes to respond to emails, then put your inbox away and move on to something else.
• Use Time Blocks: Block off chunks of time on your calendar for focused work. Let your team know when you’re “heads down” and need to avoid interruptions. Even 45 minutes of uninterrupted work can make a huge difference.
• Take Real Breaks: Don’t try to power through your whole day without stopping. Stand up, stretch, walk around, or just close your eyes for a few minutes. Your brain needs time to recharge so it can focus again.
• Be Present in Meetings: When you’re in a meeting, be all there—don’t check your phone or try to finish other work. Your team will notice, and the meeting will be more productive (and probably shorter, too).
• Practice Saying No: As a new leader, it’s tempting to say yes to everything. But sometimes the best thing yo: u can do is say, “I’m focused on something important right now—can we talk later?” It’s not rude; it’s smart.
• Try Coaching or Mentoring: If you struggle to break the multitasking habit, consider working with a coach or mentor. They can help you create new routines and keep you accountable. Sometimes, all it takes is someone reminding you to slow down and focus.

How This Makes You a Better Leader

When you trade multitasking for real focus, you’ll notice some big changes—not just in your own work, but in your team, too. People will trust you more because you’re really listening. You’ll catch problems earlier because you’re not distracted. You’ll finish your days feeling accomplished, instead of frazzled.

And here’s a bonus: when your team sees you focusing on one thing at a time, they’ll feel empowered to do the same. You’ll create a culture where deep work and real results matter more than just looking busy.

Final Thoughts: Permit Yourself to Slow Down

If you take one thing away from this, let it be this: you don’t have to do everything at once. In fact, you’ll get more done—and do it better—if you slow down and focus on one thing at a time.

So, next time you catch yourself trying to juggle too much, remember multitasking might look impressive, but it’s not the key to real productivity. Give yourself permission to single-task. Your brain (and your team) will thank you for it.

 

Mind the Gap: Bridging Workforce and Leadership Development

If you’ve ever visited London, you’ve probably heard the iconic warning echoing through the Underground: “Mind the Gap.” While it’s designed to keep riders safe as they step between the train and the platform, this simple phrase holds powerful lessons for anyone stepping into a supervisory or leadership role.

For organizations striving for real growth, “Mind the Gap” isn’t just a safety announcement—it’s a metaphor for a crucial challenge: the space between leadership development and workforce development. Too often, these are treated as completely separate efforts. Leaders get sent to one set of programs, front-line employees to another, and rarely do the two meet. But if you’re a first-time supervisor or a new leader, it’s essential to recognize that these two forms of development are deeply interconnected. Real success—yours and your organization’s—demands that you bridge this gap.

Let’s explore why this gap exists, why it matters, and how you can help close it in your own workplace.

The Hidden Divide: Leadership vs. Workforce Development

Imagine you’re at the start of your leadership journey. Maybe you’ve just been promoted, or you’re preparing to take on more responsibility. You’re probably focused on learning the ropes of supervision—how to manage people, make decisions, and resolve conflicts. You might even be enrolled in a leadership development program.

Meanwhile, your team members are likely participating in their own training—on technical skills, compliance, or customer service. But rarely do these two learning tracks intersect. The result? A gap forms. Leaders develop in one direction, employees in another, each missing out on the insights and potential the other offers.

Why does this matter? Because an organization’s long-term success depends not just on strong leaders or skilled employees, but on the synergy between them. When leaders and teams grow together, everyone benefits: engagement rises, innovation increases, and business goals become easier to reach.

Rethinking Productivity: More Than Just Output

To bridge this gap, we need to start by rethinking how we measure success. Traditionally, productivity is defined as output: how many tasks get done, how quickly, and at what cost. But real productivity is much more than checking boxes or meeting quotas.

True productivity begins with how people feel—specifically, how supported and empowered they are to grow beyond their daily tasks. When employees know their growth matters, they’re more likely to bring their best selves to work. They don’t just do what’s required; they look for ways to solve bigger problems, help each other, and deliver outstanding customer experiences.

As a new supervisor, you have a unique opportunity to redefine what productivity means for your team. It starts with a simple mindset shift: Ask yourself, “How am I helping my team grow? Am I connecting their individual potential to our larger goals?”

Building Bridges: Practical Steps for Emerging Leaders

So, how do you actually bridge the gap between leadership and workforce development? It’s not about running more training sessions or adding extra meetings. It’s about creating connections—between yourself and your team, between individual growth and organizational goals.

Here are a few ways to get started:

Create Shared Learning Experiences

Instead of sending leaders and employees to separate workshops, look for opportunities to learn together. Joint problem-solving sessions, cross-functional projects, and even informal discussions about business challenges can help everyone see the big picture—and each other’s perspectives.

Redefine Success Together

Invite your team to help redefine what productivity means. Ask them what support they need to do their best work. Encourage conversations about growth, not just output. When employees feel heard, they’re more invested in their work—and in the organization’s success.

Set Common Metrics

Establish new metrics that reflect both leadership and workforce growth. For example, track not only team performance but also how many team members are taking on stretch assignments, learning new skills, or mentoring others. Recognize and celebrate these achievements as much as you do business results.

Empower Employees to Lead

Leadership isn’t just for supervisors. Give team members chances to take the lead—on projects, in meetings, or with process improvements. When employees see that their growth is valued, they’ll step up in ways that benefit the whole team.

Foster a Culture of Continuous Development

Make learning a part of your everyday culture. Share articles, celebrate small wins, and encourage experimentation. The more you normalize growth, the easier it is to bridge the gap between leaders and employees.

The Long-Term Payoff: Sustainable Growth

When you bridge the gap between leadership and workforce development, the payoff is bigger than you might imagine. Employees who feel valued and empowered are more engaged, more loyal, and more likely to go the extra mile. Teams become more resilient and adaptable to change. And organizations lay the groundwork for sustainable, long-term growth—not just short-term gains.

As a first-time supervisor or emerging leader, you’re in a powerful position to influence this shift. By prioritizing both your own growth and that of your team, you become the bridge your organization needs.  Not just for your own journey, but for the journey of everyone you lead. The space between leadership and workforce development is full of opportunity—if you’re willing to close it.

In summary, your role isn’t just to manage tasks or people—it’s to connect potential. When you do, you’ll find that your team isn’t just more productive; they’re more inspired, and your organization is better equipped for the challenges ahead.

 

Getting Past the Leadership Gap

 Have you ever looked around your organization—or maybe even at yourself—and wondered, “Are we really ready for what’s next?” If so, you’re not alone. One of the biggest challenges facing organizations and individuals today is what’s known as the “leadership gap.” It sounds abstract, but trust me, this gap has real, day-to-day consequences for companies and their people. So, let’s break it down together, and I’ll coach you through some practical ways to start closing that gap, no matter where you’re starting from.

What is the Leadership Gap?

At its core, the leadership gap is the difference between the skills and abilities that leaders currently have—and those they need to be truly effective. Think of it as the space between where leadership is today and where it needs to be tomorrow. The tricky thing is, that space keeps shifting. Why? Because the world of work is changing at lightning speed. New technologies, a changing workforce, and evolving attitudes about what work should look like all play a part.

Now, you might be thinking, “Isn’t this just a theoretical HR problem?” Far from it. The leadership gap is a real and pressing issue. When companies don’t have enough skilled leaders, things fall through the cracks. Communication breaks down. Teams falter. Innovation slows. Employees get disengaged. And ultimately, business results suffer. That’s why it’s so important to understand what’s causing the gap—and what you can do about it.

What’s at the Core of the Leadership Gap?

Let’s get honest: the leadership gap is a complex workforce issue with no single cause. But if we peel back the layers, we start to see some common threads. Here are the big ones:

1. Rapid Changes in Technology and Business Models

Think about how much the way we work has changed in just the past few years. Remote work, digital collaboration tools, AI-driven decision-making, new ways to serve customers—the list goes on. Organizations are scrambling to keep up, including in how they develop leaders. Many leaders suddenly find themselves needing skills they never needed before. The ability to adapt, learn quickly, and lead through uncertainty is now just as important as traditional management skills.

2. Demographic Shifts: The Baby Boomer Effect

Here’s a reality check for many companies: Baby boomers—those born between 1946 and 1964—are retiring in droves. They’re taking with them decades of experience, institutional knowledge, and, often, critical leadership skills. When these seasoned leaders walk out the door, organizations are left with fewer people ready to step up and fill those big shoes. This creates a vacuum that’s hard to fill without intentional planning and development.

3. A Changing Work Environment

Technology isn’t the only thing changing. Societal shifts—think new expectations for work-life balance, more diverse teams, and different attitudes about authority—are transforming the workplace. Some leaders are struggling to navigate this new landscape. They may have the technical chops but lack the soft skills—like empathy, adaptability, and cultural awareness—that are now essential for leading effectively.

4. Lack of Development Opportunities

Let’s be real: Not every company invests enough in developing its people. Training budgets get cut. Leadership development programs get put on hold. New and aspiring managers are left to “figure it out” on their own. The result? Many good people with potential never get the chance to become great leaders. That’s a missed opportunity for everyone.

Why Should You Care?

If you’re a business leader, HR professional, or even someone just starting to think about moving into a leadership role, this gap affects you. Companies with strong leadership pipelines are more resilient, better at innovating, and more likely to keep talented people. Individuals who intentionally develop their leadership skills are better equipped to thrive in uncertainty—and help others do the same.

But here’s the good news: The leadership gap isn’t an unbridgeable chasm. It’s a call to action. And whether you’re an executive, a new manager, or an aspiring leader, there are steps you can take to help close it.

Coaching Tips for Getting Past the Leadership Gap

1. Start with Self-Awareness: Great leadership starts with knowing yourself. What are your strengths? Where are your gaps? Get feedback from colleagues, mentors, or coaches. Be honest about what you need to learn or improve. Remember: self-awareness isn’t about self-criticism—it’s about growth.
2. Embrace Lifelong Learning: The world isn’t slowing down, so your learning can’t, either. Seek out new experiences. Take courses. Read widely—everything from leadership books to articles about emerging trends. And don’t be afraid to ask for help! Coaching, mentoring, and peer learning groups are powerful ways to stretch yourself.
3. Prioritize Soft Skills: Yes, technical skills matter. But in today’s workplace, soft skills—like communication, emotional intelligence, and adaptability—are what set great leaders apart. Practice active listening. Be curious about others’ perspectives. Learn how to give and receive feedback.
4. Advocate for (and Invest in) Development: If you’re in a position to influence your organization, champion leadership development. Advocate for training programs, mentorship opportunities, and stretch assignments. If you’re not in that position yet, invest in your own growth. There are more free and low-cost learning resources available than ever before.
5. Mentor the Next Generation: Remember those baby boomers we talked about? If you’re a seasoned professional, think about how you can share your knowledge. Mentor someone newer to the field. If you’re newer yourself, seek out mentors—but also look for ways to give back as you grow.
6. Stay Curious and Open-Minded: The best leaders are always learning—not just about their industry, but about people, trends, and themselves. Stay open to new ideas and approaches. The more adaptable you are, the more ready you’ll be for whatever comes next.

Wrapping Up: Bridging the Gap—One Step at a Time

The leadership gap is real, and it’s not going away on its own. But with awareness, intention, and action, you can help close it—no matter where you sit in your organization. Start with yourself. Advocate for others. Foster a culture of learning and growth. Remember, great leaders aren’t born—they’re made, often through a series of small, intentional steps.

So, what’s one thing you’ll do this week to start bridging your own leadership gap? Whether it’s having a conversation, reading a new book, or reaching out to a mentor, every step counts.

You’ve got this—and the world needs more leaders just like you.