What is The Right Next Thing approach?

The Right Next Thing is a practical alternative to time management. Instead of trying to control your entire schedule, it focuses on making the best choice in each moment. By asking, 'What’s the right next thing?' you avoid inefficiency and put energy into what matters most.

Why doesn’t traditional time management work?

Time management tools can help with organization, but they don’t solve the deeper issue: how you choose to use your hours. The clock never changes, but your decisions do. Inefficiency happens when you spend time on the wrong priorities at the wrong moment.

How does The Right Next Thing improve productivity?

By focusing on the right priority in the right sequence, you eliminate wasted effort. Instead of reacting to urgency or low-value tasks, you align each step with your most important goals. This creates momentum, reduces overwhelm, and compounds results.

What are examples of choosing the wrong next thing?

Common examples include fixing minor details instead of preparing for a key client call, answering emails when you should be coaching your team, or spending energy on someone else’s priority instead of your own.

How can I start using The Right Next Thing today?

Before shifting tasks, pause and ask yourself three questions: Am I about to step into the most important thing, or just the most urgent? Will this move me forward, or just keep me busy? If I only got one big thing done today, what should it be? Making this habit part of your routine removes inefficiency and keeps your focus where it matters most.

When Praise Helps—and When It Hurts | Doug Fleener

When Praise Helps—and When It Hurts

The difference between high-impact and wasted praise

October 1, 2025

Before we jump in, I want to tell you about something new—The Daily What If, a short daily email to spark your day.

Think of it as part Instagram, part fast personal growth, and part fresh perspective. Each morning, you’ll get one quick idea to shift your thinking and start strong.

You can sign up by replying to this email with sign me up or by visiting thedailywhatif.com. At the bottom of this Weekly, you’ll find today’s Daily What If as an example.

Now about praise….

Most leaders (and parents, and coaches) think praise is always positive. But not all praise lands the same way. Sometimes it even undermines the impact we’re trying to create.

Here are three common missteps:

1. The “But” Trap
When you say, “You did a great job, but…” the praise gets erased. The “but” cancels the encouragement and makes the person focus only on the correction. If you need to adjust, give the praise, and then, at a separate moment, let the person know what they can do better.

2. Praising the Obvious
Thanking someone for doing their everyday job well is fine. But repeatedly praising someone for showing up on time or answering the phone politely can come across as hollow. That’s not praise—it’s a thank you. Reserve praise for moments that highlight growth, effort, or excellence.

3. The Praise Sandwich
Many people are taught to soften feedback by wrapping it between two slices of praise. Don’t. If you’re out to help someone improve, be direct. Forced praise makes the correction less clear, and the “sandwich” itself tastes like crap.

How to Make Praise Count

1. Focus on effort, not just results. Praise the studying that led to the test score or the persistence that led to the big sale.

2. Use praise as a teachable tool. Show what behaviors to repeat by naming what worked. “You asked great discovery questions with that customer—that’s why the sale happened.”

3, Praise in public. Acknowledging someone in front of others amplifies the impact, builds culture, and inspires more of the same.

4. Practice positive gossip. Talk someone up when they’re not in the room. Saying, “She handled that client issue beautifully,” to others often circles back, and it builds both reputation and morale.

The goal of praise isn’t just to make someone feel good—it’s to reinforce what matters most.

What if this week you were more intentional with your praise and used it as a tool to teach, encourage, and elevate others?

Doug

You’re one action away. Starting today.

Five Most Recent Newsletters

9/24 The Gift of Borrowed Confidence

9/17 The Silent Roadblock in Your Work and Life

9/10 Holiday Success Starts with Growth Now

9/7 Immediately Turbocharge Your Sales and Service

8/27 The Right Next Thing

FAQs About Building and Borrowing Confidence

1. What does it mean to borrow confidence?
Borrowing confidence means leaning on someone else’s belief in you until you build your own. Encouragement from a leader, colleague, or family member can spark the courage to act before you feel fully certain.

2. Can you really give someone else confidence?
Yes. While confidence is internal, it can be influenced externally. Clear reasons why they can succeed, reminders of past wins, and stories of others who’ve done it can all build belief.

3. Why is confidence important at work?
Confidence drives action. Employees who believe in themselves are more willing to try new tasks, take on responsibility, and engage customers with energy.

4. How can leaders build confidence in their teams?
Leaders can build confidence by setting clear expectations, celebrating progress, and showing belief in their people’s potential. Simple words of support can create powerful results.

5. Can confidence be built outside of work?
Absolutely. Parents, partners, and friends often help each other by offering encouragement and belief. Confidence carries over into school, sports, relationships, and personal goals.

Return to Newsletter Index

When Praise Helps—and When It Hurts

Here are three common missteps:

How to Make Praise Count

FAQs About Building and Borrowing Confidence

Doug Fleener

Doug’s Newsletters

Navigate