Clear your RAM


Defines the switch from cluttered mind to peaceful mind

We’ve all been there. It’s 11:00 PM. The day was a success – mostly – but your head is still spinning. You’re dictating reminders into your phone. You’re replaying meeting snippets in your mind, trying to unpack what was actually said. To top it off, you just found the dog destroyed your favorite sweatshirt, and the evidence is all over the floor.

You’re exhausted, but you’re too wired to sleep. Your mental RAM is at 100%, and your “processor” is overheating.

Mental clutter – tasks, worries, and that nagging sense you’ve forgotten something – slows your thinking and drains your motivation. High performance and a peaceful mind both require a clean slate.

In a world where leaders are currently facing high levels of burnout and cognitive load, a structured “Worry-to-Action Pipeline” is exactly the kind of pragmatic, tested tool you have come to expect from this blog!

Here is a no-nonsense, 4-step process to move your worries from your head onto paper, and turn that noise into a concrete to-do list.

Dump every thought, fear, and reminder spinning in your head on paper. Write them down. Don’t filter, don’t judge, and definitely don’t try to solve them yet. Just write or type until the “RAM” is empty and no more thoughts come.

If your head is spinning too fast to type, use your phone to dictate a voice note. Once it’s out of your system, move those notes to a larger screen – like your laptop or tablet – where you can actually see the “mess” you’ve collected in your mind.

Don’t just look at the mess -sort it. Grab three highlighters (or use the highlight tool on your screen) and assign every item to one of these three buckets:

  • Actionable Now (Green): Things you can act on in the next 24 hours. No excuses—just tasks you can do today or tomorrow (e.g., “Email the client”).
  • Influence (Yellow): Things you can’t fix alone but can nudge. This requires a conversation with a colleague, a friend, or an expert. (e.g., Improving team morale when a manager is difficult to approach).
  • The Noise (Red): Things you cannot change. This includes the past, yesterday’s mistakes, or other people’s opinions. (e.g., The dog eating your clothes while you were out).

Examples:

The “Actionable Now” items are the easiest to solve, yet they often cause the most background noise.

  • The 48-Hour Rule: If it’s Green, give it a specific time slot in your calendar within the next two days. If you don’t schedule it, it stays in your head.
  • The “Parking Lot”: If it truly isn’t urgent and can wait longer than two weeks, move it out of your daily view. Put a reminder in your calendar for a future date and delete it from your current list.

For the items left on your list – the Yellow and the Red – you only need one simple decision each.

For your Yellow items (things you can influence but not fix alone): identify the one person you need to involve and write their name next to the item. That’s your action. You’re not solving it tonight – you’re simply deciding who carries it forward with you. One name. Done.

For your red items – choose a small ritual of release. Red items are RAM-drainers – things you cannot change, control, or solve tonight. But simply crossing them out rarely works. Your brain needs a small, deliberate act to believe it has actually let go.

Choose a ritual that suits you:

Tear it up. Transfer all your red items onto a separate page. Then tear that page – slowly and deliberately – into small pieces. The physical act of destruction signals to your brain that processing time on these is officially closed.

Box it. Not ready to destroy them? Fold the page and place it in a dedicated box – a shoebox, a tin, anything with a lid. This isn’t surrender; it’s containment. Tell yourself: if this still matters in two weeks, it will still be in the box. Most of the time, when you check, it won’t.

Either way, once the red items are off your main list and out of your hands – torn up or lidded away – your brain has its permission to stop processing them tonight.

Close the list. You’re done for tonight.

Tonight, you don’t need to solve everything. You just need to stop carrying it all at once. A pen, a page, and twenty minutes is enough to move from spinning to settled – and to wake up tomorrow with a clearer head and a shorter list. Your brain will thank you for it.

Evaluating Leaders – a template


pen writing final

The ability to reflect and learn from experiences and observations is one I most commonly associate with and admire in the best leaders that I have met over the years. This resource can be used to help leaders reflect on their own behaviors to identify development and improvement needs.

The leadership rating worksheet shared contains a sheet for self rating and also a sheet which can be shared with others for feedback purposes.

The resource (see downloadable file above) is not only helpful for leaders in rating themselves and uncovering possible developmental needs, but can also be used as a 360-type feedback tool. In that case the leader rates himself or herself and then requests feedback from others – in more senior roles, same level peers or in lower hierarchical roles – interacting with the leader on a regular basis. The 360 view can help eliminate any blind-spots that a leader may have concerning his or her own leadership behaviors as the perspectives are from others who often interface with the leader.  

The leadership aspects covered in this resource are:

  • Commitment
  • Risk taking
  • Motivational style
  • Open-mindedness
  • Diversity conscious
  • Trustworthiness
  • Continuous learning
  • Self-adjustment
  • Steadiness

Each of the aspects come with a brief description to ensure ratings are comparable after you have obtained feedback from others.

Uses for this resource include:

  1. Updating your own development plan and setting new goals and priorities for your own development activities
  2. Discussing the results with a coach or mentor to get guidance on what to focus on and how to plan next steps to improve on key leadership aspects.
  3. If a manager rates all of the leaders working in his or her department using this tool you can compare the leaders to each other in terms of strengths and development needs. This would be useful information to help select the best development programs for the team over the next year (for example).

Developing leadership skills is a lifelong journey. We can all learn to do better in some aspects over time and tools like this one can be a very useful check-in for reflection even for those who have been leaders for a long time. It is also true that we expect more from leaders in a globalized business world and concepts like “diversity conscious” and “cross cultural” skills are becoming very important for leaders to be effective on a global scale.