5 Ways a Leader Can Be Productive This Week

This article is not for federal employees. They already have enough chaos navigating the whims of a rogue executive advisory body. But if you’re dealing with a lousy boss who thrives on pointless bureaucracy or is inspired by the disruption, you will likely face an equally asinine exercise.

Imagine receiving an email like this:

"Please reply with approximately five bullet points summarizing last week’s accomplishments and cc your manager. Please do not send classified information, links, or attachments."

It’s the kind of low-trust, high-friction request that signals poor leadership. If you’re stuck under someone who prioritizes performative updates over real progress, don’t waste your energy fighting it—respond efficiently, set boundaries, and keep moving forward. Here’s how:

Subject: Weekly Accomplishments

[Requestor’s Name],

Below are five key highlights from last week’s progress:

• Strategic Task – Completed [specific achievement] that contributed to [goal or impact].
• Collaboration – Worked with [team/department] to [result], improving [efficiency/productivity].
• Decision-Making – Resolved [issue] by [solution], ensuring [positive outcome].
• Leadership Development – Provided guidance on [topic] to [individual/team], strengthening [specific skill or process].
• Process Improvement – Identified and implemented [enhancement], reducing [waste/time spent/errors] by [X%].

Let me know if further details are needed.

Best, [Your Name]

Why This Works

• It satisfies the request without indulging in meaningless detail.
• It frames accomplishments strategically, not as a to-do list.
• It keeps control of the narrative—reinforcing your value, not just compliance.
• It sets a precedent for how updates should be structured moving forward.

If this kind of micromanagement is a recurring theme, it’s worth asking: Is this the kind of leadership you want to tolerate long-term? Great leaders don’t waste time proving they’re productive—they focus on making an impact.

If You’re a Serious Leader

But not everyone is trapped under a directionless boss. If you value real impact over check-box compliance, here’s how to lead effectively instead of merely managing updates.

1. Clarify Priorities and Make Decisive Progress

• Identify the top three most important tasks or goals for the week.
• Use a decision-making framework (e.g., Eisenhower Matrix) to focus on high-impact activities.
• Set clear, measurable outcomes to track progress.

2. Engage in Strategic Self-Reflection

• Spend 30 minutes reflecting on leadership challenges and successes.
• Ask key questions: What worked? What didn’t? What’s next?
• Journal insights and adjust leadership approaches accordingly.

3. Strengthen Key Relationships

• Have at least one meaningful conversation with a mentor, peer, or direct report.
• Offer genuine support, feedback, or recognition to someone in your network.
• Build alliances that align with your leadership values and long-term vision.

4. Invest in Continuous Learning

• Read a relevant book, article, or case study on leadership, business, or personal development.
• Listen to a leadership podcast or attend a professional development webinar.
• Apply one new insight to your work or leadership approach.

5. Hold Yourself and Others Accountable

• Review commitments—are you keeping your word?
• Check in with your team or colleagues to ensure alignment on expectations.
• Adjust your leadership style to balance support and accountability.

Productivity vs. Impact

If you’re dealing with a leader who confuses reports with results, these strategies help you stay effective despite the noise. If you’re serious about leadership, they refine your impact. Either way, great leadership isn’t about looking busy—it’s about driving real progress.