I've found people have to want to learn it on their own. GTD is not something you can force people to learn.

It's probably best to suggest things like, "I've found that if I write stuff down, I'm better able to remember stuff, and therefore I can use my brain to come up with new ideas rather than try to remember everything."

I think this topic came up in the podcast series where Merlin interviewed David Allen, in the one about GTD and Groups.

It's really one of those "lead by example" things. Unless someone out there has successfully broached the topic to other people. I'd guess it's probably easier with a spouse than with a workgroup.

If you're a project manager or something, then it's probably a lot easier to just call it a new workflow policy, but I wouldn't want to make it too strict, because then people would rebel against it.

What exactly are you trying to do? (That probably should've been the first thing to go here.)

I like the concept of juggling the GTD habits since learning GTD is a lot like learning how to juggle. In the same way that one has to keep juggling the first ball while learning to juggle the second and so on, the same is true with the GTD habits. The hardest part about learning GTD is that it involves keeping all of the habits going as you continue to learn the new ones (e.g. emptying your head, getting your inbox to empty, getting actionables done, getting clear on projects, following up waiting fors, getting reading done, doing the daily review, and - the 'key' habit - doing the weekly review).

Here's a tutorial you may find useful located under the heading "Just the RSD Movie" (also available in PDF format):

http://homepage.mac.com/toddvasquez/Ready-Set-Do!/FileSharing80.html

GTD Connect at the DavidCo.com site may also be a way to acquire further resources for teaching GTD

http://www.davidco.com/connect/

Given the fluid nature of the Getting Things Done methodology itself, it might be best to balance teaching the core principles first -- e.g. defining next actions by location context -- and then following each one up with three or four different implementations of that principle -- e.g. HipsterPDA approach, Outlook plug-in, Moleskine notebook, Palm, Treo, PC, Mac, etc. The key thing is that when people learn the principles they know that there are many different ways that principle can be implemented. Then they can tailor the Getting Things Done methodology to meet their own, unique workflows.

Hope that helps.

Todd V

Thanks, Todd, that does help. I've been really trying to wrap my head around all of GTD to be able to put into bite-sized chunks people can handle and easily digest.

Chrome, I'm involved with a nonprofit group and I see them struggling with balancing work, personal, and group obligations. It's obvious to me that GTD would be beneficial for them. I'm going to present the system to them. It's been anxiety-producing when I think of getting the whole system down so they can understand it and implement it.

I'm planning to make give talk about GTD a bit at our next meeting, then work with each interested person individually. I feel concerned about this because I've never read the book, have been GTD'ing for about a year, and still have some leaks. And my methodology isn't one size fits all and I am ... I'm not the expert I want to be to do this seamlessly.

You haven't read it? Have you listened to the audiobook? I'd be hesitant to teach something I hadn't really studied before.

I have the audiobook and am listening to it.

While I have a year doing GTD, I am still learning new stuff every day and yes, I'm freaked out at the idea of trying to teach something I think I'm still grasping the basics of. I'm even more freaked out at the idea of working with these people and not introducing them to GTD.

Are you resistant to reading the book for some reason?

My husband just doesn't sit down and read books, end of subject. Articles, yes. books, no. So he listened to the audiobook.

But I read the book first, then listened to it, and I can tell you that there is much that just doesn't sink in without illustrations (both visual and explained) in the book.

I never got the book because as soon as I heard about GTD, I was sold. I immediately went and read gads of info online about it, and started applying what I learned immediately.

I sort of planned to get the book eventually. And when I decided to introduce GTD to the group, I went to the library, but the book was checked out.

I found GTD pretty simple to pick up, but your statement has me wondering if I'm missing more than I realize by putting off reading the book. Can you give me an example or some examples of things in the book that didn't sink in until you saw the illustrations and visuals?

The key to good teaching is to talk about what you already know. You may not be perfect at GTD, you may not even have read the book yourself, but you've read what you have read and you've implemented what you've implemented -- and you've seen some results. It might actually work to your advantage to teach only what you know and to just simply admit that you are still in the learning process. If you present GTD as something you have to know par excellence in order to do it then others are going to think they have to know it all perfectly or they won't be able to implement it at all.

Just go for it. Don't represent yourself as a GTD expert -- just a GTDer in training. You are probably enthusiastic about it because there are some things that are working for you. If others connect with your enthusiasm and would like to get things together the way you have, that's all you really need.

Eventually we all have to learn it on our own anyway. I say "go for it" and just be honest about where you are in the process. That will be all the encouragement the others need to get started and then you can point them to the resources they would need to learn more.

Todd V

Thanks a lot. That really greatly reduces the stress I've been feeling.

Ive never done it, and I ve never heard of someone that has.... but it sounds like a good idea!! good luck!!!!