Not Feeling It?

Rethinking Productivity and the Monday Myth
I’m fortunate to have a home office for projects, administrative work and preparation for meeting with clients. While some of my clients join me virtually, most of our work happens in person or in neutral spaces—and those interactions energize me.

But Mondays? They’re not my most creative or productive days.
 
And it turns out, I’m not alone.
 
A 2023 Forbes article—based on hybrid workplace data—found that many workers report Mondays as their least productive day. It makes sense. We often need a transition from weekend to work mode.
 
Knowing this about myself, I’ve built a system that keeps me moving forward—even when motivation is low.
 
First, I rely heavily on my calendar. Weekly tasks (like this blog) are scheduled on repeat. And I’ll admit—an unchecked box on my to-do list is all the motivation I need. I don’t like leaving things unfinished.
 
Second, when I have a deadline-driven project, I get up early, grab a cup of coffee, eliminate distractions, and focus deeply for a few hours. That concentrated time allows me to step away later—whether for a walk or the gym—without guilt.
 
I’ve also learned to align my schedule with my energy. Mondays are best for client meetings when possible. And when it’s a no client, low energy Monday? I practice self-forgiveness. If I only have two solid hours in me, that’s okay—because I know that on another day, I might hit a 12-hour stride.
 
Those are the days I find “flow.” And there’s nothing better.
 
The reality is, we all have different rhythms, motivators, and capacities. And those differences can create friction in the workplace—across teams, generations, and organizational expectations.
 
The same Forbes article suggests:

• Millennials and Gen Z average just under 5 productive hours per day 
• Gen X averages around 5½ 
• Boomers can sustain up to 6 

 
At the same time, hybrid work continues to evolve—shaped by both necessity and policy. For some, it’s a benefit. For others, it’s essential.
 
So here’s the bigger question: What does it really mean to create a flexible, inclusive workplace?
 
Do we pass on the most qualified candidate because they need a hybrid schedule to support their family? Can two high-performing employees share one full-time role? Are we designing systems that support autonomy—or forcing productivity into a one-size-fits-all model?
 
Because when people are supported in how they work best, they show up differently.
 
And yes—I'm writing this on a Monday, after 3:00 p.m.
 
Not my peak time.
 
But I’ve been thinking about this topic all day. And now, it’s done--a full day before my deadline.
 
That checked box?
Still incredibly motivating.
 
So I’ll leave you with this: What’s your go-to strategy when you have to show up—but just aren’t feeling it?