Posts Tagged ‘emotions’

Decisions: Are they really logical?

Monday, July 20th, 2009

decisionThe global economic crisis was created, at least in part, by a tremendous number of bad decisions. Most of these fateful judgments were made by smart, professional people. A few were the result of incredible greed and short-term thinking. But for the most part, the folks making these terrible decisions were intelligent and well-intentioned.

How did this happen, and what can you do to make better decisions?

Know the data and what it really means. If you’re basing your decision on facts, make sure you understand them, and that you also know the limitations of the data. If you’re leaning toward one option, seek out metrics that would contraindicate that path. Beware of glossing over facts and figures in order to justify your decision.

Don’t blindly trust the expert. A recent article summarized research on what happens when we receive expert financial advice. Brain scans showed that when the subjects heard that the person was an “expert,” brain activity in the decision-making areas of the brain virtually turned off.  Instead of thinking for themselves, test subjects made bad decisions based on bad advice.

Recognize the role of emotions. A different study shows that emotions do play a role in decision-making, even when we think we’re making rational decisions. Emotion centers in the brain are stimulated when you make decisions. What you think of as gut instinct or intuition may actually be your emotional bias, so thoroughly examine the feelings that may be a factor.

Consider all perspectives. Look at competitors, dissatisfied customers and other points of view that may dramatically differ from your own. This may reveal flaws in your arguments or assumptions.

Making decisions is a complex process, one that is not fully understood. What is clear is that we cannot apply  100% Spock-like logic to decision-making, even if that is what we intend. Examine diverse metrics, differing views and your emotions. Then follow through based on your best, most complete judgment.

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How to disagree well

Thursday, April 23rd, 2009

Thumbs Down - With clipping PathIn theory, healthy disagreement at work seems like a good idea. We want a variety of opinions and perspectives. So why is it that disagreement so often results in hurt feelings, frustration and inefficiency? We don’t disagree well.

As tempting as it is to “fix” how others disagree, a good leader focuses first on how she can change her own behavior. Here’s how to air your differing views productively:

Disagree courageously and honestly. Saying nothing will be interpreted as agreement. If it’s important, don’t retreat or stay quiet.

Don’t assume you know the other perspective; ask powerful questions. “What is really important to you about this situation? What does a ‘win’ look like for you?”

Sometimes you need to disagree in private and support in public. There are times when you need to state your dissenting views in private and 100% commit to supporting the decision. For example, “I know you are inclined to close the ABC plant, and I’ll support it if that is the organization’s decision. Here ’s how ABC can be profitable within 6 months.”

Deal with your emotions. When you think of the situation at hand, define your emotional state. What about this situation gets you emotionally charged? Recognize that you have feelings about the issue, understand why and plan for how to manage them.

Involve a third party. Bring in an objective person – someone that both parties trust – to help you communicate more effectively and come to a solution.

If you aren’t experiencing disagreement in your workplace, you should be nervous. Whether it’s group think, lack of creativity or fear that is keeping people quiet, you can be pretty sure differing opinions are out there. Mahatma Gandhi said, “honest disagreement is often a good sign of progress.” Humanergy says that no disagreement is often a good sign of trouble.

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Meet SARA

Wednesday, February 11th, 2009

42-15495677I’d like to introduce you to SARA. No, she’s not my new friend on Facebook. SARA is an acronym for:

  • Shock or Surprise
  • Anger
  • Rejection
  • Acceptance

When people receive feedback that differs from their self-perception, they very often go through SARA – a process similar to grieving.

If you’ve ever coached or supervised anyone, you probably have met SARA. If you’re a breathing, fallible human being, you probably have seen evidence of SARA in your own reaction to feedback. (Personally, I am very acquainted with SARA, having visited her many, many times.)

So, what do you do when confronted by SARA, either in yourself or in someone you’re working with?

  • Acknowledge the emotions. You can’t get past SARA until you recognize what’s really going on.
  • Understand that SARA isn’t an uncommon, weird reaction. The problem lies in hanging out with SARA too long.
  • Focus on the positive qualities of the people who gave you the (horrible and totally unfair) feedback.
  • Temporarily suspend disbelief. Even if your initial reaction is, “that is so wrong!,” ask yourself, “what if it were true?”
  • Face your “reasons” (okay, excuses) for rejecting the feedback; among my personal favorites: “They are so much worse than me.” “My job makes me do that.” “I used to do that, but I’ve changed.” “Yes, it’s all true, and I don’t care.”
  • Stay fact-based. Stewing over it by yourself is never a good idea, unless you’re a fan of ulcers. If you’re supporting someone through SARA, help re-frame perceptions into facts. If SARA’s your constant companion, find a coach to help you separate reality from fiction.

Hearing things we don’t want to hear is difficult, no doubt about it. If you’re in that situation, SARA may drop by. We’d love to hear your ideas about how to boot her to the curb when the time is right.

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