I Need to Make A Decision

Having a rising high school senior has provided a new opportunity for our family. College tours and decisions. So many great places with different attributes and qualities. We’ve visited two universities so far and have several others on the schedule over the next 30 days. Apples and Oranges. How can she decide?  Having a Six Sigma/Lean Engineering mom brings a new decision making opportunity to this process as well. We’ve taken the C&E Matrix (Cause and Effect Matrix) to a whole new application. I’m not referring to the Ishikawa Diagram (fishbone) even though some disciplines call the Ishikawa Diagram a C&E Matrix. I’m talking about the decision making tool.

The C&E matrix is typically used to help us narrow a long list of suspected X’s (inputs) down to a more manageable one. For example if a process has dozens of inputs, it would be too difficult to start investigating each one – so instead they get prioritized based on the issue at hand which are categorized by Critical to Quality indicators (CTQ’s).

In my opinion, the reason the C&E is so powerful is that it keeps the emotion/gut in check. So we have put together a C&E Matrix for our daughter’s college decision making. The CTQ’s are what we’re calling “Important Factors”.  These are the things that are important to our her for college journey.  The inputs are the colleges and they are being measured against the CTQ’s she has identified.  The goal is to come up with a “top 3-5” list when we’re done with the circuit.  And then, assuming a standout – start the early application process.

Other rogue ways I’ve used this tool and the benefits:

• Employee hiring – helped me hire a widely diverse workforce with stills targeted to the job’s success factors not just someone like the employee previously in the role. 
• Deciding what family vacation to take – balanced all factors, not just cost and helped us think of options that catered to everyone’s preferences.
• Business investment choices – deciding when to invest in equipment, systems, furniture, office space, etc. is really a matter of two things – positive impact to the customer and positive impact to the revenue plan (of course regulatory factors supersede both). The C&E helps get the ego out of the way.

If you have questions on how to use this tool for your business or personal decision making, please let me know. And if you have used it in a unique or innovative way – share that with the New Day Solutions blog readers too.

Lead on!

Lori

I Need to Thank Mom

As I was sitting at the pool, waiting for my daughter to finish swim practice this past weekend I was thinking about Mother’s Day.  I heard a mom say to her child, “First, put your sunscreen on so you don’t get burned.”  It reminded me of all the things that were said to me as a kid by my Mom and how much of a leader she was to me. 

Here are 10 motherly messages that can be applied to your leadership strategies –

1. “I’m not here to be your friend; I’m here to help you grow up.”   As a leader, the primary role is to help a team succeed – if you end up with a friend in the process end then it’s a bonus.  It is hard to hold friends accountable – but if you set early expectations then, there are no mixed messages.
2. “Because it’s good for you.”  Sometimes a leader must stretch and grow their team by taking them outside of their comfort zones.  A leader’s vision sees capabilities beyond one’s own perceived limitations – and that is a very good thing.
3. “No, you’re not fat, you’re healthy.”  Sometimes, competitive pressures can deflate someone’s confidence.  A good leader knows when to point out positive attributes in light of some critical peer feedback. 
4. “You’re coming with me.”  I came along very late in my parents’ live.  My only sibling was married by the time I was four.  As a result, I was often the only child in the midst of a sea of adults at my parents’ social events.  It was great exposure for me, even if I wasn’t “participating”.  I learned a lot by observing.  It helped me feel comfortable having conversations with people of all different ages and backgrounds.  A good leader brings along team members to expose them to new experiences. Consider letting someone shadow you for the day.
5. “What do you want?”  Even though Mom had in mind what I needed, at least I had a chance to voice my opinion and we’d talk about it.  Including me in the decision making process was a much better way of getting buy with me – particularly as a teenager.  What do you do more of – asking or telling?
6. “I won’t tell your Dad.”  When we mess up, it’s great knowing that your manager is the first to forgive and isn’t ready to spread the word about your mistakes (unless it is immoral or unethical and they are required to report it).  Having a safe place to learn and grow is essential for emerging leaders.
7. “Call me first.”  There will be times when things don’t always go as planned. Having the peace of mind of knowing that you have the support you need if trouble arises helps not only manage through the issue, but prevents unnecessary guesswork if it is unchartered territory.  Most seasoned leaders have already dealt with most issues – sharing your experience in those tough times will surely minimize the impact. Who do you want your team members calling first – their peers or you?
8. “I have a surprise for you.”  It is always nice to know that someone has thought about you when you’re not around.  Maybe that surprise could be a raise, new project to work on, a mentor they’ve been seeking – be creative and surprise someone. They will likely surprise you with their response.
9. “Because I said so.” Sometimes corporate decisions need to be made and supported across the board without discussion or reasoning.  There are times when there are issues outside the realm of public knowledge and they just need to be accepted.  Having a leader who consistently fosters trust will gain buy in much more easily than someone who doesn’t.  
10. “It hurts me too.”  No one likes to deliver bad news. Progressive discipline is a way to help someone either find their way or find the door.  Either way, it is as painful for the leader as it is for the teammate – protecting the individual’s dignity helps everyone get through the process swiftly.  When the outcome is positive and the correction effort is successful, they will recognize the “tough love” you gave as a gift.

Thanks, Mom – for setting your leadership example.

Lori

I Need a Brain (Ode to Dorothy Part II)

Thought leadership and decision making combine right brain and left brain processing traits.  The brain contains two hemispheres for thinking and decisioning each leading with a different agenda.  The left brain is the analytical side and the right side has more intuitive/creative dominance.  In a recent book, Blink, by Malcolm Gladwell the premise of thinking without thinking is explained.  In other words, leverage your gut more!

At times leaders delay making a decision until they feel they have “enough” information to act.  Unfortunately that delay can be costly if the market has moved during the decision making process.  Right-brain dominant leaders are comfortable making a decision with 80% information and 20% intuition and then adjusting as needed and things unfold.   For many left-brained thinkers, that must be a learned behavior.    Gladwell reminds us that we’ve long heard “haste makes waste” but his is also quick to share that there are critical moments when our knee jerk reaction or “gut” decision can offer a much better result and that pure and simple – “decisions made quickly can be every bit as good as decisions made cautiously or deliberately.”

In Blink, Gladwell shares that a key element to making good decisions is knowing when to trust that internal voice and when to question it.  Our subconscious can be thrown off when distracted, in a highly emotional situation or when there is a high desire for a particular outcome. 

Here are three litmus tests for knowing how to decide how much trust you can put into your instincts and act without all of the data:

• Is my motive based on a high emotional bias?  If yes, validate with a trusted more objective source.
• Am I comfortable with my level of focus to be sure my sensors are all active?  If no, go back and review.
• What’s my experience level with this topic?  The more experience you gain, the better and more honed your subconscious is.  If this is new to you, seek an expert to validate your intuition.

Different fields require different levels of the right brain and left brain to be successful.  Just think – doctors, designers, teachers, engineers, actors, pilots  – if they all approached their decision making the same way we might have more malpractice or really predictable décor.  Yikes!

For MANAGER/LEADERS –  A well balanced diverse team can challenge and encourage, act and trust, analyze and create through a collaborative process.  The leader who is tuned in to her/his team members’ brain dominance can accelerate its effectiveness and lessen tension by managing the differences openly.

Gladwell encourages us to not try to blend the two brain hemispheres too much.  Analyze when you need to but trust your first instinct more often.

To learn more about your brain’s natural style and dominance take this quiz.  It’s free and the results are quite extensive.

http://www.wherecreativitygoestoschool.com/vancouver/left_right/rb_test.htm

Lead on!

Lori