The internet delivers a lot! Just this week a BLOG-headline grabbed my full attention: DIVERSITY STEMS FROM DECISION-MAKERS (by Scheier+Group)
I´d say: “Now it´s official! We need more deciders.”
Scheier+Group discusses the decision topic on the ground of minorities and women – they clearly say in their article that decision making is a great method to empower both groups to become leaders! The aim is to generate and build more leadership positions for the market and get rid of their current underrepresentation. They argue with it as a tactic to target bias and generate more diversity.
….coming back to criteria! Attached is a new video-clip: The relevance of importance
I explain how to handle the relevance of your important criteria. You DO HAVE some important criteria when choosing from various alternatives because you need to eliminate the alternatives down to 1. In my video I choose the aim to find a new office and offer some criteria important to you.
Decision Making gets tricky when you have to decide for 1 out of 3 or 4 which are all SIMILAR! Similarity carries danger and trouble when we need to decide. Why? We get into trouble deciding for the ideal alternative with the best outcome – when they all offer best outcome!
Your elimination criteria won´t change. So what´s the solution? Make notes in a coordinate system and use BAR CHARTS …. ranking them from High to Low.
Help yourself analyzing each single criteria while being inside the new potential office by drawing bar charts about which criteria SEEMS TO BE AND FEEL most important for you. Do it in every office. Afterwards check which criteria ranked as the highest and lowest for each office. It wont´be the same for every office! Then rationally think through what´s most relevant for you. Which criteria for performing a great job every single day has the highest relevance for you?
Once you answer this question yourself you know which office is best. Then call & go there again to make sure: THIS IS IT!
You can do it with other alternatives as well: choosing the target group! Once you set the relevant criteria go out and look for a photo of such people you chose to serve or sell a product. Look at them. Is this the group you just created? Are they similar to your creation? Do they look the way you abstractly thought of them in your mind? If not, adjust the missing criteria-gap.
The new team! If you have interviewed two prospects which are very similar it´ll be hard to choose, especially when the gut feeling says YES to both! Instead of flipping a coin draw a bar chart with your relevant criteria for both personalities. When interviewing a second time critically look at the bar chart and check whether it is in line with the personality. Any deviation?
Let me know how this advice did help, please leave a comment –
BE A DECISION MAKER. BE OUTSTANDING.
rita jaskolla – Leadership Architect –