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The Art of Delaying Decisions

11/23/2024

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According to AI “The art of delaying decisions is the practice of giving yourself more time to consider options and weigh pros and cons before making a final choice. It can be a valuable tool when used strategically, and can lead to better-informed decisions.” Such a delay can:
  • Provide more time to gather information
  • Enable you to consider different perspectives
  • Allow your subconscious to incubate!
Of course, there are times in professional practice when decisions have to be made quickly on the basis of the best information available at the time. However, on other occasions rushing to arrive at a conclusion may not be the optimum solution despite being under severe pressure to do so. Say by way of example a customer in an outsourcing contract negotiation has issued an ultimatum over a provision, for example, the overall limit of liability, essentially saying accept our position today or the deal is off. I remember being literally asked to leave the offices of a customer’s lawyers in the City of London after refusing to accept such a demand. Over the years I have watched senior professionals and managers wrestling with this dilemma. The increasing use and availability of technology with information flying around thick and fast on Teams calls and sites and instant messaging does little to alleviate this challenge. One skill set I have observed which is incredibly useful in these circumstances is finding a way to buy more time – delaying a final decision. I recall a very intelligent and articulate fellow partner in a law firm I worked in literally slowing down any verbal response to a difficult question by delaying for what seemed an age, but was probably only 30 seconds, which gave more time to gather his thoughts. Senior managers can also do this by exercising the authority given to them by their position requesting more time to digest a set of facts or more information on specific issues, or the opportunity to consult with peers. 

There is an interesting book on this topic called  Wait: the Art and Science of Delay by Frank Partnoy which I have just downloaded and started reading. He suggests that “given the pace of modern life, most of us tend to react too quickly. We don’t, or can’t, take enough time to think through the increasingly complex timing challenges we face.”commenting that “in most situations we should take more time than we do”. He explores “two questions central to decisions in our personal and professional lives. First, how long should we take to react or decide in a particular situation? second, Then, once we have a sense of the correct time period, how should we spend our time leading up to the moment decision?” The book is reviewed in this blog which says it  “argues that better outcomes are in store if we consciously and unconsciously delay the time in making decisions.” He suggests that great discoveries like gravity by Isaac Newton and the lightbulb by Thomas Eddison were not eureka moments but rather the result of continued tinkering for which you need time.

See also this article The Art of Delaying which discusses “The Lines Between Being A Lazy Procrastinator and A Tactical Genius.” It comments that “To put it simply, the art of delaying is finding the right moment to delay your action to trigger a reaction in favor of your first action and then you can react easily. ……When you rush things, you tend to overlook things and are likely to regret your decision one day. Delaying is one way to avoid this.”

Intriguingly there is a concept in Agile software development about the benefits of delaying decisions – see this blogwhich describes this principle as follows. “The Last Responsible Moment is a strategy in lean development that emphasizes the importance of delaying certain decisions in software development until the cost of not making a decision becomes greater than the cost of making a decision.” I like this article which analyses “the anatomy of a decision” and discusses “the cascading nature of decentralized decision-making” observing “Sometimes, the needed information is not readily available to the decision-maker. In this case, deferring a highly impactful decision may be appropriate.”

Of course, this approach also varies in accordance with individual skill sets. The best sports people such as professional tennis players and cricketers always seem to have more time to make split second decisions in the moment. Skilled and experienced professional practitioners may similarly be able to arrive at a decision quicker than an acolyte in their field because they know the likely outcome of their decision having been there before. I still think it behoves us no matter how experienced we may be to consciously take steps to avoid rushing a decision that could have serious consequences. Some ideas or techniques to further this process I have observed or considered include the following.
  • Understand the actual consequence of the time dilemma – in my outsourcing example above both sides had been negotiating for months and it was very unlikely that a failure to comply with the ultimatum on one day would wreck the deal.
  • So call the other sides bluff and say you need more time to make an informed decision.
  • Don’t keep the problem to yourself – discuss the issue with colleagues and managers.
  • Go home and “sleep on it” – it is amazing how often this old adage is true – things take on a different perspective after a night away from the problem.
  • Delay sending a complex or contentious email - apparently (see this blog) Abraham Lincoln, when angry at a colleague, would write a letter ‘venting’ his pent-up rage – but rather than sending it, he put it to one side and re-read it maybe a day later, when his mind had cleared. Usually, he didn’t send it after that, but threw it away. 
  • You can also use instant messaging technology to delay or schedule sending a message.
  • Ask for more detailed information or a review by some other department like finance or HR.
Ultimately this is not about being obstructive and avoiding a choice or decision, but finding the time like gifted sports people to make the right one in a considered and thoughtful manner. Polite and measured prevarication if and where appropriate can be a legitimate tactic. There is an old Chinese proverb “I gave an order to the cat, and it gave it to its tail”!

As Frank Partnoy said “if you don't know how to manage time, time can rule you like a tyrant.”

And the Canadian journalist and author Malcolm Gladwell shrewdly observed “Truly successful decision-making relies on a balance between deliberate and instinctive thinking.”
​

While more inspirationally “May your choices reflect your hopes, not your fears.” – Nelson Mandela.


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Perfecting Completer Finishers

11/9/2024

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Like I am sure many of you I have over the years participated in profiling exercises that determine individual strengths and weaknesses in our character and personality which influence how we are likely to perform in various professional work situations. With some assistance from AI (Microsoft Copilot) here are some examples many of you will recognise and will I am sure have applied to yourself and your teams.

There are several well-regarded personality profiling systems used by professionals to enhance team dynamics, improve productivity, and support personal development.
  1. Myers-Briggs Type Indicator (MBTI): This is one of the most popular personality assessments.  It categorizes individuals into 16 personality types based on preferences in four dimensions: Introversion/Extraversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving.
  2. DISC Assessment: This tool focuses on four primary personality traits: Dominance, Influence, Steadiness, and Compliance.  It’s widely used in organizational settings to improve communication and teamwork.
  3. Big Five Personality Traits (OCEAN): This model assesses individuals based on five broad dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It’s highly regarded for its scientific validity.
4.Hogan Personality Inventory (HPI): This assessment is designed to predict job performance by evaluating normal personality characteristics that are relevant to occupational success.
  1. StrengthsFinder (CliftonStrengths): Developed by Gallup, this tool identifies an individual’s top strengths out of 34 possible themes.  It’s used to help people leverage their strengths in their personal and professional lives.
6.16PF (Sixteen Personality Factor Questionnaire): This assessment measures 16 different personality traits and is used for a variety of applications, including career development and employee selection.

One that is not in the above list is the Belbin Test see The nine Belbin Team Roles (With examples and definitions). “First devised by Raymond Meredith Belbin through a study at Henley Management College, the Belbin Team Role Inventory test is a behavioural test to assess how an individual operates in a team environment and their preference for any of the nine team roles.” The nine team roles are:
  • The Plant
  • The Monitor-Evaluator
  • The Specialist
  • The Resource Investigator
  • The Team Worker
  • The Co-ordinator
  • The Shaper
  • The Implementer
  • The Completer/Finisher
We will all identify with various of these roles and personality strengths in our professional work (and probably also if we are honest in our private lives). One of a number that I particularly associate with is the last. “Completer / Finishers are meticulous and detail-orientated, ensuring that the team's work is completed to the highest standard. They are vigilant about deadlines and quality control, often pushing the team to meet its objectives on time.” There is though also a downside (as there is with most of these traits). “However, their perfectionist tendencies in the Belbin team role system can make it difficult for them to delegate tasks, leading to potential stress and anxiety over the team's work”. So this characteristic is both good and bad for a lawyer as attention to detail is essential, but in the context of say negotiating an outsourcing contract can be more challenging because it means a tendency to want to push forward to completion of the entire task all the time. I naturally want to bring matters to a conclusion and get the contract as a whole signed. This can have a negative effect on quality and taking the necessary time to get everything right for all aspects of the deal.

What I have been thinking about more recently is the way this character trait can be applied beneficially in practice, in the context and taking account of the multi-stage nature of these transactions. I have become more aware that almost every transaction we face can and should be broken down into its discrete phases to each of which we can contribute our professional skill set. So an outsourcing contract negotiation by way of example, will broadly have the following distinct component parts each of which will in turn have different aspects for the customer and the supplier
  • Conception – defining customer need and identifying supplier capability
  • Planning - working out how to procure and agree a contract
  • Creation - development of a draft outsourcing contracts
  • Engagement - both parties working together to negotiate and agree a contract
  • Signature – conclusion of governance and contract signature
  • Hand over to delivery team.
Once I start thinking about each of these distinct phases as opposed to the transaction as a whole, I find it enables and empowers me to utilise the positive aspects of completer/finishers - working to get things concluded for each phase. At the same time this means I can manage the less positive aspects like an inevitable tendency to rush to complete something just because it has to be done.
It strikes me as well that this is generally how to approach and apply our inevitable personality traits at work: first be honest and appreciate them, but then see how best these attributes can be made to work positively for us in our daily work. We can use these various psychological tools to understand ourselves and our colleagues better and then apply them, but with care and as appropriate to the task in hand. See, for example, this Forbes article How To Get The Most Out Of Personality Assessments In The Workplace which advises as follows.
  • Don’t conduct a pre-hire assessment.
Confronting candidates with a pre-hire personality test may come across as aggressive.
  • Don’t make assumptions based on results.
Personality assessments typically indicate a person’s dominant traits, but it would be a mistake to assume that’s the end of the story.
  • Do help staff leverage results.
Personality assessments aren’t just helpful for managers and trainers—they should be helpful for the individual as well.
  • Do use assessments to support development and growth.
Personality assessments are ideal for helping you better understand how to manage each individual, what motivates and engages them and how you can leverage their strengths while developing their areas of weakness.

For me this is good advice and contributes to understanding and using character traits at work beneficially. Too often we go through these exercises and they are very helpful and inciteful at the time – but they are a sort of one day wonder and their deeper understanding and benefit for ourselves and indeed our colleagues wears off simply too quickly. I suggest we can and should be more assiduous and thoughtful in integrating the results of these tests into our day-to-day work as they apply to each of us.
​
As Oscar Wilde shrewdly observed “Be yourself: everyone else is already taken”.

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