Sometimes we're unaware that we're acting in haste, possibly because recognizing haste requires pausing to assess our condition. Still, recognizing haste is important, because haste, as they say, makes waste. But haste can do far more than make waste. Failure, bankruptcy, and threats to life and limb can follow, too, though not in every situation. Some signs of haste are obvious: the emergency meeting; sending out for dinner for everyone; or having people phone in from airports. But some signs of haste are more difficult to discern. A sampling:
- Rescheduling meetings too close to deadlines
- Decision quality can suffer when critical decision-making meetings are rescheduled from, say, a month before deadline to a day before the deadline. Cushioning intervals between decisions and deadlines make space for safety mechanisms.
- For example, these intervals let us seek outside support such as advice, research, or references. A zero-cushion rescheduling can compel us to decide now, at the meeting, irrevocably, and that can prevent us from foreseeing the foreseeable.
- Decisions require time, sometimes beyond the actual meetings at which they're drafted. Scheduling (or rescheduling) those meetings must take that time into account.
- Delivering supporting exhibits late
- If a decision depends on examining exhibits — documents, reports, experimental results, or other intelligence — and if delivery is late, decision makers might be unable to review the material adequately before the decision. They might be unable to grasp its full implications.
- Making decisions on time despite late exhibit delivery could mean that scheduling is more valued than decision quality. In effect, to compensate for the late delivery, the decision makers are sacrificing time they need.
- Determine Making decisions on time despite
late exhibit delivery could
mean that scheduling is more
valued than decision qualityin advance the minimum interval between exhibit delivery and the decision. Deciding about the minimum interval in the moment biases the group in favor of haste. Minimum intervals between deliveries and decisions might depend on the nature of the decisions.
- New team member pressure
- Sometimes, when new team members join a group, we feel compelled to proceed before they can become familiar with the issue at hand. Formally, the new members supposedly represent important constituencies or expertise, but that representation can be ineffective if familiarity with the immediate issue is limited.
- Making group decisions with inadequate representation of important constituencies or expertise exposes the group to risk. Mere assignment to the team of someone with relevant attributes doesn't make that person capable of functioning as intended.
- Establish criteria for team readiness before making critical decisions. As with exhibit delivery, the criteria might depend on the nature of the decision.
When the stakes are high, and both speed and decision quality are essential, lean toward quality. Make an agreement in your group that once the signs of haste are acknowledged, you'll take previously agreed-upon steps to limit the errors that haste can facilitate. Accept that you might have to decide in haste, but if you do, do it with eyes open. Next in this series Top Next Issue
Are your projects always (or almost always) late and over budget? Are your project teams plagued by turnover, burnout, and high defect rates? Turn your culture around. Read 52 Tips for Leaders of Project-Oriented Organizations, filled with tips and techniques for organizational leaders. Order Now!
Your comments are welcomeWould you like to see your comments posted here? rbrenMOaDRiVwDCplpmTzner@ChacJuRpuhtJkmozpfsooCanyon.comSend me your comments by email, or by Web form.
About Point Lookout
Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.
Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.
Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.
More articles on Personal, Team, and Organizational Effectiveness:
- A Message Is Only a Message
- When we receive messages of disapproval, we sometimes feel bad. And when we do, it can help to remember
that we have the freedom to decide whether or not to accept the messages we receive.
- Decisions, Decisions: II
- Most of us have participated in group decision-making. The process can be frustrating and painful, but
it can also be thrilling. What processes do groups use to make decisions?
- Social Distancing for Pandemic Flu
- It's time we all began to take seriously the warning about a possible influenza pandemic. Whether or
not your organization has a plan, you can do much to reduce your own chances of infection, and the chances
of mass infection, by adopting a set of practices known as social distancing.
- Organizing a Barn Raising
- Once you find a task that you can tackle as a "barn raising," your work is just beginning.
Planning and organizing the work is in many ways the hard part.
- How to Get Out of Firefighting Mode: I
- When new problems pop up one after the other, we describe our response as "firefighting."
We move from fire to fire, putting out flames. How can we end the madness?
Forthcoming issues of Point Lookout
- Coming December 19: Embarrassment, Shame, and Guilt at Work: Creation
- Three feelings are often confused with each other: embarrassment, shame, and guilt. To understand how to cope with these feelings, begin by understanding what different kinds of situations we use when we create these feelings. Available here and by RSS on December 19.
- And on December 26: Embarrassment, Shame, and Guilt at Work: Coping
- Coping effectively with feelings of embarrassment, shame, or guilt is the path to recovering a sense of balance that's the foundation of clear thinking. And thinking clearly at work is important if you want to avoid feeling embarrassment, shame, or guilt. Available here and by RSS on December 26.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenxWYywxkuYNYhpOpPner@ChacojiNpLrLGRssNrSgoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
Get the ebook!
Past issues of Point Lookout are available in six ebooks:
- Get 2001-2 in Geese Don't Land on Twigs (PDF, USD 11.95)
- Get 2003-4 in Why Dogs Wag (PDF, USD 11.95)
- Get 2005-6 in Loopy Things We Do (PDF, USD 11.95)
- Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, USD 11.95)
- Get 2009-10 in The Questions Not Asked (PDF, USD 11.95)
- Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, USD 28.99)
Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500 words in your inbox in one hour. License any article from this Web site. More info
- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.