Who you gonna’ believe? Me or you’re lying eyes?

You’re cruising along at 39,000 feet listening to your favorite iTunes playlist. It’s been a long week and you’re feeling relaxed, knowing you’ll soon be home. Suddenly, the plane is shaken by turbulence, first rocking side to side and then dropping briefly like an elevator. Your instinctive reaction is one of fear; the plane seems out of control, about to drop from the sky. You think back to the article you read on turbulence just last week. It said that the conclusion of pilots and aviation safety experts was unanimous; statistical danger to passengers from turbulence was next to zero (as long as your seat belt is securely fastened!). You double check your seat belt but still can’t shake that feeling that you are in danger and an ominous event is ahead.

Why is it that human beings are so tuned to rely on personal sensory data and observation to establish facts, assess risks and make decisions? Why does this personal observation often trump scientific evidence as well as data collected by sensitive machines? How does this propensity hold people back from being more effective decision makers?

The answer, in part lies in our evolutionary history. For most of our existence as a species we lived in a natural world where our senses provided the best means for survival. Second guessing these senses was usually a poor strategy. Is that a tiger lurking in the grass? Probably better to err on the side of “yes”. Walking down this steep hillside is making me feel unsteady. Am I in danger of falling and hurting myself? Probably better to abandon my journey now.

But these same skills that served us well in a prehistoric environment created significant limitations for advancing our state of knowledge and understanding of the complex, natural world around us. Without scientific knowledge and instruments, in addition to his senses, prehistoric and ancient man relied on myth, folklore and superstition to explain a host of natural phenomena. This led to a host of misunderstandings about a wide range of phenomena from fertility to the weather to the yield of plantings.

Much early progress in the advancement of knowledge stemmed from augmenting the basic sensory capabilities of humans. The invention of the telescope in the 17th century extended man’s ability to observe and understand distant objects in the universe. It led to a breakthrough in understanding the motions of celestial bodies and enabled the heliocentric view of our solar system.

While the telescope augmented human vision for distance, the microscope enabled the study of tiny objects. It’s invention led to a broad array of landmark discoveries including cells, microorganisms, the germ theory of disease and genetics. Instrument driven advancements in medicine included x-rays (allowing vision through solid objects) and the stethoscope (enabling hearing for improved clinical observation).

Scientific instruments, along with an accumulated body of scientific knowledge, enabled people to make more accurate and precise judgements about the natural world. But it required humans to put their instinctive “naked” observations to the background and trust instruments as an improved source of “truth”. Is this patient ill? My gut tells me yes, but this x-ray indicates no. Will it rain tonight? Should I plant these crops? The clouds say no, but the Doppler radar says yes.

A large body of human progress has been driven by people putting their instincts on hold, accepting the improved capabilities of scientific instruments and knowledge to guide them. Unfortunately, this is by no means consistent or universal. A great example involves airplanes. A phenomenon can occur where reduced visibility causes a pilot to lose sight of the horizon. Under these conditions, the pilot can become disoriented, incapable of determining whether the plane is banked or flying level. If he relies on his vision or inner ear as a guide, he can mistakenly pilot the plane into a “death spiral”, causing a tragic crash. This is what experts believed happened to JFK Jr. on his fatal flight in 1999.

Artificial Horizon Gauge

Instead of relying on vision and one’s inner ear, experienced pilots are trained to ignore their natural senses and rely on their speedometer, altimeter and artificial horizon gauge. Together these three instruments tell the pilot whether he is flying level or heading directly into land or sea. But the instinct to override these gauges when presented with conflicting feedback from natural senses is overwhelming. And unfortunately, many a pilot has met a similar fate to JFK Jr. due to this tendency.

Just as we can reject the readings of scientific instruments, we tend to be skeptical of scientific findings that are not easily observed. Nobody questions Newton’s findings regarding gravity. While it is not a visible “thing”, it’s effects are readily observable. On the other hand, evolution is not easily visible and is unintuitive. It has taken place over billions of years, a time frame that is not personally observable. Nobody needs to be convinced of the power of heat to burn human skin. One touch of a stove is enough to create lifelong knowledge of the science of thermodynamics for a small child. However, convincing people of the link between sun exposure and skin cancer is a more difficult task. The lack of immediate feedback or observable danger leads to a false sense of security.

Evolution has equipped us with some marvelous senses that allowed us to survive in a hostile primitive environment. Unfortunately, these senses interfere with our ability to function optimally in a complex, modern world. They cause us to overweight minimal risks and underweight serious ones. They lead us to ignore evidence and data that seems to conflict with our instincts or personal observations.

There is no simple answer to this problem. Our hard wiring is strong, built over millions of years to ensure our survival. However, as with all negative tendencies, it all starts with awareness. When evaluating evidence, and feeling skeptical, consider the nature of the underlying data. Is it something tangible and observable, or measured through instrumentation and analysis? Is the analysis based on accepted scientific principles and performed by unbiased parties with no conflict of interest?

Being able to think critically about evidence and being able to check one’s tendency to overweight personal observation can be a big benefit to any professional. It can allow for better assessment of risks, better judgements and improved decision making.

Posted in Uncategorized | Leave a comment

Jeremy Lin – Lessons in Culture, Management and Teamwork

Unless you’ve been living under a rock, you’ve certainly heard the story of Jeremy Lin. Three weeks ago, he was a struggling pro basketball player, sleeping on his brother’s couch and hoping to avoid being cut from his team, the New York Knicks. Today he is a media celebrity, having led the Knicks to a string of victories while putting up all-star like statistics. In several games he performed heroically, with dramatic last second plays. The story is all the more interesting because Lin has a rather unconventional background. He is only the 4th Asian-American to play in the NBA and played college ball at Harvard; a school that has produced few pros.

In order to fully appreciate the Lin phenomenon, it’s worth looking at the history of the Knicks and New York City basketball. The forerunner of today’s NBA, the BAA, was formed in New York in 1946. Out of that founding, the Knicks, along with the Boston Celtics, are the only two original teams that still play in their “birth” city. In the early days of pro basketball, many owners, coaches and players hailed from New York. One of the preeminent college tournaments, the NIT, started at the Knick’s home arena, Madison Square Garden, and continues to be played there. Many early NIT titles were won by New York area schools. In short, basketball, from the streets to the pro level is weaved into the pop cultural fabric of the city.

Unfortunately, while the Knicks have been an historic franchise, they have not been a storied one. While they have had a number of competitive teams, they have only won two NBA championships with the last one coming in 1973. Meanwhile, the Celtics along with the Los Angeles Lakers and Chicago Bulls, have a combined 29 championships. The last 40 years has been a frustrating attempt for the Knicks franchise to regain a championship and restore the pride of a city that has long lost its basketball bragging rights.

The last break the franchise saw was in 1985 when they won the first ever draft lottery and selected Patrick Ewing. Ewing went on to have a hall of fame career, leading the Knicks to numerous competitive seasons, bringing them tantalizingly close to two championships. Since he he was traded from the team in 2000, they have been on a decided down-slide, with no playoff wins in the last 10 years.

The unpopular Ewing trade was one of the first major decisions of James L. Dolan, who took on a lead management role in 1999. Dolan, the wealthy scion of the Dolan Cablevision empire, is effectively the Knicks’ owner, through his executive role with Madison Square Garden, Inc., the parent company of the Knicks. He is one of the least popular owners in professional sports, with fans and the media consistently criticizing his leadership, operating style and decision making. He is widely viewed as micromanaging, mercurial and self-important. Starting in 2001, he has been a central protagonist in the Knicks descent into the divisional cellar. He has been instrumental in 7 coaching changes including two hall of famers (Lenny Wilkens and Larry Brown) who managed to last only one year before “resigning”.

The nadir was reached under Isiah Thomas, a one time star player who proved to be a disastrous coach and leader. In addition to his coaching role, Thomas was President of Basketball Operations and a Dolan confidante. His horrible personnel decisions gave the Knicks one of the largest payrolls to pair with a consistently poor win/loss percentage. In  2006, Thomas was the target of a sexual harassment lawsuit brought by a subordinate. This led to an embarrassing public trial, shocking depositions from Thomas and ultimately a face saving $11 million settlement by the Knicks.

In 2008, Dolan replaced Thomas with Mike D’Antoni, who was highly successful as the coach of the Phoenix Suns. He brought in two high priced stars, A’mare Stoudemire and Carmelo Anthony. Each of these moves payed only modest dividends. In 2011, Stoudemire and Anthony led the Knicks to their first .500 season in a decade, only to be swept from the playoffs in the first round.

The strike shortened 2011 season had started on an auspicious note. Injuries to Anthony, starting point guard Baron Davis and others had led to a miserable 7-15 record. It looked like another season of mediocrity. It was at this point that the Jeremy Lin story emerged. Lin was an undrafted 6’3″ point guard. Despite an illustrious collegiate career at Harvard, no pro teams were immediately interested in him. He landed a minor role with his hometown Golden State Warriors and spent some time playing in the NBA Development league.

He joined the Knicks early in the 2011-12 season as a minor backup player. In his first 9 games he averaged about 5 minutes of playing time and less than 4 points. Due to team injuries, he was given an opportunity to start in a game against the rival New Jersey Nets on February 4th. He shocked the basketball world by scoring 25 points, leading the Knicks to victory. Since then, he has been on a tear, averaging an all-star like 24 points per game. His initial statistics have compared favorably to the early careers of such legends as Kobe Bryant and Michael Jordan.

But another, more interesting storyline has permeated this surprising underdog drama. Lin has been the consummate team leader, raising the level of his teammates, through unselfishness play, infectiousness enthusiasm and determination. His teammates on this winning streak have been primarily rookies and other backups. Although he has been willing and able to play hero, taking the last second game winner, he is just as inclined to pass the ball to an open teammate. He is also extremely humble and gracious in interviews, constantly praising his teammates for their contributions. In short, he has provided that ‘x’ factor that many star filled teams lack; chemistry.

It’s too early to know if Lin will ultimately have a long-term successful career as an NBA player. It’s possible that teams will adjust to his strengths or that he won’t be physically durable enough to have a long career. One would in fact expect that regression to the mean would reduce his statistics to more “normal” numbers.

In the meantime, he continues to be a source of inspiration and enthusiasm for his teammates, fans and underdogs everywhere. He also provides some interesting lessons for managers in the corporate world. Too often, we look to fill a team with stars, those folks who have great accomplishments, and high levels of ambition and confidence. Unfortunately, these folks frequently have large egos, wanting large amounts of control as well as the lion’s share of credit for accomplishments. In this way, they resemble the selfish star basketball player who wants to take every shot, build his statistics and up his profile with fans. To him, making the all star team, or getting a sneaker endorsement contract is more valuable than winning a championship.

It’s notable that Jeremy Lin’s ascendance was by accident. He was recruited by the Knicks as a backup and only got playing time due to the injuries of teammates. He was not part of a master plan of James Dolan or the Knicks organization. He simply emerged, proved his value and fought his way to a starting role. He did this without the arrogance, self-importance and bluster so common in star athletes.

It’s always dangerous taking examples from the sports world and using them as lessons for enterprise management. However, it is worth considering: How would your organization look if it had a culture that inspired, cultivated and rewarded the Jeremy Lins? Rather than creating a team of me-first stars, you could build a group that was focused on organizational goals and helping colleagues succeed. If done right, you’d have a lower cost structure, higher team performance and greater employee satisfaction.

Posted in General Management, History, Organization | Tagged , , | Leave a comment

Envisioning Big, Complex Things

In the book The Number Sense: How the Mind Create Mathematics, the professor and researcher Stanislas Dehaene explores how the brain shapes our mathematical abilities. He reviews studies that explore crude calculating capabilities in rats, monkeys and human infants. He also explores the mathematical capabilities and limitations of human adults. A basic finding of the book is that many animals share with humans a basic ability to innately perform simple calculations. In Dehaene’s view, there is a basic calculator-like ability wired into the brains of many animals. He proposes that this ability is essential for survival, enabling animals to collect and store food, avoid predators and track mates. Those animals that were good at this basic calculating ability would be more likely to avoid death and could pass their genetics on to a greater number of offspring.

But Dehaene had another important finding in the book. Just as it is universal that humans have an innate ability to do simple math, we have significant limitations when it comes to more complex calculations and concepts. As an example, we can instantly determine the number of objects presented to us as long as the quantity is 4 or less. Once the quantity reaches 5, we need to start counting. Multiplying requires the memorization of tables as well as a set of rules; it is not an inherent capability of our nervous systems.

Dehaene and other researchers believe that the need to do complex math was not important for survival and reproductive success for the vast part of our evolutionary history. This need to perform complex calculations is only a recent requirement of the modern world. Therefore, it would not be a trait that evolution would have favored. The consequence of not having this complex ability “hard wired” is that we need to study and learn these skills. But for many of us, we either choose to avoid these courses, perform poorly in them or simply forget the lessons and techniques.

So why is any of this important? Can’t we simply rely on calculators, spreadsheets and software to do these calculations for us? The answer is both yes and no. When we need to do a calculation, and can use the appropriate tool we will get a satisfactory solution. But there are many times when we use estimation or intuition to make a mathematical judgement. Not having a strong grasp of complex math can put us at a disadvantage, leading to inappropriate judgements and decisions. Before I provide some examples of these issues, let’s explore a some of these basic human limitations.

An area of mathematics where many people have very limited intuitive capability is combinatorics. For the purposes of this blog post, I am using a more lay definition of combinatorics that involves the calculation of  combinations, permutations and exponents. Let’s look at a relatively straightforward example. You’re about to play pool and you’re placing the 15 balls in the rack. How many different unique arrangements of the balls could be made? What did you guess? A few hundred? Several thousand? Would it shock you to find out the answer is 1.3 trillion (calculations at end of post)? In fact, if you could create a new combination of balls every second, it would take over 41,000 years to exhaust every possibility!

Another surprising example involves a story of two merchants. The first merchant needed a loan of $10,000. The second merchant agreed to lend him the money and asked for the following payback scheme. The borrower would pay one penny on the first day, two cents on the second, doubling his daily payments for a month. By the 22nd day, the second merchant had already paid back the double the original loan and was broke. Had he continued, his required payment for the last day would have been over $10 million dollars.

Our natural inability to envision and calculate complex scenarios leads to a number of failings in our everyday lives. One obvious example involves compounding of interest on loans as well as compounding of returns on investments. In the former case, people tend to underestimate the burden and impact of credit cards and other forms of loans. In the latter, people tend to underestimate the value of starting early in life when saving for retirement.

Another classic result of our inherent tendency to underestimate complexity involves project planning. Typically we look at the project as a series of discrete steps or phases that each has some likelihood of successful execution. What we fail to see is the vast number of interconnected relationships undergirding or undermining this success. A large project has hundreds or thousands of unique elements and factors, with complex interrelationships. Think of these unique elements for a typical information technology project. There are team members, internal customers, suppliers, unions, hardware, packaged software, custom software, the weather and endless more sub-elements. These all have unique interrelationships with the possibility of impacting the success of the project.

Let’s look at some examples of how the project could get off track:

  • The lead business analyst encounters serious relationship issues with the key customer
  • A key supplier runs behind schedule, failing to deliver a critical software patch
  • A union strike prevents a carrier from providing network access to a critical user location
  • Two pieces of software created by independent teams turn out to be incompatible with each other
  • A huge blizzard cripples an entire region, forcing several days of delay

As with the pool balls and pennies examples, as the project gets larger, it rapidly builds up complexity. Soon, you are managing something so enormously complex that it is virtually bound to have some level of failure. Simply working smarter, more carefully or with greater project management discipline can not eliminate the risks. The key to combating this problem is to reduce the complexity as much as practical. While there is no specific rule here, the bias should be towards smaller, more modular efforts.  Where there are large scale requirements, it is better to “chunk” these efforts into discrete, measurable phases.  Utilizing agile development methodologies can help create a more iterative process, with smaller, more manageable deliverables.  These rapid development techniques also deliver progress faster to a firm, ensuring that deliverables aren’t “stale” by the time they reach the customer.

Another issue that is rampant in large enterprises is the tendency to underestimate the complexities of management. As with the project example, managing people, departments and processes is enormously complex. As with our previous examples, this complexity grows geometrically. Unfortunately, traditional top-down management systems naively assume that an all knowing department head can make effective decisions across this complex landscape. But any manager is limited in his ability to master every function and process within his department. He could never exceed the local knowledge and expertise possessed by the individual directly performing the function every day. As the organization grows, the complexity of managing from the top becomes unworkable.

Forward thinking organizations understand this limitation and foster a culture of distributed authority and control. Pushing decision making out to the periphery of the organization reduces the complexity faced by any individual decision maker. The authority of these local decision makers becomes commensurate with their local knowledge and expertise.

People are not natively good at visualizing the rapid growth of complexity from geometric progressions. Being able to recognize that a scenario is subject to this complexity can allow for coping strategies that will result in improved personal and professional decisions.

Math for pool balls example: To determine the total number of unique combinations, the formula is n! where n is the number of items. The exclamation mark stands for the function known as factorial. Factorial is calculated as 15 x 14 x 13 x 12….x 1.

 

Posted in General Management, Organization, Probability/Statistics, Process Improvment, Risk | Tagged , , | Leave a comment

That Sinking Feeling

One of the most fundamental drives that motivates human beings is the desire to avoid losses. A long evolutionary history has assured the strength of this drive. One school of thought links loss avoidance to a more cautious lifestyle, resulting in greater longevity. Those people who weren’t hard wired to focus on avoiding losses led shortened lives, with less ability to pass along their genetics. But while it may have been a useful trait in prehistoric times, could this propensity to avoid loss lead to counterproductive decisions in the complex, modern world? A large body of scientific research seems to support this premise.

Decision science researchers have spent a considerable amount of time studying how people perceive losses and how it affects the decisions they make. One key finding of this research is a concept called loss aversion. Loss aversion is the idea that people are disproportionately impacted by losses as opposed to gains. In fact, the research typically shows that people find a loss twice as powerful emotionally than an equivalent gain. A typical experiment would ask subjects a question like the following:

  • Would you be willing to make a bet with the following rules (50% chance of winning $2000 and a 50% chance of losing $500)?

Although the bet is highly favorable, the majority of subjects will reject it.

Closely related to the idea of loss aversion is something called the endowment effect. The endowment effect states that people will value something more simply by possessing it. The economist Richard Thaler first demonstrated the phenomenon in 1980 with a landmark study at Cornell. In the study, half the students in a class were given coffee mugs. They were then allowed to create a market for these mugs, offering to sell them to classmates that had not received one. Very little trading occurred. Those possessing the mugs set minimum prices that were higher than the offering bids of their classmates. Thaler observed that the mere act of briefly possessing the mug raised its value to the owner. The prospect of parting with the mug was viewed by owners as a large loss. The prospect of owning the mug was viewed by buyers as a smaller gain.

Another concept related both to loss aversion and the endowment effect is the sunk cost fallacy. Sunk cost fallacy is a concept from behavioral economics stating that people tend to overweight past investments when deciding whether to continue with an endeavor. It is the proverbial, “throwing good money after bad” and has been demonstrated by significant scientific research. An example of sunk cost fallacy would be as follows. A man is given a ticket to this weekend’s football game by his uncle. He finds out that his neighbor is a season ticket holder and they decide to carpool to the game. On game day, the weather report is miserable. The forecast calls for a driving rain, occasional sleet and possible lightning. The man who received the gift ticket decides to stay home and watch the game. His neighbor, not wanting to waste the $150 he spent on the ticket, decides to go.

Both men were faced with the same decision: Will the enjoyment of seeing the game live exceed the discomfort experienced from the weather conditions? Alternatively, the decision could simply be framed in the following manner: On the whole, would I enjoy watching the game in the stadium more than in my family room? Notice that looking forward, both men are faced with the identical decision and alternatives. However, due to sunk cost fallacy, the neighbor is incapable of putting aside the past investment he made in the ticket.

This is all interesting from a philosophical and theoretical perspective. But where is the practical value in recognizing these issues? How can we avoid these thought traps and make better decisions in our personal and professional lives? Let’s start with loss aversion. Loss aversion can impact us in two ways:

  • It leads us to miss out on opportunities for gains
  • It motivates us to make unneeded expenditures to avoid losses

Regarding missed opportunities, loss aversion can cause us to avoid highly favorable situations because of a small risk of failure. It could be a worthwhile investment or a great job opportunity. A classic example from the investing world would be the overly cautious individual that keeps their entire 401k in money market funds. Regarding unneeded expenditures, many people buy extended warranties for products. An informed analysis shows that they are a losing proposition for the consumer. That is, the chance that you will benefit from this “insurance” is small. Yet the cost of a “policy” can run 25 to 33% of the cost of the good. Unfortunately, loss aversion causes us to value the “peace of mind” greater than the cost of the warranty.

As with all cognitive biases, the first step in combatting them is to be aware of the pernicious influence they have on your decision making. From a practical standpoint, the key to avoiding the impact of loss aversion is to mathmatically analyze an opportunity. Looking at probabilities, expected values and returns, in black and white, can help show the advantages of a particular course of action.

The endowment effect is seen in everyday life, causing people to hold on to objects that rationally should hold little value. In the home, it’s that “restoration project” that’s been taking up one garage space for the last 10 years. You haven’t found the time to start the effort and probably never will. But you just can’t “pull the trigger” and part with it. In the workplace, the endowment effect is seen when people refuse to “sunset” something they created. For example, a project manager saw themselves as the “father” of a payroll system. This system is now antiquated, unable to be expanded and no longer able to meet the needs of the business. Rather than replacing the system, the manager advocates for continued investments in the old system, not able to bear the thought of its retirement.

As with loss aversion, the key to combating the endowment effect is to coldly layout the pluses and minuses of proceeding in either direction. Let’s look at the classic car example. Although it’s hard to quantify the emotional costs of selling the vehicle. It is possible however, to lay out the costs of not selling the vehicle. There’s the insurance, the inconvenience of parking one car in the street, the cash tied up in the vehicle and the regular fights with your spouse. Recognizing these costs, and being mindful of your tendency to be influenced by the endowment effect, can provide a better framework for decision making.

Examples of sunk cost fallacy are prevalent in our daily lives. It is notable in the realm of government, where politicians argue for the continuation of  wasteful programs. “We’ve already spent $3 billion on this effort, we can’t stop it now.” It’s similarly seen in the workplace. Anytime significant effort or resources have been invested, there’s a call to continue a program. Never mind that the results have been poor or that the ongoing cost/benefit picture is negative, keep plowing forward.

To combat sunk cost fallacy, one needs to take a “forward looking” view. What has been spent is water under the bridge. Looking forward, does this effort make sense? Do the expected benefits exceed the projected costs? Obviously, when looking at large scale initiatives it’s not practical to do this assessment on a continual, real-time basis. However, it is appropriate to look at them as a part of a regular budget cycle to determine if they should continue to be funded.

Loss aversion, the endowment effect and sunk cost fallacy are related thought traps that all involve cautiousness and regret. They cause us to miss out on opportunities, buy unneeded insurance and overweight the value of past decisions and investments. These biases are deeply tied to our innate human emotions. They are therefore difficult to cast aside. However, having a strong knowledge of their impact and utilizing coping strategies can give you a fighting chance. By doing so, you’ll ultimately make better decisions that benefit you and your firm.

Posted in General Management, Psychology, Risk | Tagged , , | Leave a comment

Decisions, Decisions….

One of the most fundamental tasks we face, personally and professionally, is making a decision. Often, to make our decisions, we attempt to forecast future results, picking the path that leads to the “better” outcome. If we possessed a special algorithm, or had a working “magic 8 ball”, we’d always make the right choice. Unfortunately, as mere mortals, our decision making process is sub-optimal.  We are often surprised to find that a decision that looked sensible at the time, led to a disappointing outcome.

Over the last 40 years, the field of decision science has researched how humans are predisposed to make irrational and counterproductive decisions. A prevailing idea from this research is that evolution has hard wired people to have cognitive biases that underly much of this irrational behavior. Let’s look at three of these biases and see how they undermine our ability to be effective decision makers.

Hyperbolic Discounting is a term used by behavioral economists to describe the natural human tendency to significantly favor immediate as opposed to delayed rewards. In more common parlance, this would be described as impulsivity. We are faced with choices of immediate vs. delayed rewards on a daily basis. Should I have that fabulous piece of cake on the desert tray? It’s going to taste fantastic and provide immediate enjoyment. But it’s going to work against my goal of looking fit at the beach next summer.

A large body of research has demonstrated the hyperbolic discounting phenomenon in a lab setting. In a typical study, subjects are given a pair of choices for monetary rewards and are asked to express a preference. For example, many people will express a preference to receive $100 today as opposed to $200 in a year, despite the fact that this is financially irrational. These same people however, would prefer receiving $200 in six years as opposed to $100 in five years. Notice that the time gap between rewards is the same in both examples; one year. That is, if we zoomed ahead five years in time, we’d face the same decision: Receive an immediate $100, or $200 the next year. But as  hyperbolic discounting describes, the effect of delayed rewards diminishes when viewed further into the future.

Hyperbolic discounting is viewed as a major component of dysfunctional behaviors and poor decisions. It is a driver of poor financial planning, addictive behaviors and procrastination. In any situation where there is an immediate pleasure or reward, we often make that choice, despite severe, negative long-term consequences. In the corporate world, we can see the negative impact of hyperbolic discounting at work. It’s an individual, engaging in busy work, getting a sense of immediate gratification, while making no progress against a critical project that’s due next month. It’s a department, announcing a layoff, looking at the immediate drop in expenses, without weighing the longer term damage to service, morale and culture. It’s the company making an acquisition, with an expectation of immediate growth, without considering the longer term complications of integration.

Another driver of bad decision making is something known as impact bias. Like hyperbolic discounting, impact bias looks at how people forecast the future value of decisions. When people consider a decision, they attempt to predict how this decision will ultimately make them feel. Will buying that new car make me happy? Will I be more satisfied if I switch jobs? Should I break off a dysfunctional relationship? Psychologists have determined that people have a tendency to overweight the expected impact of many decisions. For example, people tend to think that purchases will have a greater positive impact than they actually do.  They also underestimate their personal resiliency, believing that negative events will lead to significant, ongoing suffering.

Researchers have found a number of underlying reasons why people tend to overestimate the future impact of positive and negative events. One prevailing idea looks at the mechanics of how we tend to envision these events. Most people tend to focus on the initial event itself, visualizing the strong emotions that occur immediately. In fact, researchers have a name for this phenomenon, focalism. For example, when considering the new car, people picture the joyful moment of receiving the car at the dealer. They imagine that first ride with friends and family members. When they consider breaking off a relationship, they picture the awful confrontation, fighting and subsequent heartache. In both cases, by focusing on these vivid images, they overestimate the ongoing impact of the situation. In a short period of time, that brand new cherished toy becomes simply the car in your driveway. Negative events, such as failed relationships, also tend to recede to the background. When people focus on the events themselves, they underweight the impact of the vast set of other things going on in their lives.

Another tendency people have when making decisions is to look to the past for guidance. If I’m trying to decide whether to throw a surprise party for a friend, I’ll use past experiences as a point of reference. While this sounds rational, people have a tendency to perform this process in a sub-optimal manner. Specifically, researchers have found that people are likely to recall an atypical, but notable example of the decision.   For example, one is more likely to recall the time that Uncle Jimmy was embarassed by his surprise party, leading to a years long family rift. Alternatively, one might nostalgically recall that amazing surprise party where you met your future spouse. In either case, this single instance is frequently, an outlier, an unrepresenative example, and poor decision guide.

So what can we do to counter our inherent tendencies to use defective strategies that result in ineffective decisions? It all starts with self-awareness. When getting ready to make a significant decision, try to invoke the following strategies:

  • When your decision involves a trade-off between immediate and delayed gratification, visualize the future impact of your decision. Remind yourself that large goals are unachievable, without consistent, small sacrifices.
  • When visualizing the impact of a future decision, discount the immediate emotional reaction that you picture. Remember that the positive glows fade and negative hangovers recede.  Your life satisfaction will be the result of a much greater set of factors than this decision alone.
  • Ensure that you consider a broad range of historical examples. Seek out examples that are beyond your personal set of experiences.
  • Seek out the advice of a trusted friend or professional colleague. Ironically, we have a tendency to be able to advise others better than we can ourselves. When giving advice, cognitive biases don’t seem to impact our decision processes.
  • If you can’t utilize a trusted friend, or don’t feel comfortable sharing the decision you are making, simulate the same process. Pretend you are advising a friend who has brought this decision to you.  What would you tell the friend as a “neutral”, outside party?
Posted in Uncategorized | Leave a comment

Who Are You Calling Smart?

The concept of intelligence is a powerful social force throughout our lives.  Starting in grade school, it’s used as a filter, separating the more capable from the less capable.  Children immediately get a sense of self-worth and possibility as they are labeled in terms of their intelligence.  The trend continues through high school as standardized exams (effectively intelligence tests in disguise) act as restricted gateways to elite universities.  And it continues as elite firms look to elite schools as entry points to their organizations.  The end result:  Many of the most desirable, highest paying positions go to people with high intelligence.

So, what’s wrong with this picture?  Shouldn’t elite schools want intelligent students who’ll be able to handle their rigorous curriculum and leave the school academically richer upon graduating?  And shouldn’t elite firms want the smartest trainees who can help the firm innovate, thrive and profitably grow?  The answer is a qualified yes.

Before we look at the value of intelligence in the workplace and society at large, it would be useful to have a clear definition for it.  There are some classic stereotypical notions of high intelligence and those who possess it.  A typical example is the “Revenge of the Nerds” geek, a socially awkward guy with phenomenal math and science skills, capable of remarkable inventions.  Another is the bookworm, frequently a reclusive girl with great knowledge of the classics and a superb vocabulary.

Putting aside cultural stereotypes, researchers have done significant work to attempt to put some classifications to intelligence.  One well accepted idea is known as the Cattell/Horn/Carroll theory of intelligence.  This theory posits that the primary components of intelligence are fluid and crystallized intelligence, typically abbreviated as Gf and Gc.  Fluid intelligence involves the ability to reason, use logic and solve novel problems.  It bears some similarities to the intelligence shown in our “Revenge of the Nerds” example.  Crystallized intelligence reflects an individual’s skills, knowledge, vocabulary and experience.  It is more reflective of the bookworm or the classic “walking encyclopedia.”  To bring things back to pop culture, the person with high Gf would be great at solving riddles, while the person with high Cf would be a great team mate in Trivial Pursuit.

In fact, Gf and Gc are the prime capabilities measured by such popular IQ tests as Stanford-Binet and the Wechsler Intelligence Scales.  SAT tests are also focused on measuring the subject’s strengths for Gf and Gc.  A host of academic research has linked high IQ to a number of other strengths and positive life outcomes.  It is highly correlated to SAT scores, moderately correlated to academic and job performance as well as income.

But are traditional notions of intelligence a thorough measure of an individual’s effectiveness in their personal and professional lives?   Many would argue no, that a significant component goes unmeasured, creating distorted notions of people’s strengths and weaknesses.  One attempt to expand beyond the bounds of traditional intelligence measuring is the concept of Emotional Intelligence.  This idea measures the ability for an individual to recognize,  analyze and control the emotions of themselves as well as others.  It is a measure of social awareness, self-awareness, interpersonal skills and self-regulation.  Many of us can recognize the classic person of high traditional intellect and low emotional intelligence.  Whether it’s the brilliant geek that can barely carry on a conversation or the cunning, rage-a-holic boss, we’ve seen these prototypes many times.

But there exists an alternate notion of individual effectiveness that receives short shrift in popular media or corporate recruiting and training programs.  A growing body of research has looked at the concept of rationality as an important, but ignored factor in personal effectiveness.  In numerous posts, I’ve covered  the concept of cognitive bias, a critical idea emerging from the fields of behavioral psychology and neuroscience.  The concept identifies a wide range of ways in which people tend to behave in irrational and counterproductive ways.  Many of the biases can have unfortunate impacts in the workplace, causing people to make inaccurate judgments, predictions and decisions.

Building on these ideas, Keith Stanovich, a professor at the University of Toronto, has looked at the notion of rationality as an alternate measure of personal effectiveness.  Stanovich breaks down rationality into two components.  First, intrumental rationality involves behaving in a way that maximizes your goals.  Epistemic rationality involves an individual’s ability to perceive the world in an objectively accurate manner.  Taken together these two forms of rationality describe a person’s ability to have their beliefs correspond to reality and to have their actions leading to the accomplishment of their goals.

In his book What Intelligence Test Miss:  The Psychology of Rational Thought, Stanovich looked at a number of thinking dispositions that were representative of greater rationality.  These qualities included being open-minded, seeking alternative ideas and explanations, weighing evidence judiciously and seeking nuance and avoiding absolutism. Additionally, 40 years of research has identified a number of cognitive biases that produce a typical pattern of irrational thinking and behavior in people.  Among these limitations are a tendency to be irrationally overconfident, an inability to leverage basic probability theory, a tendency to overweight short term benefits, and the propensity to see patterns in random events.

Stanovich argues that possessing these rational thinking traits and avoiding the pitfalls of cognitively biased thinking are critical to our personal success.  He also notes that rational thinking skills are only weakly correlated to traditional measures of intelligence.  That is, one can be conventionally “intelligent” but behave in a thoroughly irrational manner.  This should be no surprise to those of us that have watched politicians and corporate heads make disastrous personal and professional decisions that were highly counterproductive.

Stanovich goes on to make the case that our society would be better served by teaching the skills that are the hallmark of rational thought.  In doing so, people would be better equipped to make sound investment decisions, assess medical and environmental risks more accurately, be more informed jurors and avoid falling prey to con artists.  Unfortunately, many firms are completely unaware of the downsides of irrational thinking.  Most of the thinking on professional effectiveness in enterprises focuses on technical skills and “book knowledge”.  A smaller component of training looks at areas covered by emotional intelligence.  Forward thinking firms would strongly benefit from integrating rational thinking concepts into their recruiting, training and organizational development programs.  Doing so, would lead to improved risk assessments, enhanced analytical capabilities and ultimately to more effective decisions and behaviors.

Posted in Cognitive Bias, General Management, Organization, Psychology | Tagged , , , | Leave a comment

Human Nature – Friend and Enemy of Process Improvement

Human beings are a fantastic lot, evolved to a separate plane from the remaining animal kingdom.  We are inspired to be creative, enjoy solving complex problems and constantly seek to better our lot.  As best we know, no other species has the ability to review the past, ponder the future and reflect on sophisticated goals and priorities.  Through our superior skills, we’ve been able to advance more in the last year than any species has in the last million.

But despite our unrivaled skills and our drive to improve, we can be a surprisingly reactionary lot, resistant to changes in habits.  While technology delivers constant improvements in processor speeds, disk densities and bandwidth, many corporate processes trace their roots to a pre-computer era.  Why are we so resistant to changes in basic processes?  Are the old processes simply tried and true, unworthy of improvement?  A walk back in history might provide some clues to this mystery. Continue reading

Posted in General Management, History, Process Improvment, Psychology | Tagged , , , | Leave a comment

Management Lessons From Kim Jong-il

Kim Jong-il, the iconoclastic dictator of North Korea, passed away this week at the age of 69.  The press has had a field day, recounting tales of the cartoonish Kim that are one part pure evil and one part absurdity.  For 19 years, Kim ruled over the most repressive and reclusive society in the world.  The recently deceased author Christopher Hitchens compared North Korea to the totalitarian society described in the novel 1984.  He quipped, it was as if Kim’s father, Kim Il-Sung had read it and decided (“Hmmm … good book. Let’s see if we can make it work.”) Continue reading

Posted in General Management, History, Organization, Process Improvment | Tagged , , , | 6 Comments

I Can See Clearly Now – Reports That Make Sense

It’s 7:45 on a Monday morning and you’ve just fired up your corporate email.  As you take the first sip of coffee and clear your head, your inbox comes into view.  Which item should you click on?  Nothing new from your boss or key customers.  Wait, here’s that new report from your team that’s suppose to detail key performance metrics for the previous week.  Two sips and a couple of clicks later and you’ve opened up a massive, multi-tab excel spreadsheet, replete with requisite graphs.

Continue reading

Posted in Future of Work, History, Probability/Statistics, Process Improvment | Tagged , | 2 Comments

Are You a Bigot?

Back in 1971, a controversial comedy, All in the Family, captivated America.  The show featured a blue collar, World War II veteran, Archie Bunker, who was a prototypical bigot.  Set in the social turmoil of the early 70′s, the show examined topics from racial equality to woman’s rights to homosexuality.  Archie was an ill-informed, outspoken figure who verbally attacked anyone who would constitute a protected class today in corporate America.  He was completely unapologetic in his approach, spewing racial and ethnic slurs openly with no concern for the identity of those around him.

The show was a runaway success, leading the Nielsen ratings for five straight years and becoming a cultural touchstone.  The name, Archie Bunker became synonymous with a bigoted individual.  It’s easy for us to laugh at Archie’s antics.  He represents a comical figure; a less violent version of a Klansman or a neo-Nazi.  But while overtly bigoted people are rare, do more nuanced forms of prejudice persist today?  Is it possible that many people hold subconscious stereotypes that can result in discriminatory behavior?  The unfortunate answer from behavioral psychology research is that this is very likely to be so.

Continue reading

Posted in Cognitive Bias, Future of Work, General Management, Personal Growth, Psychology | Tagged , , | Leave a comment