Making good decisions is a fundamental aspect of being a trusted co-worker or an excellent leader. Yet, too often, studies show, our emotions have a huge influence over the quality of our decision-making, preventing us from making sound judgements.
In this two-hour session, we will:
• Consider the barriers to effective decision-making; including decision fatigue, fear of regret, and a lack of self-knowledge
• Uncover our personal decision-making style
• Create a plan for how we will take action following our decision and track and adjust over time
• Learn strategies for reaching sounder, wiser decisions
Decisiveness is the skill of making a decision in a time-effective way with proper awareness and regulation of emotional responses that might influence a decision.
What characterises mastery of this skill?
Decisive employees tend to take enough, but not too much, time to make a decision. They are aware of their emotional tendencies potentially influencing their decision. They are willing to sacrifice something and re-evaluate a decision at a later point of time. They accept the risk of failure and feel confident with imperfection at the workplace. Their behaviour is characterised by strong and consistent priorities, awareness of goals, resources, and reasons for a decision as well as the ability to handle and adjust wrong decisions accordingly.
What characterises a lack of this skill?
Employees lacking decisiveness have a higher risk of procrastination. Due to their anxiety about the consequences of their decisions, they have difficulties properly prioritising and comparing different options or accepting trade-offs. On the other hand, when finally making a decision, they might find it hard to distinguish between their emotional impulses and a rational choice. This can result in emotionally-biased decisions which therefore might turn out to be wrong (resulting in a vicious circle of indecisiveness). The consequence in the workplace is often a decision fatigue in teams, procrastination, group think, overworking due to a lack of priorities, dependence on opinions of colleagues and managers, overly seeking for reassurance for their decisions and the need for micromanagement.
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