Decision Making Isn’t What You Think It Is

Many people view decision making as an event – a choice that takes place at a single point in time, whether they are sitting at a desk, motivating the children or leading a business meeting.

The fact is, decision making is not a point in time but a process that takes place over weeks, months or even years.  Good decision makers understand that this is a process and treat it as such.

In his book Predictably Irrational, researcher Dan Ariely claims that most of us are masters at deceiving ourselves and justifying our actions. In particular, we often make our decisions based not on what’s right, but on what we want.

Ariely tells his own story of buying a car. “When I turned thirty,” he writes, “I decided it was time to trade in my motorcycle for a car, but I could not decide which car was right for me. The web was just taking off, and to my delight I found a site that provided advice on purchasing cars.” Professor Ariely describes how he answered all of the questions on the website, which then recommended that he purchase a Ford Taurus.

He describes his reaction this way:

The problem was that, having just surrendered my motorcycle, I couldn’t see myself driving a sedate sedan. I was now facing a dilemma: I had tried a deliberative and thoughtful process for my car selection, and I didn’t like the answer I got. So, I did what I think anyone in my position would do. I hit the BACK button a few times, backtracked to earlier stages of the interview process, and changed many of my original answers to what I convinced myself were more accurate and appropriate responses .… I kept this up until the car-advertising website suggested a Mazda Miata. The moment the program was kind enough to recommend a small convertible, I felt grateful for the fantastic software and decided to follow its advice.

Commenting on what he learned in the process, Professor Ariely says, “The experience taught me that sometimes we want our decisions to have a rational veneer when, in fact, they stem from … what we crave deep down.”

In mediation, I guide people to pay attention to that deep “craving” and not try and make it go away. I encourage them to bring that craving into our process and see if it gets them what they actually wanted in the end.

Decision making is a process that takes time, input, challenge and clear thinking.

May you process well as you make your decisions.

The Importance of Following Up for a Job

looking for a jobSearching for a job is an obstacle in life that most don’t enjoy.  And like most tasks that we don’t enjoy, it can be one that we don’t put enough effort into.  It’s like a parent telling their child to eat one more bite of broccoli so that they can get up from the table.  There might be five bites left of broccoli but the kid takes one bit so they can be done.  Taking five bites of broccoli might be hard work for the child if they do not like the taste, however, there are many healthy benefits that come with it.

I see the job search as similar.  Looking for a job, you can do the minimum and possibly get a job from it.  But this is not the norm.  You might search the web for a few job postings; apply for a few jobs by sending in your resume and maybe even a cover letter.  However, I believe this is like taking one bite of broccoli when you should have taken five.  You did some job searching, which is a great start, but you didn’t do everything you could for your success.

So what are you missing from the job search if you searched, sent in resumes and sent in cover letters?  Well, there are a whole host of things you can do to increase your chances, and I will write more about some of them in another posting; however, there is one tool in the job search that is often overlooked and is very important: Following-up.

After you have applied for a job, you need to follow up.  This is done by going to the place of business and simply introducing yourself.  You are putting a face to a name.  In a day in age where so much is done over the Internet, nothing has yet been invented which can fill the shoes of a good old handshake and introduction.  Following-up allows an employer to see that you are interested in the job, you are dedicated enough to plan time in your day to come by and introduce yourself, and it gives you an opportunity to present yourself professionally.

So you might be asking yourself, what do I say when I follow up? Try using the following statement:

“Hello, my name is Andrew and I applied for the human resources position that you had posted on your website.  I wanted to come down and introduce myself and let you know that I am very interested in working here.” 

Most business’ will thank you for coming in and will keep it short and sweet.  This is ok.  The point is that you took time to follow up.  It can be the difference between being considered for the job or not.  Is this a surefire way to get a job?  No.  Nothing is.  But it most likely will help.  Follow up on the job– its good for you.

Andrew Goria

 

 

 


– Andrew Goria
  Associate

How to Get your Employees to Perform Better

copyright Aaron Esparza
copyright Aaron Esparza

How we feel towards our employees will affect how we treat them and this in turn can affect how they perform.  As managers, we have the opportunity to help foster success in our employees or failure.  I know what you might be thinking, “the success of my employees is not all up to me.”  And you are right, but you do have an impact.

A manager that is for their employees has the ability to greatly impact their performance.  Think about how this works with sports teams.  If a coach treats their players like they are burdens and constant disappointments, the players don’t have much motivation to perform well.  In fact, they can start to believe that they are unable to perform well.  But what happens when a coach is for their team and the team knows it?  This coach will encourage them, challenge them and often lead them to success.

There are a lot of different ways to coach and tools to use in coaching, but starting with a heart that is for your team is crucial.  For the clients with disabilities we help to find employment, it is crucial that we are for their success, even in their failures.  This does not mean I am always happy with the decisions they make or the performance they give, but how I respond to them is crucial.  I must constantly keep in mind how my heart is towards them.  Am I for them or against them?  Do I have a heart of war towards them or a heart of peace?  Do they know that I am for them?

A heart that is for the success of your employees will not only help foster success in your business, but it will help your business to be at peace.  At Genesis Human Resources, we strive to help create peace in your business while allowing you to remain successful in your pursuits.

copyright Aaron Esparza
Author- Andrew Goria