“What if I:”
- End up looking like an idiot or incompetent
- Lose all the career ground I’ve gained
- Cost myself or the company money
- Cause terrible embarrassment or brand damage
Too often we over-focus on the downside of our choices. However, being overly optimistic about the upside can be a problem too.
- Be the next in line for promotion
- Get a great bonus or raise
- Put the company/my work group on the map
- Have the team I need to lead like a champ
Too much pessimism and too much optimism are the enemy of sound decision-making.
Use your head not your knees!
Knee-jerk decisions can cripple your career. We decide that way when we’re:
- Overly emotionally about expected outcomes
- Impatient with the time factors and/or complexity of the choice
- Confused by things we don’t understand about the options
- Stressed by the pressures to decide
There’s no getting away from these realities, but you can replace those jerky knees with a calm and disciplined head.
There are lots of different kinds of decisions we have to make around our careers like:
- Which job offer to accept
- Who to hire or promote
- Which policy recommendation to accept
- What the most important priorities are
Usually, you’ll have a specific window of time when you have to make a decision, so you need a reliable tool to put into practice each time.
The “T” chart to the rescue!
“T” charts (or tables) are simple analytical tools. They rely on you to identify and weigh the right factors in advance of your decision, so you will balance the positives and the negatives.
Let’s say you have two reasonably comparable job offers and decide to use a “T” chart for each job that you’ll review side-by-side to help you make your choice. Here’s how.
- On a blank sheet make two large “T” shapes–one for each job you’re looking at.
- Across the top of each “T” write Pros and Cons.
- To the left of both “T’s” write the criteria that you are looking at for both jobs.
Consider criteria like:
- Total compensation
- Characteristics of the work group
- Leadership and corporate culture
- Stability of the business
- Opportunities for growth
- Authority and autonomy
- Nature of the work
4. Write the pros and cons for each criteria for each job as you see them on each “T”.
5. Compare both jobs and base your decision rationally the facts you’ve assembled.
You can repeat this process for other kinds of decisions using different criteria in situations like:
Hiring/promotion decisions by considering the candidate’s
- Skills and knowledge
- Interpersonal style
- Leadership qualities
- Growth potential
Management policy changes:
- Impact on the bottom line
- Employee readiness
- Timing and potential fall out
- Regulatory/legal implications
The more specific and relevant your criteria, the more likely you will assess your options effectively. The key is not to stack the deck and select criteria that support what you may want to do at an emotional level. You need to keep it real.
Weigh your options.
The cons (the negatives) are often seen as the deal breakers in any analysis. Many of them should be. However, all cons are not created equal.
Once you have looked at your decision-making data, revisit the cons column and see if any negatives can be mitigated. Are there legitimate ways you can make them less of a problem? If, for example, the total compensation for the job you want is less that your other choice, consider whether their job training and opportunities for promotion offer a better chance to advance and make more in the future.
Using a “T” chart to help you make important decisions doesn’t guarantee that you’ll always be right, but it will keep you honest with yourself. It’s just the rationale approach you need for a sound move forward. Choose away!
Photo from paul spud taylor via Flickr