Decision-making - C-Link Consulting https://www.c-link.consulting Drive value and maximize your exit Tue, 07 May 2024 21:08:39 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 https://www.c-link.consulting/wp-content/uploads/2018/05/cropped-C-Link-Site-Icon-32x32.png Decision-making - C-Link Consulting https://www.c-link.consulting 32 32 Looking to innovate? https://www.c-link.consulting/looking-to-innovate/ Mon, 15 Apr 2019 19:08:38 +0000 https://www.c-link.consulting/?p=1198 "Ditch the Startup Mentality and Adopt a Venture Capitalist Mindset" The suggestion in this KelloggInsight article is that when being told to innovate, rather than turning the culture of your organization into a start-up, use the venture capital model to look at the data for areas where you can take big risks and get big…

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"Ditch the Startup Mentality and Adopt a Venture Capitalist Mindset"

The suggestion in this KelloggInsight article is that when being told to innovate, rather than turning the culture of your organization into a start-up, use the venture capital model to look at the data for areas where you can take big risks and get big rewards.

Strategic planning requires you form a baseline of a risk-reward balance and use this to determine which of your portfolio of options are a suitable investment. To effectively implement this, you must engage the knowledge and expertise that exists at all levels within the organization, not only for a better understanding but also to gain commitment.

This highlights a few key points about decision-making

  1. A broad range of options gives a better range of outcomes.
  2. Evaluation criterion should be known and set out ahead of time.
  3. Engagement and commitment from the workforce should be secured before implementation

If you are curious about the level of untapped innovation potential in your organization, call 248-781-0150 or email info@c-link.consulting for a free consultation.

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Tags

#competitiveadvantage #culture #innovation #diversityatwork #decisionmaking #growth Autonomy Best decision Brainstorming cash flow Cashflow Challenge Coaching Commitment Control Decision-making Empathy Employee retention Engagement Exit Planning Expertise Feedback Implementation Implementation cost Implementation issues Initiative Innovation Listening skills Low profit margin Management Motivation Predicitive Index; Knowledge Loss; Hiring Costs; Production Profit Profit margin Purpose-driven Quota Responsibility Retention Revenue Risk Social capital Staff morale Staff retention Time pressure Trust Turnover Venture Capital Workload Work load

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]]> Are you good at decision-making? https://www.c-link.consulting/are-you-good-at-decision-making/ Thu, 13 Dec 2018 20:47:37 +0000 https://www.c-link.consulting/?p=1071 Are you good at decision-making? Effective decision-making is a key ability for any leader, as it determines the ROI of any project and ultimately whether the firm is successful. Most of us assume that we make good decisions, but extensive research has shown that this is not true. Do you know which techniques can maximize your…

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Are you good at decision-making?

Effective decision-making is a key ability for any leader, as it determines the ROI of any project and ultimately whether the firm is successful. Most of us assume that we make good decisions, but extensive research has shown that this is not true. Do you know which techniques can maximize your success, or should you concerned about losing out on valuable opportunities?

Only
%
of decisions succeed in the short term
After 2 years this drops down to
%

Your approach is the key to success

You can have the best idea in the world, but if it never gets implemented, how valuable is it? Research on decision-making techniques show that how you go about the process will determine if you get both a wide range of quality options and something your team is excited about working on.

Certain decision-making techniques can increase the success rate to more than 90%, yet only 7% of managers know or use them.

%
Success

What would this do to your net profit margin, if you knew these techniques?

%
SMB average net profit margin
%?
Using effective decision making techniques*

How to be engaging and effective

%
Get little or no input from their team

38% of managers get little or no input on their decisions and this can make their team feel ignored and unappreciated. Moreover, it has been shown to get the worst results during implementation, resulting in frustrating projects which take too long, or never get completed. We can help create an environment where everyone feels engaged, but you remain in control and get the results you want.

When looking for a solution, 79% of managers look at one option, which almost halved the chances of an effective implementation. If you are frustrated with endless issues causing embarrassing delays to your projects, we can help you uncover potential costly issues.

%
Look at only one option

Real results

We helped a client stage a 'strategic intervention' which had a dramatic effect on their net profit margin. The techniques changed the team perception from threat to opportunity and created an open trusting environment where they felt safe and confident to consider all options.

Two major projects were launched from this change which had a major impact on their profitability. The first gave them an annual boost of around $150,000 and the second an annual increase of $200,000.

days consulting
months to implement
$
Post intervention profit margin increase

We can make difficult decisions easier

If you want a more enthusiastic and engaged team, which provides high quality ideas and solutions, then call now. Your success and wealth depends on you making effective decisions and we can help you feel certain that you are making the most from every opportunity.

%
Success

Don't miss out on success, call us on (248) 781-0150.

A simple call might be the best decision you'll make.

*This is an extrapolation based on the research figures for the success and failure of average decision-making returns vs. those made with the best techniques. The effect cannot be assumed for every business and every problem.

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]]> Is your Team powerful and dynamic? Or only you? https://www.c-link.consulting/is-your-team-powerful-and-dynamic-or-only-you/ https://www.c-link.consulting/is-your-team-powerful-and-dynamic-or-only-you/#respond Wed, 11 Jul 2018 18:50:31 +0000 https://www.c-link.consulting/?p=709 Just me? The feeling that you are the only one driving the decision-making process forwards can be a lonely and frustrating experience. Leaders should be in the position to ensure the best decision is made, not having to make every decision. One option would be to remove yourself from the decision-making process, which may sound…

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Just me?

The feeling that you are the only one driving the decision-making process forwards can be a lonely and frustrating experience. Leaders should be in the position to ensure the best decision is made, not having to make every decision.

One option would be to remove yourself from the decision-making process, which may sound like a risky idea, but one which could free up a lot of your time. Would the team be able to come up with a viable solution without you, and how long would this take?

Business people and city
Group of executives meeting around a table

Making the change

Changing your level of involvement in the decision-making will be a challenge for everyone involved. Your willingness to step back from the process will convey trust in your team, and be an opportunity for them to take greater responsibility and autonomy. However, your absence can create a vacuum which needs to have structure in place, to ensure everyone knows what role they must fulfill.

Your expectations

You must clearly outline your expectations of the team:

  • How much fact finding is necessary for the research and who is responsible
  • The criteria used to validate solutions
  • The timeframe they must accomplish this in
  • Who will make the decision as to which solution is chosen

Sharing responsibility

Limiting your engagement may feel uncomfortable due to the lack of control, but after you give your team the rules for discussion, you should step back and trust them to rise to the challenge. This will allow them to take ownership of the decision-making process and increase their engagement in the process. Both are crucial to a successful implementation.

Picture of a leader in control of a meeting

One of the key expectations to set is who will make the decision on which solution is chosen.  If this is set at the beginning of the process and conducted with fairness and empathy, you as the leader can still make the choice!

Learn how to reduce the tension that decision-making can cause and improve the dynamics in your workplace by contacting C-Link Consulting at (248) 781-0150, info@c-link.consulting, or fill out the form below.

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]]> https://www.c-link.consulting/is-your-team-powerful-and-dynamic-or-only-you/feed/ 0 What happened to my great idea? https://www.c-link.consulting/what-happened-to-my-great-idea/ https://www.c-link.consulting/what-happened-to-my-great-idea/#respond Tue, 12 Jun 2018 14:30:39 +0000 https://www.c-link.consulting/?p=622 I have a great idea! Sometimes we have a great idea and cannot wait to share it with our team! You present it with enthusiasm and it is well received by the team, but the implementation takes forever, or doesn’t occur. What happened? You were excited, and your first instinct was to sell the team…

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I have a great idea!

Picture showing team reacting to a great idea

Sometimes we have a great idea and cannot wait to share it with our team! You present it with enthusiasm and it is well received by the team, but the implementation takes forever, or doesn’t occur. What happened?

You were excited, and your first instinct was to sell the team on your idea, so they recognize the value in your proposition and embrace it like you did. Unfortunately, it is unlikely that anyone will be as enthusiastic and invested as you are, as they were not engaged in the creation.

SO what happened?

Lobby-1000x400

Your team quickly realized “which way the wind was blowing” and likely did not bring up crucial implementation issues or take the time to consult with key members of their teams. You vouched for the idea, so no real fact finding was done to support or refute the proposition. Unintentionally, you have directed the team while showing little interest in their opinion, or even worse, it could be seen by them as an authoritarian act. Either way, it may well cost you social capital and reduce your team’s trust.

Are you listening?

Picture of a leader getting feedback from team

As leaders, we all like to believe that we are open to feedback, but it’s very difficult to provide a peer with honest objective feedback, never mind your boss. The very fact that you presented it with enthusiasm was read by your team as your emotional attachment to the idea. It would take a very strong and skilled subordinate to dissuade you from seeing it through.

Getting it right

It IS possible to bring good ideas to your team, to have them accepted and implemented. The key part of the process is to consider what business issues the elements of your idea were trying to satisfy and to take this to the team, so they can form their own ideas.

To learn how to present great ideas and remove the emotional baggage from the decision-making process, contact C-Link Consulting at (248) 781-0150, email info@c-link.consulting, or fill out the form below. We can show you how to use that great idea to stimulate a broader, healthy discussion, which will result in your team being both personally invested in the process and committed to the implementation.

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