How Poor Decisions Prevent Growth

How Poor Decisions Prevent Growth

In China kids learn 覆水难收 fù shuǐ nán shōu, which translates as “spilt water is hard to recover.” We teach our kids not to cry over spilt milk. In business, to describe a futile venture and the irrelevance of sunk costs we say “don’t throw good money after bad”.So why do many decision makers avoid this simple advice?  The answer– we are all influenced by many cognitive biases.  

 

I consistently see how these biases lead to poor decision making and prevent many companies from realizing their growth potential. Indecision, or very reserved resource re-allocation, creates a business environment where inertia reigns.Talent and dollars don’t flow to the more attractive opportunities, even when it's obvious what those opportunities are. Our research on this found that 1/3 of the companies in our sample had a 99% correlation year on year in capital, and the average was 92%. In other words, the immense amount of strategic planning in companies mostly results in only modest resource shifts.

There’s heaps of fascinating research about the many behavioral biases we are all subject to as individuals. These include remarkable optical distortions and the way we miss the obvious when we are concentrating on something else. We have a tendency to overestimate ourselves - most famously 90% of drivers assess themselves as above average in ability. We have an attachment to what we already own - how come we won’t buy concert tickets from scalpers at an inflated price, and simultaneously won’t sell tickets we own at face value? We also tend to overweigh risks, even against the chance of regret rather than actual loss.  

It’s no surprise then that group decisions are even more flawed.

So how can we overcome biased decision making?

Here are some biases that we often see, followed by some techniques we use to overcome them. We have found that by applying these techniques companies can make better decisions, which in turn increases their resource reallocation and creates more profitable growth.  

 

 

A true story: An executive in a successful European company was excited about the prospect of entering China. He developed a brilliant business case, convinced the management and board to make a small acquisition and entered the market. He relocated with his family to lead from the front. Soon after, he discovered that many of his assumptions were wrong.

The overall market was perhaps only a quarter of what they had previously estimated. Demand was fragmented and small in the few cities they initially focused on. Costs were higher than expected and customers’ willingness to pay a premium for the higher quality offer was lower. The company they bought turned out to be a sham with false accounting and some unacceptable practices. A revised business case suggested it may take another 20 years to get to the revenues they had originally predicted would arrive within 3 years, and it was not clear if they would ever be profitable.

The executive’s recommendation? “We already invested so much – we should invest more and look for new creative approaches.” Wrong answer. He’s throwing good money after bad. But would you blame him?

No organization makes perfect decisions. And right decisions are by definition not risk-free, so occasionally they will go wrong. Hopefully though, some of these ideas will help you improve yours.

What kinds of decision making biases have you have experienced? Let me know in the comments below.

****

 I co-lead McKinsey & Company’s Growth and Innovation practice, where I focus on growth, innovation, consumer insights, and commercial excellence. Please connect with me here on LinkedIn.

Daniel Kilev

Senior Software Engineer at BPP

7 年

Brillianly to the point, great presentation Yuval. In particular love the idea of managers debating opposing views for big investments or m&a. Thank you for sharing!

Mark J. Guay, LL.M.

MARK J. GUAY, P.C. - We Build Great Teams?

7 年

Michael Lewis's book is great to understand the "story behind the story" so to speak. Likewise, James Dewey's life long learning model should be a philosophy for hiring anyone. My wife is a tutor for kids with educational challenges. I have learned form her that everyone has educational challenges to some degree - it's a spectrum. So taking executives to the next level is, as the London subway sign politely suggests, a "mind the gap" matter. The hardest part is helping people realize that they have a gap in the first place. Your biggest risk is that you don't know what you don't know [the so-called "unknown unknown"]. Companies need to spend less time on cheerleading type meetings, and spend more time on "tell me something I don't know" type meetings. The role of management is to ask great questions and get great feedback from employees. Poor decisions, at a macro level, usually trace back to poor questions. So I would suggest a corollary of "How Poor Questions Prevent Growth" to trace the problem to the management level. Keep up the great dialogue....

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Mark J. Guay, LL.M.

MARK J. GUAY, P.C. - We Build Great Teams?

7 年

The two seminal books on this subject are "The Organized Mind" by Daniel Levitin and "Thinking, Fast and Slow" by Daniel Kahneman. Basically, the more you know about HOW you think, the less likely you will make bad decisions based on your biases. Organizations need to invest time in how they think, before they invest money in too often ill-conceived projects. The best way to start is to recognize the problem by perhaps a line item in the company budget for reading and discussing great books. Now that would be a good start on a counter-bias solution!

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Jeroen Dekkers

Sales at 9altitudes

7 年

Lots of decision making is political decision making, often not compliance with operational excellence. They don't care because there is nothing to win for their personal agenda.

Tom Morley

Vice President Technology & Cybersecurity

7 年

Great article. I think on many of the biases, you may also find a corporate culture drives them. Either being averse to risk or the company culture doesn't support 'different' views. While you base some on the human aspect (and we do need to own them all), I also think there's a corporate responsibility to operate in a fashion that allows employees to act responsibly (even when pushing back) and reward that type of thinking.

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