Decisions assessment

 Before a decision can be made, information needs to be processed. Correctly assimilating and taking account of new information or expert judgment helps especially when the information does not support the course of action initially preferred. 

Once a decision has been made or maybe just considered, along with a few other options, it bodes well to consider an action assessment as well. I may very well need to re-examine positive and negative consequences of known alternatives, including those originally regarded as unacceptable, before choosing or making a final decision.

Implementation would be the next step and that will require detailed steps for implementing and executing the course of that action plan - not forgetting the possible contingency plans for known risks and adjustments. I have to admit, I am one of those who enjoys the art of constant readjustment to whatever situation I find myself in. Remember that there should be decisions that have been made and are put on hold until certain conditions are met. 

Here is a list I found that could describe a good decision maker:

• Having a high tolerance for ambiguity.
• Having a well-ordered sense of priorities.
• Being a good listener.
• Always building the consensus around a decision.
• Avoiding stereotypes.
• Remaining resilient with feedbacks.
• Being comfortable with both soft and hard input.
• Being realistic about cost and difficulty.
• Avoiding a decision minefield.

What about those decision makers who are in training? Advice in this area helps to build general strategies and procedures (checklists, if you will) that can be applied across a number of job situations. The responsibility of a good, or maybe great training orientation begins with prep work. The effectiveness of such a program takes us all the way back to the top because it starts with a thorough needs assessment. Organizational, task and individual are important to the development of leadership, multicultural awareness, knowledge and skills.

Maybe such training should begin with - Writing a Good Planning (Model). It would have in it a current assessment of the business as well as roadmap for the future. For me, it would assist in obtaining funding from a small business loan to venture capital funding. 

At this point in time, I should be assessing, designing or maybe redesigning job potential to be more compelling. The root being that any job can be inherently motivating for an employee to perform. 

It could be as simple as determining the holistic Engagement Score (ES) associated with a job. Let's say there are four design components - hands, mind, heart and spirit. Let's say there are ratios attributed to each component - hand 10%, mind 40%, heart 20% and spirit 30%. Formula would look like this:

ES = 0.1HandsScore + 0.4MindScore + 0.2HeartScore + 0.3SpiritScore,

It needs to be developed, but I like where it is going. Seems to be able to help make better decisions, especially when it comes to assessing current as well as new staff and where they fit in the bigger scope of business.