2.2 Observe and orient using John Boyd’s OODA loop concept

2.2.1 Observe

• Continuously gather information to build a comprehensive picture.
• Encourage team members to ask questions to understand the issue better.
• Filter out the irrelevant “noise” to focus on critical data.

2.2.2 Orient

• Foster a culture of self-awareness and understanding of cognitive biases.
• Provide training and development opportunities to improve analytical skills.
• Encourage employees to develop mental models that help replace biases and assumptions.

3. Knowing the “Intent”: Moving Beyond Rules to Foster a Purpose-Driven Culture

Rather than relying on specific rules, understanding the intent behind decisions promotes a broader understanding that helps employees make decisions aligned with the organization’s goals.

3.1 Establish clear organizational values and goals

• Communicate the company’s mission, vision, and values consistently.
• Develop a shared understanding of the organization’s strategic direction.

3.2 Promote a culture of trust and empowerment

• Encourage employees to take ownership of their decisions.
• Provide support and guidance while allowing for autonomy.

3.3 Develop guidelines and frameworks for decision-making

• Create decision-making frameworks that emphasize the organization’s intent and values.
• Offer tools and resources that help employees navigate complex decisions.

Conclusion: Achieving Organizational Clarity and Empowering Decision-Making

Ask yourself these questions to determine if your team is making common-sense decisions:

• Are they solving the right problem?
• Do they have all the available information?
• Do they know the intent, and is there organizational clarity?

If you find something missing in these areas, address it and empower your team to make better decisions. Embrace a culture of collaboration, open communication, and trust, and watch your organization’s decision-making processes improve.

Copyright (c) 2021, Marc A. Borrelli