What is Social Decision Making?

What is done, how is it done and who is involved in doing it? Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. It has very much to do with how people communicate and the actions they take and most importantly how decisions are made.

We claim that social decision making is the easiest way to improve productivity in knowledge work. We also say that the best tool to do this with is Fingertip. We can give and teach you a tool. But the fact is that Fingertip and better decisions is a journey as are all new ways of working. We come to the power of organizational culture and how you as a leader can be a key player in the productivity leap.

Let’s go through the 9 steps of creating a strong social decision making culture.

  1. Encourage people to share ideas, problems, emotional intelligence.
    Make sure employees know their suggestions will be taken seriously by peers and superiors.
  2. Build brainswarming into each decision.
    Solicit feedback from group members at key decision points to ensure vital information is never overlooked.
  3. Encourage important communication & collaborate.
    Document plans and key discussions to eliminate the “he said/she said” nature of spontaneous conversation.
  4. Assign roles & adjust group sizes.
    Keep decision groups large enough to avoid tunnel vision but small enough to preserve a close-knit dynamic where everyone knows each other. Ensure everybody knows what’s expected from them.
  5. Resist the urge to direct.
    If you are the Boss, allow employees to contribute and tackle problems on their own before immediately jumping in with a solution. Your people become empowered and passionate about their work once they have a say, feel the meaning and engage.
  6. Nurture, reuse, relate, and summarize decisions.
    No decision is born alone. Record and complete activities in decisions, reuse beneficial decisions as templates and create connections to related decisions. Finally group related decisions in plans.
  7. Timing is everything.
    After reasonable incubation of the problem or idea at hand it is time to set timing for the progress of the decision making. The timetable creates the necessary sense of urgency among the stakeholders.
  8. Honor diversity of opinions.
    Decide how to decide. Remember that your organizational culture and your own attitude determine how openly people want to express their opinions and on the other hand are ready to get influenced.
  9. Evaluate & Learn.
    The only way to learn from poor decisions is to evaluate them and detect the places where you have errors in understanding and find new routes to overcome them in the future.

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