I first learned about the advice process less than a year ago. I like the advice process for many reasons. The biggest is that it pushes back on the dominant-culture notion that there’s only one solution to a given problem. In truth, there can be many solutions to a problem. The best solution is more likely to come from a person closest to the problem at hand. It very rarely comes from that person’s boss, or their boss’ boss. Since then, I wrote a guide for how to use it at a medium-sized non-profit organization. About seven months ago, I launched it in a committee on which I was the chair. This is a quick update on my experience using the advice process to make better decisions at work.
How I implemented it
I lead a large team, but I decided not to launch this process with my employees. Even though I introduced the advice process to my boss, and she supported the goals of this work. The advice process works by design in an ecosystem of distributed self-management. My non-profit is still a hierarchy, with a CEO and a typical decision-making structure. Decisions go up the chain, then they go back down the chain. I didn’t want my first experiment using the advice process to lead to a situation where I have to veto a decision.
Instead, I chose to test the advice process in a committee I’m on. Every member of the committee represents a department or team. We are all considered equals, and experts in our fields. It was easier to justify the advice process in a setting where no one held power over another. The committee still operated in a hierarchy, though. The Chief Operating Officer sat on the committee, and could overrule any decision any of us made.
When we started, we had a lot of issues on the table that were languishing without a decision. I created a very simple ranking scheme that anyone with five fingers can do. I asked each committee member to rank every issue using 1-5 fingers for these two questions:
- what is your personal interest or energy in solving this problem?
- how necessary is it for us to solve this problem soon?
These two questions helped us get a sense of urgency around each issue we faced. It also allowed us to land some easy wins once we got started.
Blocking a decision
I added to the advice process the ability to “block” a decision. The guidance acknowledges that my organization operated as a hierarchy (for now). In an ideal advice process scenario, the person with the power to veto is someone we would have consulted. With that in mind, we ask that before anyone in power vetoes an idea, they consider the following:
- does the decision make things worse?
- are you blocking the decision because you don’t love it?
- are you blocking the decision because you think your solution is better?
This part of the process has worked well for us, so far. Decisions made through the advice process are often well-reasoned. We know it’s okay if they are not perfect.
Questions of Impact
Another issue we ran into on this committee was the question around impact. Because we are a service non-profit, our recipients are the ones most affected by what we decide. We don’t have an advisory board, and our decisions are much too small to consult a group every time we need to make one. Instead, we say the impact falls most on the team affected by the proposed change. That team’s representative becomes the person who gets to make the decision. It’s also their responsibility to share their decision once it’s made.
What I’ve learned so far
Before the advice process, decision-making was haphazard at best. Someone would ask a question, and then we would talk about it for a while before tabling it for the next meeting. Someone would offer to do research, but that never paid off into real decisions. Using this process, we resolved six issues in five months. These issues had plagued us for at least a year.
Once we started making decisions, we realized the decision-maker needed to share that news with us. I created a decision-making share-out document to archive our decisions. Sometimes, many teams are the “most impacted” by a decision. Sometimes nobody was more impacted than anyone else. In these cases, the advice process says that anyone who wants to make the decision, can. Sometimes everyone is busy, but the issue is too important to delay. In those cases, we had to assign the issue to someone.
What I am still exploring
Some of the decision-makers reported difficulty getting started. This is still an unfamiliar practice for most of us. It’s not easy getting used to being the sole decision-maker. While individual consults are easier to schedule, it’s still nice to sit around a table and brainstorm with your colleagues. And as I mentioned above, we need to get clear about who we should include in the advice process. Often decisions can cascade outside a team in ways we don’t predict. But the advice process, like all tools, is not perfect.
I am still very impressed with the advice process. I am still thinking about ways to build the process into a formal hierarchy. I am also curious to see if the process continues when I move on from leading the committee. We’ll see how it goes!