Reliable Systems

Have you had the experience of looking at a situation and knowing – just knowing, that something was wrong? Perhaps it was a user interface design or a software diagram or project schedule. I’m not talking about a dispassionate concern but an emotional response – you recoiled inside and just knew. Then you had to explain to the person or team that presented the situation why this was the case. Most likely you can draw on your experience and come up with a few very convincing explanations for your gut reaction, but usually you’ll walk away unsettled. It still isn’t right, but you just couldn’t put your finger on it.

Most professionals develop an instinctive ability to size up situations within their core expertise. For example, a seasoned product manager that has worked up through the ranks of developers can often look at a schedule and get a quick feel that it can or can’t be met. Most of the time this intuition expresses itself as a strong gut reaction that you can’t explain. Malcolm Gladwell wrote the excellent book Blink talking about this phenomenon, well worth reading so that you know what to do when you have this reaction the next time.

The basic challenge is this: Even if your instinctive reaction is correct, it isn’t particularly useful until you can explain why. It’s very tempting to try to verbalize the rationalization for your reaction, but don’t. The problem is that your rational mind has no idea why you had an emotional reaction. The emotional reaction is your clue – your intellect and emotions aren’t really connected that well. They need to arrive at their conclusions independently: For you to intellectually justify your reaction you need time to perform a dispassionate intellectual process. Your instinctive emotional reaction didn’t need that time, but it can’t explain itself.

The Path Through The Woods

So if your emotional reaction is equally as reliable as your intellectual evaluation, but you can’t articulate it right away what should you do? The first thing is to develop a code phase for your team that indicates that this is your blink reaction, and not something else. This lets everyone weigh it correctly: It isn’t because you just don’t want to do it or you like another option better, it’s that there’s something instinctively wrong with it. Your team should give it equal weight to you having just expressed a cogent, real argument for there being a problem. Second, the reaction can’t be challenged – at least not directly. It’s an emotional response, so any challenge will drive the participants strait into conflict from collaboration. In our shop, we just say “I have a blink about this…” That cues everyone in.

At the same time, it’s important to recognize that your blink can and will be wrong, sometimes a great deal. It’s no more accurate than a rational analysis of the same circumstance, and that means if the circumstance is something notoriously hard to predict like an election, a project schedule, or a roll of dice then it’s not going to do better than spending some quality time in analysis. This means that when you have a blink reaction then your team should continue with the assumption that the reaction is dead on, but casually seek out the proof.

Casually Find The Evidence

Once you’ve articulated your instinctive blink reaction, have the team take the case that it’s true and then as discussions continue identify facts and data that support the reaction. Eventually, one of a few things will happen:

1. Killer supporting evidence will emerge: In the process of going through subsequent analysis, you’ll find the evidence that suddenly has the reason behind your reaction clear to the team. It’s now an intellectually reasoned response; you just got there faster instinctively.
2. You’ll realize your reaction was wrong: As time passes, your mind will keep attempting to align facts with your reaction seeking to prove or disprove it. Eventually you, or your team, will see what it was that your mind originally caught on and understand that it doesn’t apply in this case: The reaction was wrong, and now you can proceed. This was still an important exercise because you now have validation on your course of action (“we can ignore this previous best practice because it no longer applies because….”)
3. You’ll look at the problem tomorrow and get over it: Perhaps what you felt was just the normal human fear of change. So be it- now that you aren’t feeling threatened any more, your rational mind can reassert itself and look at the item more objectively and be open to new possibilities.

Each of these is a powerful collaboration result because it lets the team and the individual practice and demonstrate the characteristics of a trusting, supporting environment. The team showed the respect for the individual participant and leveraged the experience of everyone, not just those with great oratorical skills. The individual gets to articulate something they feel very deeply without being embarrassed or having to justify and then later defend something that they just can’t. Everyone is in on it – and when the instinct resolves into intellect later everyone will have better insight into the experience and thinking of the person that voiced it. This insight develops trust between the individuals that will live beyond the team.

Finally, by the team not pushing for an immediate defense and then challenging it demonstrates and reinforces that it’s a safe environment to voice ideas and opinions, and builds credibility for when a miss-step happens.

Gaining Speed

Over time as your team works together people may be able to help each other articulate their blink reactions into concrete issues to be resolved based on understanding the key emotional drivers each participant brings to the table. In our company, we have some folks that tend to have reactions over usability, others over ultimate performance (we’ve dubbed one “the keeper of the nanosecond”), and others over code simplicity. Knowing these points helps us not miss-read emotional reactions to ideas and to help each other understand what we really need to do to create the best outcome.

With practice, you’ll find your team can get to great, collaborative conclusions faster and generate the buy-in from the participants with little or no effort.

What Gets You to Blink?

Looking back, when did you have a blink reaction to something? What did you do with it? Share your story by posting a comment or dropping me a line.