Decision Making Coaching

Let’s stop romanticizing input. Start professionalizing decisions. Because a team that hears everyone but can’t converge isn’t inclusive but indecisive. I see it all the time: 1. Teams bring bold, diverse perspectives to the table. 2. They brainstorm, debate, expand thinking. 3. But when it's time to choose - silence, hesitation, power grabs, or rushed consensus. The biggest problem I see in companies is that they treat decision-making as a moment, not a discipline. That’s where I focus in my work with leadership teams: Not just on hearing more voices, but on building the muscle of inclusive decision-making as a repeatable process that turns diversity into direction. Here’s how we do it: 1️⃣ Make decision rights explicit.  Who decides? Who contributes? Who needs to know? 2️⃣ Separate idea generation from commitment. Diverge first. Converge second. 3️⃣ Create a decision rhythm. Clear steps, check-ins, and closure points. 4️⃣ Build psychological safety to challenge, not just speak. No point in diverse ideas if no one can question the status quo. Because diverse ideas only create value when a team knows how to decide together. P.S.: Does your team know how to end a conversation with a decision and not just more ideas? —————————— 👋 Hi, I’m Susanna. I help organizations build high-performing, inclusive cultures by turning psychological safety and diversity into business strategy. Let’s work on how your teams & leaders think, feel, and decide - together.

Over the years, I’ve observed that people generally fall into three patterns when dealing with ambiguity: 1. Analysis Paralysis: Some #leaders feel they need more data or additional perspectives before moving forward. This can lead to excessive analysis, where people spend more time planning than executing. The risk here is that opportunities may be missed or competitors may gain an edge while the team hesitates. 2. Avoidance: Others choose to avoid decisions, hoping that clarity will somehow emerge on its own. They side-line pressing decisions, preferring to wait for more guidance or resources that might never come. 3. Reactive Decision-Making: In an attempt to cope with the stress of ambiguity, some people make impulsive decisions without fully considering the consequences. This can lead to a sense of busyness without strategic direction, where energy is spent, but little progress is achieved. Coaching Strategies for Embracing Ambiguity One of my roles as a coach is to help leaders develop a mindset that sees ambiguity not as a threat but as an opportunity for growth. Here are a few strategies that I work on with clients: a. Build a "North Star": I encourage leaders to define their guiding values and principles, which can act as a consistent touchpoint even in uncertain situations. When they are clear on their purpose and values, they can navigate ambiguity without needing every answer in advance. b. Embrace Iteration: Leaders often feel that they need to make perfect decisions on the first try, which can be paralyzing. We work on shifting this mindset toward an iterative approach—taking smaller, calculated risks, testing, learning, and then pivoting as needed. c. Strengthen Tolerance for Discomfort: Learning to sit with discomfort and accept that uncertainty is a part of the process can be transformative. Leaders who can do this build resilience and tend to make decisions more effectively over time. d. Focus on What is Known: Instead of getting lost in the unknown, I help leaders focus on what they do know and can control. By starting with small, achievable steps, they can gradually reduce ambiguity and create a clearer path forward. e. Encourage Open Communication: Finally, I coach leaders to communicate transparently with their teams. When they are open about the unknowns, they can cultivate a culture of collective problem-solving rather than individual stress. Leading through ambiguity requires a combination of #adaptability, #resilience, and #self-awareness. Leaders who master these skills become more effective decision-makers and empower their teams to navigate challenges confidently, even when clarity is scarce. Every leader has the potential to learn these skills, and with time and practice, they can turn uncertainty into an opportunity for personal and organizational growth. #archanaparmar #leadershipdevelopment

Most people think career success comes from making the perfect decision. It doesn’t. It comes from making timely, values-aligned ones. Especially when the next step feels unclear. One of my clients, a brilliant VP, spent 3 months stuck on a single choice: “Do I speak up about being overlooked, or wait for my work to speak for itself?” She called it strategic patience. But it was really fear disguised as overthinking. We ran it through this framework. She made the call. Six weeks later, her promotion was fast-tracked. She was finally seen, heard, and most importantly, included. Because here’s what I tell every high-achiever I coach: You don’t need more time to decide. You need a better way to decide. Try the 2-Minute Decision Framework™ (Career Edition): 1. QUICK DECISIONS → Handle it NOW For low-stakes tasks that clog your mental bandwidth: → Can you respond to that email in < 2 minutes? → Is the request low risk and easily reversible? → Are you spiraling on something that just needs action? ✅ Do it. Momentum builds trust and confidence. (Your career doesn’t stall in the big moves, it drips away through tiny indecisions.) 2. TEAM DECISIONS → Resolve it TODAY For collaborative work or project bottlenecks: → Who’s recommending this approach? → Who’s doing the work? → Who’s accountable for the final call? ✍️ Assign roles. Align expectations. Move forward. (Most team confusion comes from no one knowing who’s driving.) Use this anytime you’re: – Leading a cross-functional project – Navigating performance reviews – Building team trust through shared clarity 3. CAREER DECISIONS → Make it THIS WEEK For decisions that affect your growth, visibility, and voice: Use the 3–2–1 Method: → 3 options: Brainstorm career paths, scripts, or solutions → 2 perspectives: Ask two mentors, not the whole internet → 1 call: Choose the path aligned with your long game 🎯 Clarity > complexity. Every time. This works for: – Deciding whether to advocate for a raise or promotion – Considering a lateral move for growth – Navigating visibility or speaking up on tough issues The truth is: courageous careers aren’t built on perfect plans. They’re built on small, aligned decisions made with intention. That’s C.H.O.I.C.E.® in action. So here’s your coaching moment: 🔥 Pick one decision you’ve been avoiding. Run it through the framework. Make the call within the next hour. Then ask yourself: What changed when I finally decided? ❓ What’s one career decision you’ve been sitting on too long? Share it below, or DM me, and we’ll run it through together. 🔖 Save this for your next “Should I…?” moment 👥 Tag someone who needs this framework in their toolkit Because alignment isn’t found in overthinking. It’s built through C.H.O.I.C.E.®. ➕ Follow Loren Rosario - Maldonado, PCC for tools that actually work in real life. #CareerCoaching #LeadershipDevelopment

➡️Are your leadership decisions structured or reactive? ➡️Do you find yourself stuck in decision fatigue, struggling with competing priorities? ➡️Want to know how high-impact leaders cut through the noise and make strategic, confident choices? I just published a new article sharing proven decision-making frameworks that top leaders use to navigate complexity and drive results. These models have helped me lead high-performing teams in healthcare and beyond—and now, I’m sharing them with you. Inside the article, you’ll discover: ✅ The OODA Loop—Make rapid, informed decisions in fast-paced environments. ✅ The Eisenhower Matrix—Prioritize tasks like a pro and eliminate time-wasters. ✅ The SWOT Analysis—See the bigger picture before making key strategic moves. ✅ The 5 Whys—Uncover the root cause of recurring problems and solve them for good. ✅ How to choose the right framework for the right situation! Decision-making is a skill you can master. When you apply the right framework at the right time, you gain clarity, confidence, and better outcomes. Which decision-making framework do you use the most? #Leadershiptidbits #CareerGrowth #StandOutWithIntent #LeadershipDevelopment

30% of your time is spent making decisions. Are yours driving results? Most decisions don’t fail because they’re wrong. They fail because there’s no clear plan behind them. Great leaders don’t guess their way forward. They use tools that make their choices clearer and more confident. “In the end, we are our choices.” – Jeff Bezos Here are six simple tools you can use to make better decisions: 1. 𝗥𝗔𝗣𝗜𝗗 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸    Decide who is Responsible, Accountable, Informed, makes the Decision, and delivers the results.    ➟ Keeps everyone on the same page and accountable. 2. 𝗗𝗔𝗖𝗜 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸    Assign roles: Driver, Approver, Contributor, and Informed.    ➟ Makes group decisions smoother and faster. 3. 𝗦𝗪𝗢𝗧 𝗔𝗻𝗮𝗹𝘆𝘀𝗶𝘀    Look at Strengths, Weaknesses, Opportunities, and Threats.    ➟ Helps you plan and avoid surprises. 4. 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗠𝗮𝘁𝗿𝗶𝘅    Compare your choices by scoring them on what matters most.    ➟ Great for choosing between complex options. 5. 𝗖𝘆𝗻𝗲𝗳𝗶𝗻 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸    Match your approach to the situation: Is it Simple, Complicated, Complex, or Chaotic?    ➟ Helps you stay clear in uncertain situations. 6. 𝗣𝗮𝗿𝗲𝘁𝗼 𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲 (𝟴𝟬/𝟮𝟬 𝗥𝘂𝗹𝗲)    Focus on the 20% of actions that give you 80% of the results.    ➟ Stop wasting time on things that don’t matter. --- 𝗪𝗶𝘁𝗵 𝘁𝗵𝗲𝘀𝗲 𝘁𝗼𝗼𝗹𝘀, 𝘆𝗼𝘂 𝗰𝗮𝗻: - Make decisions faster - Solve tough problems - Get better results Which framework will you use first? Let’s discuss below! ✅ Follow Jay Mount for simple tips on leadership and decision-making. Share this with someone who wants to improve their decisions, too!

This will transform how you make decisions: I used to think decision-making was about Having all the information before choosing. Then I watched a leader navigate a crisis with incomplete data, And I realized I had it completely backward. Strategic decision-making isn't about perfect information. It's about mastering seven core capacities. The most powerful decision-making advantage is having Mental frameworks that protect you from cognitive overload. Most leaders burn out on decision fatigue. Strategic decision-makers build systems that preserve their energy. Here's my framework for strategic decision-making: ✅ Emotional Regulation: → Recognize decision fatigue before it impacts judgment → Separate facts from emotional reactions in high-stakes moments ✅ Perspective Taking: → Ask "What can this teach us?" not "Who's to blame?" → Use scenario planning to explore multiple pathways ✅ Adaptive Capacity: → Test small decisions before big commitments → Build contingency plans for every major choice ✅ Social Capital: → Invest in advisory relationships before you need them ✅ Energy Management: → Block 2-3 weekly 90-minute "deep thinking" sessions → Protect your peak morning hours for complex decisions → Design systems that automate routine choices ✅ Meaning Making: → Revisit your "why" before major decisions → Use the "Shoreline Strategy" — define lasting impact first → Frame setbacks as learning experiences, not failures ✅ Systems Thinking: → Focus on the 20% of decisions that drive 80% of results I stopped drowning in decisions and started leading with clarity. My choices became more consistent because they were built on proven frameworks, not reactive impulses. When someone brings me a new demand, I don't say "no." I present two data-driven options: Positioning myself as a strategic problem-solver. Your decision-making power isn't about having more time. It's about having better cognitive architecture. That is amplified leadership in action. If you want to amplify your leadership efforts, subscribe for free here: read.drdegnan.com

How to coach a decision in 2 minutes (without taking it over) Most founders say they want their team to decide… But the moment a decision comes close… They step in. Not because they don’t trust the team — but because it feels faster. Cleaner. Safer. But every time you take over a decision… You solve today’s problem and delay tomorrow’s growth. There’s a better way. And it doesn’t take long. Here’s a #simple 2-minute coaching loop: 1. Start with their thinking “#What are you leaning towards — and why?” This does two things: • Forces clarity • Shows you how they’re thinking 2. Test the decision “#What are you optimising for here?” Now you see: • priorities • trade-offs • blind spots 3. Anchor to ‘good’ “#What would a strong outcome look like?” This reconnects the decision to the standard — not your opinion. 4. Add one nudge (not a takeover) Not a full answer. Just direction: • “I’d be more cautious on X…” • “Make sure we don’t compromise Y…” • “Think about the long-term impact here…” 5. Give it back “#Go ahead — I trust your call.” This is the part most founders skip. I’ve seen this shift teams quickly. At first, decisions feel slower. Then somethng sparks. People start coming with clearer thinking. Stronger judgement. Better instincts. Because you didn’t just make the decision… You built a decision-#maker. If you want better decisions in your company… Stop answering faster. Start coaching better. #Leadership #Founders #Entrepreneurship #ScalingBusiness #BusinessGrowth #LeadershipDevelopment #ExecutiveLeadership #FounderLife #TeamPerformance #DecisionMaking #OrganisationalLeadership #KingsLeadership

Why do smart leaders with great teams still struggle to move fast? It's not the chaos. It's not even the complexity. It's inertia and the interference that feeds it. I see this everywhere: Endless meetings. Delayed decisions. People waiting for direction instead of taking action. And the usual fixes? They're making it worse. ▶️ Command & control burns people out and kills innovation ➡️ More training and data? Knowing ≠ doing Here's what actually works: Decision Velocity® Not just speed. Not just accuracy. Both. The secret? Stop directing. Start coaching. When people make their own decisions, they give you their discretionary effort—the same energy they bring to 4 a.m. fishing trips. You can't command that. You can only release it. The framework is deceptively simple: GROW Model 🔸 Goal – What do you want? 🔸 Reality – Where are you now? 🔸 Options – What could you do? 🔸 Way Forward – What will you do? Four steps. Massive impact. Works for individuals, teams, and entire organizations. Skip one step? Performance suffers. Use all four? You don't just remove inertia—you unlock potential. Read the full article to discover how coaching (not commanding) creates the competitive edge your organization needs right now. 

Decision-making can be daunting. Strategy fundamentally involves making choices—determining where to focus, what trade-offs to accept, and how to allocate resources to achieve desired outcomes. The brutal fact: We don’t always have all the answers, but decisions can’t wait until we fully understand every detail. One of the decision-making frameworks I keep in my pocket - 𝐂𝐲𝐧𝐞𝐟𝐢𝐧 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 It is based on the nature of the situation (complexity) and the level of predictability. 𝟏. 𝐊𝐧𝐨𝐰𝐧 𝐊𝐧𝐨𝐰𝐧𝐬: 𝐓𝐡𝐞 𝐏𝐫𝐞𝐝𝐢𝐜𝐭𝐚𝐛𝐥𝐞 ➡️ What it means: You know what's happening and understand it fully. ➡️ Example: A customer support team spends hours every day categorizing and assigning incoming tickets manually, following a consistent set of rules. ➡️ How to decide: 1. Sense: Understand the facts of the situation. 2. Categorize: Match it to a known framework or pattern. 3. Respond: Apply a straightforward solution, as the answer is often obvious. 🔔 Key Tip: Stick to tried-and-true methods for efficiency and consistency. 𝟐. 𝐊𝐧𝐨𝐰𝐧 𝐔𝐧𝐤𝐧𝐨𝐰𝐧𝐬: 𝐓𝐡𝐞 𝐁𝐥𝐢𝐧𝐝 𝐒𝐩𝐨𝐭 ➡️ What it means: You know there’s a problem but don’t fully understand it yet. ➡️ Example: User churn rates are high, but the reasons behind it are unclear. Analytics show patterns, but they don’t provide definitive insights into why users are leaving. ➡️ How to decide: 1. Sense: Gather all relevant data and inputs. 2. Analyze: Use expert opinions, tools, or detailed studies. 3. Respond: Choose the best course of action from multiple viable options. 🔔 Key Tip: Don’t rush. Use analysis and expertise to guide decisions. 𝟑. 𝐔𝐧𝐤𝐧𝐨𝐰𝐧 𝐊𝐧𝐨𝐰𝐧𝐬: 𝐓𝐡𝐞 𝐔𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲 ➡️ What it means: There are things you don't realize but could understand if you investigated. Patterns exist but are not obvious upfront. ➡️ Example: Discovering unconscious biases affecting hiring dynamics. ➡️ How to decide: 1. Probe: Conduct safe-to-fail experiments to uncover hidden factors. 2. Sense: Observe the results to identify emerging patterns. 3. Respond: Adapt based on the insights gained. 🔔 Key Tip: Be open to exploration and learning; flexibility is crucial. 𝟒. 𝐔𝐧𝐤𝐧𝐨𝐰𝐧 𝐔𝐧𝐤𝐧𝐨𝐰𝐧𝐬: 𝐓𝐡𝐞 𝐔𝐧𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐂𝐡𝐚𝐨𝐬 ➡️ What it means: You’re blindsided by events you couldn’t predict or prepare for. ➡️ Example: A sudden industry-disrupting technology or a global crisis like COVID-19. ➡️ How to decide: 1. Act: Take decisive steps to establish stability like emergency measures. 2. Sense: Identify areas of order or stability amid the chaos. 3. Respond: Gradually transition to a more manageable situation by creating structure. 🔔 Key Tip: Speed is critical; act first, then refine your approach. And when faced with 𝐜𝐨𝐧𝐟𝐮𝐬𝐢𝐨𝐧 (𝐝𝐢𝐬𝐨𝐫𝐝𝐞𝐫)—a completely unclear state— break it down into smaller parts and assign each to its appropriate category for clarity. Have you used this framework? #productmanagement #strategy

The biggest mistake in decision-making has nothing to do with the solution. It’s focusing on the answer before you've understood the real question. This creates confusion, wastes resources, and burns out your team. The fastest way to a great decision isn't speed, it's clarity. 6 steps to make better decisions every time: 1️⃣ Define the actual problem. ↳ Don't just treat the symptom. Ask "Why?" five times to find the root cause. A solution to the wrong problem is worthless. 2️⃣ Involve the right people. ↳ Get input from those who will do the work. But keep the decision-making circle small. More voices don't mean a better choice, they just mean more noise. 3️⃣ List your constraints. ↳ What are the absolute limits on time, budget, and resources? Being honest about your boundaries forces creative and realistic solutions. 4️⃣ Generate multiple options. ↳ Never fall in love with your first idea. Force yourself to come up with at least three viable paths. This simple step prevents confirmation bias. 5️⃣ Stress-test your top choice. ↳ Before you commit, ask the most important question: "If this fails, why did it fail?" Identify the weaknesses in your plan before the world does it for you. 6️⃣ Decide, commit, and communicate. ↳ A good plan executed now is better than a perfect plan next month. Make the call, empower your team to act, and clearly explain the "why" behind your decision. Stop looking for the right answer. Start by finding the right question. What's one rule you follow for making better, faster decisions?