Brilliant. I attended a training session at Amazon last year where they explained the theory behind the one way door two way door decision making.
It’s great. It can completely revolutionise an organisations decision making and ensure it focuses attention on the right things while freeing teams to experiment.
Great question. Yes organizations hire with the desire to get it right...but some of the best organizations slow the hiring process down...way down. Organizations such as WD40 are slow to hire and have one of the best cultures I know of. I believe they would be considered a one-way hiring organization. They hire into their "Tribe" or "teepee" as they say.
Brilliant. I attended a training session at Amazon last year where they explained the theory behind the one way door two way door decision making.
It’s great. It can completely revolutionise an organisations decision making and ensure it focuses attention on the right things while freeing teams to experiment.
Here is my blog article:
https://open.substack.com/pub/neverstoplearning1/p/bad-decision-making-is-holding-you?utm_source=direct&r=1nyz10&utm_campaign=post&utm_medium=web
Thanks for sharing, Martin! Appreciate it.
Everyone wins with this approach, from the customer, employee, to the organization.
We took a few minutes to discuss this Field Notes entry here:
https://twitter.com/AdmiredLeaders/status/1655944086350864387
This could be a helpful framework for those who can easily categorize the decisions.
Some sticky ones might tend to remain in the gummy category.
What about hiring decisions? Would most people consider theme one-way or two-way?
Great question. Yes organizations hire with the desire to get it right...but some of the best organizations slow the hiring process down...way down. Organizations such as WD40 are slow to hire and have one of the best cultures I know of. I believe they would be considered a one-way hiring organization. They hire into their "Tribe" or "teepee" as they say.