The Winner’s Curse

Can you win and yet still lose?

It is a common assumption that winning is a positive thing and most of the time that is true. However, are their situations when being the winner is actually a net negative experience? According to Nobel Prize winning Behavioral Economist Richard Thaler, this happens more often than you think.

In a recent Planet Money episode, host Greg Rosalsky, explores Thaler’s concept of “The Winner’s Curse.” This idea arose from Thaler’s pushback against traditional economics.

In column after column, Thaler shined a spotlight on anomalies that didn’t fit with the tidy, mathematical portrayal of humans in popular economic models (“Anomalies” was actually the title of the column.)

One anomaly Thaler highlighted was what he called “The Winner’s Curse.” The winner’s curse refers to the winners of auctions. That includes the classic auction with auctioneers speaking really fast, selling antiques or paintings or whatever. But it also applies to markets where people competitively bid against each other to buy something, which includes things like bidding wars over buying a house, companies competing to acquire other companies, and sports teams fighting to sign star rookies in a draft.

Richard Thaler

What Thaler challenged was the idea that winning is everything. In his view, sometimes it was better not to win because the economic benefit of the item in question is outweighed by the cost of acquiring it in the auction.

In the standard economic way of seeing auctions, the winner is someone who values it the most after a careful cost-benefit analysis of what they’re bidding on, using the best available information. Presumably, the winner is, well, the winner. But what if the winner is, more often than not, actually the loser? What if winners, systematically, are the ones who pay too much for what they’re buying?

In one of his columns, Thaler suggested exactly that. That, actually, in competitive auctions, the winner is often the one who makes a mistake and overpays. That is, the winner is someone who — perhaps irrationally — buys something for more than it’s worth. Hence the curse.

The Winner’s Curse is not limited to auctions. Think about the number of times you have rushed to buy the last item on sale and later discovered it wasn’t worth the money. Or consider the game show contest who wins a prize yet is now required to pay high taxes afterwards in order to claim it. We see it in professional sports teams who trade away too many players and draft picks in order to claim on supposed superstar who then flops.

So how does one avoid The Winner’s Curse? Thaler has a simple answer.

Thaler told us: “The way you have to think about bidding in an auction is: if I win the auction, will I be happy?”

To read more about The Winner’s Curse and how to avoid it, please read the rest of the Planet Money article.

Surviving vs Thriving

Are you only surviving at your job or are you thriving at work?

Every year the folks at O.C. Tanner release their Global Culture Report. This is an insightful look across the world at how organizations of all types are holding up in terms of developing strong cultures. In last year’s report, one element that O.C. Tanner explored was whether employees are thriving at work or merely surviving. How do they define the difference between the two states? Below is an excerpt from the report’s introduction.

People who are merely surviving feel anxious, financially uncertain, doubtful of growth opportunities, and pessimistic about the future. Their struggles at work impact their ability to survive outside of work. As an employee in one focus group said, “Not surviving at work will affect everything to a point where it’s scary.”

Contrast that with people who are thriving. They feel their organization cares about their mental health, they work in a cooperative workplace, and they have opportunities for growth and mentorship along a clearly defined career advancement path. They have hope.

How does an organization move its employees from a survival situation to a thriving state? O.C. Tanner suggests using what it calls a Total Rewards strategy.

The modern workplace requires a Total Rewards strategy designed to help employees survive and thrive. Rather than provide an exhaustive list of offerings, organizations should prioritize meeting employees’ basic needs, and the goal of Total Rewards should be to demonstrate how the organization cares and wants everyone to thrive at work.

Categorically speaking, offerings like competitive compensation and health benefits are considered basic, help provide financial stability, and meet survival needs. Offerings such as career development and skill building move beyond the required to provide long-term growth and satisfy other criteria to thrive. Interestingly, recognition is a practice that provides a bridge to help employees feel seen and valued at any stage of surviving or thriving. Keeping these distinctions top of mind helps Total Rewards leaders prioritize care at the core of their compensation and benefits mix.

To learn more about the Total Rewards strategy, please read the rest of the O.C. Tanner Culture Report Introduction.

Do You Do Low-Value Work?

Do you have more to do than you have time to do it in?

It is a common problem for knowledge workers to feel overwhelmed by the sheer number of possible tasks and projects on the table. The challenge is determining which one of the many items are priorities, which would be nice to do, and which are really not worth the time. Is there a way to make this assessment?

A few years ago, Priscilla Claman tackled this problem in the Harvard Business Review with an article called Stop Doing Low-Value Work. She believes part of the problem is that knowledge workers tend to inherit tasks from other workers, especially when those people leave the organization.

Although the jobs went away, much of the work didn’t. Teachers ended up with more children in a classroom; customer service representatives ended up with more phone calls; and managers ended up with more people to manage as teams were consolidated. No matter the job, everyone ended up with a lot more work.

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Therefore, how can a knowledge worker identify and eliminate low-value work? One way is through automation. This is especially true with the new AI tools, although the article was written before the Chat GPT revolution.

Whether you are talking about scheduling, acknowledging, or making standard arrangements, there are probably existing applications that you could use. Just figure out what you want to do and find someone to help you do it.

She also suggests simply asking around to see if there are tasks that are now unnecessary. Then with that permission drop the items from your list.

Another approach is to ask your clients if you can not do something, just the way retail store clerks now ask people if they really want their receipts. The idea is simply to stop doing something that isn’t important, but to check first so that it doesn’t get you into trouble.

To learn more about how to eliminate low-value tasks from your lists, please read the rest of the article.

Don’t Get Fooled or Conned Again

Have you ever been fooled?

For example, being tricked into a purchase you didn’t need, or falling for an online scam. It seems like we are exposed to more and more cons every day. Therefore, how can we better defend ourselves from in person and online tricksters?

A few years ago, Daryl Chen posted an article on the TED Ideas website titled, Don’t Get Fooled or Conned Again: Here are the 5 Tactics to Look Out For. Chen began by examining the problem. The challenge he finds is that being fooled happens internally.

What’s fascinating about examples like these is that while they’re perpetrated by other people or entities, the real work of persuasion largely takes place in our heads, according to UK-based presenter and broadcaster Alexis Conran. “Magic and sales and scams and political beliefs all happen in the mind of the spectator,” Conran points out in a TEDxBerlin talk.

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Chen proceeds to discuss the first way that we are often fooled. It is through the simple use of misdirection.

Misdirection is an age-old tactic used by thieves of all kinds. It’s why pickpockets snatch wallets when they know we’re occupied by an outdoors concert or fireworks display or by reading our phones or books while we commute.

Misdirection can occur on a more subtle level, too. It’s why companies and governments often release bad news on Fridays or before major holidays — they’re obliged to announce a weak earnings report or the so-so unemployment rate but they’re hoping that the weekend or holiday distracts us from fixating on it.

To learn the other four ways we get fooled, please read the rest of the article.

Systems Over People – The Key to Productivity?

I have taught personal productivity skills for over twelve years. It is personally satisfying to see people finally understand the importance of clearing their inbox and getting clear on their next action. However, even the most productive people have to interact with those of lesser skill. Therefore, what is more important, teaching people to be productive on their own, or developing the systems that they work under?

According to Daniel Markovitz, writing for the Harvard Business Review, what the organization does is more important than individuals. In his article, Productivity Is About Your Systems, Not Your People, he argues that working on individual worker productivity alone is not going to solve the bigger problems.

The problem isn’t with the intrinsic logic of any of these approaches. It’s that they fail to account for the simple fact that most people don’t work in isolation. They work in complex organizations defined by interdependencies among people — and it’s often these interdependencies that have the greatest effect on personal productivity. You can be an email ninja, but with the explosion of email (not to mention instant messages, Twitter, LinkedIn, Slack, and countless other communication tools), you’ll never be fast enough to deal with all the incoming communication. Similarly, your personal urgent/important Eisenhower categories fall apart when the CEO asks you to do stop what you’re doing and handle something right away.

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Therefore, if it is more important to work on the systems, what can an organization do to better coordinate its workflows? Markovitz provides four strategies. The first is the tiered huddle.

Many highly productive organizations have instituted a system of tiered daily huddles, with a clear escalation sequence for all problems. The first huddle, consisting of front-line workers, begins at the start of the workday. The next huddle, consisting of supervisors, follows 30 minutes later. Managers meet 30 minutes after that, followed by directors, VPs, and finally the executive team. Problems are addressed at the lowest possible level. If a decision can’t be reached, the issue is escalated to the next level. This system improves the linkage between the C-suite and the front lines; it accelerates decision making; and perhaps most importantly, it improves productivity by reducing the number of scattershot emails about a variety of problems.

Anyhow, to learn the other three strategies for improving systems, click over to read the rest of the article.

So will I stop teaching personal productivity classes because of this article?

Not a chance, because it is still very useful for employees to have GTD skills. It is another piece of the puzzle to create a successful work environment.

How to Leave Work at Work

How easily do you leave your work at work?

For many people, their job is an important part of their lives. In fact, they love it so much they donate a lot of unpaid hours to their employer every year. (For the record, that’s not a charitable approach I would ever suggest doing willingly.)

However, for employees who want to enjoy their downtime, but have trouble separating their work and personal lives, are their ways to disengage in the evenings and weekends?

Going through my files today I came across an article from 2019 that addresses this topic. Titled, 15 Tips for Leaving Work at Work, writer Marina Khidekel shared ideas from a slew of experts on how to successfully leave the office and enjoy life outside of it. One example is a classic approach to conclude a workday – tidy up!

“Something I began doing, almost unknowingly during my years as a teacher was straightening up my desk each day just before I left work for the day. Fifteen years later, now as a counselor I do the same thing. When my last client leaves, I come back into my office and straighten up my desk. It takes me no more than one minute and brings about closure to my day. When I return the next morning, I walk into an organized work space and that helps me think clearly and begin the new day. The habit is set and hardwired and I don’t take work home with me.”  

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Another idea is to set boundaries outside of the office. While this can be a challenge with our digital connectivity, it is possible to be clear with others about when you are checking email.

“I never check my work emails or phone over the weekend — my out of office response is turned on until 9 a.m. Monday morning. That way people know not to expect a response from me, and I don’t feel guilty about not getting back to them.”

Another option to create separation is to craft a ritual to empower the switch from work to home.

“To help transition my mindset from work-mode to relax-mode, I have a few rituals that allow me to leave work at work. For example, on my walk home, I will listen to a podcast about my interests outside of work like fitness, health, and well-being. With these rituals, I get to celebrate my hard work of the day and immerse myself in the other activities I enjoy to reground.”

To learn the other twelve suggestions to keep work at work, please read the rest of the article.

Can’t Focus – Try This!

Let’s be honest, some days I find it hard to focus. In fact, I was almost too distracted to write these words!

However, in order to get things done we need to focus on the task at hand. Yet that ability can seem fleeting. What can be done to regain focus when it is lost?

Darius Foroux has struggled with a lack of focus and learned some lessons on how to restore it. He shares them in a post on his website called, “What I Do When I Can’t Focus.” He starts by identifying a prime impediment to focus, the dreaded distraction.

Focusing on a single thing is one of the hardest things at work.

There’s always something that interrupts you, right? …

Sure, you can blame those things — but that’s weak. You and I both know that those things can’t interrupt you without your permission.

That means every time you’re not focused; you’re giving someone or something permission to enter your mind.

Foroux goes on to provide his first strategy for getting focused. It involves elimination.

What did I do when I lacked focus? I asked myself this question:

“What thing(s) should I eliminate to make my life so simple that it’s easy to focus?”

In this case, I stopped focusing on YouTube. Elimination is a key strategy that I use for many aspects of my life.

We accumulate so much unnecessary baggage throughout the years that we consistently need to eliminate ideas, projects, work, objects, and so forth.

Read more about this strategy and Foroux’s second strategy on his website. Then it try it yourself and see if focus returns.

Upcoming Efficient Librarian Webinars

I’m delighted to share that five Efficient Librarian webinars are scheduled through August and September. Over the course of the different webinars, I’ll be sharing tips and techniques on topics such as clearing your inbox, managing employees, and the rewards and challenges of leadership.

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To learn more about each webinar, please click through to the sponsoring organization. The great news is that the PLAN webinars are free to all Florida library staff.

August 21, 3 pm (EST)
Overcoming the Email Avalanche: Three Steps to an Empty Inbox
PLAN Webinar

September 3, 2:30 pm (EST)
Managing Employee Performance Using the SBI Method
ALA Webinars

September 4, 3 pm (EST)
Leadership: Challenges and Rewards
PLAN Webinar

September 17, 3 pm (EST)
Developing Motivated Cultures: Six Simple Factors that Shape Your Organization
PLAN Webinar

September 21, 3 pm (EST)
Managing Employee Performance: A Simple Formula for Talking with Staff
PLAN Webinar

A big thank you to PLAN and ALA for inviting me to present. I look forward to seeing you at the webinars.

Ways to Overcome Summer Stagnation

Are you suffering from summer stagnation?

For many of us, summer is seen as a time for leisure. Our colleagues are off on family vacations or extended weekends hitting the beach, travelling to other countries, or finding a cottage in the woods. This can lead to a slowdown at work as key individuals are out of the office and offline. Projects pause and many of the usual meetings are cancelled.

Under these conditions, workers may feel less engaged and unmotivated as they wait for the office to return to normal. A recent article on Korn Ferry.com points out that 46% of office workers believe the quality of their work slumps in the summer. This can have many effects.

Indeed, being unmotivated during the summer can affect your ability to meet goals later in the year, says Mark Royal, a senior client partner for Korn Ferry Advisory. “It can negatively impact your image and personal brand within the organization,” he says.

Don’t let summer stagnation overcome you.
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However, this time need not be wasted. Employees can take advantage of the summertime shift at work to explore news ways of doing and thinking. To counter stagnation, the article explores five ways to stay energized at work during the summer. One of the suggestions in the Korn Ferry article is to switch things up by busting out of the usual routine.

Simple changes—like working outdoors instead of indoors, or at a coffee shop instead of at home—support engagement and renew excitement, says Val Olson, a career and leadership coach at Korn Ferry Advance. “Slumps can happen due to a lack of variety. Variety is the spice of life,” she says.

If you can’t get out of the office, try rearranging the furniture or adding new decor to revive a tiresome space. Varying your surroundings can be energizing and aid focus.

Another way to take advantage of quieter summer workspaces is to reflect on what actually excites you about your work and career.

More people on vacation often means fewer meetings and emails. Experts say you can use this lull to reflect on, and pursue, the aspects of the job that most engage you. Being able to find meaning and value will help motivate you during any downtime, as well as when the workload heats back up.

Read the full article to learn three more ways to turn summer stagnation into engaging and worthwhile experiences.