Conor asks, “How do you think the pandemic has impacted leaders’ ability to make effective decisions? What has changed for the better since the pandemic? Is there anything that has set leaders back?”
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What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for watching the video.
Christopher Penn 0:14
How do you think the pandemic has impacted leaders ability to make effective decisions what has changed for the better since the pandemic has anything has set leaders back? Ah, well, without getting on a whole rant, the pandemic illustrated two things in stark clarity.
First, anytime someone is emotionally invested in a decision, they are incapable of making any data driven decision, the data around the pandemic from January of 2020, which is when I first started paying attention to it suggested that you should wear the best mask possible that this disease was highly contagious, and that you should be reducing and mitigating your exposure to it.
So wearing in 95, or better masks, everywhere you went, I wear p 100, which is like this.
I reduced and eliminate or eliminated pretty much everything other than critical necessities for a year and a half.
Even today, with restrictions being lifted, I still wear this out in public, I still don’t dine in restaurants, because it’s not over.
And even though people are behaving as though it was over the data suggests that it’s not as of the time of recording this, the omachron ba two variant is resurgent, and is showing up in substantial waves in Europe and Asia.
And so what we saw we continue to see is that people’s emotions make them incapable of following the data of listening to the data.
We saw substantial amounts of resistance to wearing masks to getting vaccinated even though the data for both cases was under questionable, unimpeachable male high quality masks reduce transmission spread, high quality masks, reduce were almost completely eliminate risk of catching the disease as long as a properly worn vaccination.
And boosters substantially reduced like to 99% reduction in the chance of hospitalization or death.
And yet, millions, millions of people were incapable of making a data driven decision.
Regardless of what the talking heads in the media and stuff like that people who have actual expertise, doctors presented data in the form of clinical trials, that clearly proved these positions of wearing a mask and getting vaccinated were logical, data driven, well founded, and have now have probably the largest pool of data ever, for a single disease in human history with billions of doses of vaccines administered, and they’re highly effective.
And yet, we still have people who are unable to meet unable to make effective decisions.
Because their emotional investment in their point of view, clouds their ability to make those decisions.
And this is something that, again, this has always been there.
But the pandemic has truly amplified just how vulnerable people are, to their emotional ties to illogical positions.
What has changed for the better is in many ways, you’ve been able to identify and highlight and see people who can make good decisions with data, even if they personally are not emotionally happy with those decisions, like not eating out in restaurants, right, that is something that a lot of people take a lot of joy in.
And a number of people, you know, six years someone percent of the population did make positive data driven decisions knowing the the available data was factually true.
And so they made those changes.
And so as we talk to people as we discuss how people handled the pandemic and the decisions that they made, we get a we get insight into how data driven are they? Again, we’re not talking about politics, we’re not talking about opinion, we’re talking about you were presented with clear, unimpeachable data.
Did you act on it appropriately? Right, and people who did take that data and make appropriate effective decisions? Those people we should be hiring people who didn’t who resisted strongly in the face of very sound data.
I would not put those people in positions where in any kind of an organization which was data driven, because they’re going to make bad decisions.
Christopher Penn 5:00
In terms of what has set leaders back the great resignation as a side consequence of the pandemic, when a lot of people who, through various payroll protection programs and unemployment benefits, particularly in the United States of America, but especially in other nations, with more robust social programs, like many social democracies in Europe, a lot of people who had jobs when they were lay offs and stuff had time and breathing room because of the social support the the financial assistance to look at their lives and go, is it something I really want to be doing? And a lot of people discover No, it’s actually not, I can count on several hands, the number of people in my profession in marketing, who they were senior executives, and now they’re like yoga teachers and dance instructors and and herbal medicine folks, and all kinds of careers that aren’t, would not be on a corporate org chart, right to go from senior vice president of marketing to yoga instructor is a big change, but they had the time the bandwidth to consider, this is something that they would rather do instead, that makes them more happy, more emotionally fulfilled.
A lot of leaders and a lot of organizations found out the very hard way that their workplace cultures and habits and things aren’t particularly happy places aren’t particularly places where people find fulfillment, or joy.
And as a result, those organizations have suffered mightily in trying to hire people, they’ve had to increase wages.
And even for organizations that have increased wages, sometimes substantially, they’re still not seeing as much traction because a lot of people just don’t like those jobs.
So there are opportunities for other organizations to come in, and do things like add automation stuff to try and backfill some of the tasks that those individuals did.
But fundamentally, we’re talking about a massive realignment and what people believe makes them happy.
And that has set many leaders and many organizations back substantially a loss of institutional knowledge.
When especially when organizations did layoffs, they did layoffs of people who had, you know, substantial paychecks.
And those substantial paychecks often come with a lot of institutional knowledge that gets lost along the way, and can’t be reclaimed because those people aren’t in the same profession anymore.
You know, you’re not going to call the yoga studio say, Oh, by the way, on your next break, could you tell us what the contents of our CDPR because nobody on the left on that team, and the yoga instructor is gonna know.
So the pandemic changed society very substantially.
And there are as with any kind of massive dislocation, opportunities to be found, there are dangers and there are things that leaders have not fully recognized have happened and need to quickly because their businesses will suffer otherwise
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