Ethan Mollick Profile picture
May 23 11 tweets 6 min read
This paper outlines 7 classes of errors that destroy strategic decisions, ending with the epic-sounding Type VII Iatrogensis Cascade.

If you understand these errors, you will know what questions to ask to avoid strategic failures. So, a 🧵on seven types of errors... 1/9
Type I and II Strategic Errors are the most well-known. Type I Errors happen when decision-makers assume there is a relationship that isn't there. Setting up the Iraq War on the premise that there were weapons of mass destruction, without proof WMDs were real, is one example. 2/9
Type II Errors are when people assume a negative relationship and are wrong. When rolling out New Coke, the Coca-Cola company tested it on people who didn't drink Coke, who liked it more than Pepsi, but never tested it on regular Coke drinkers, assuming they would like it! 3/9
Type III Errors involve "solving the wrong problem very precisely." Technology companies fall prey to this often, rolling out carefully built products for markets that don't exist, and often ignoring larger, more important problems that linger because of misplaced effort. 4/9
Type IV Errors happen when organizations understand the right problem to focus on, but pick the wrong solution. Microsoft was right that computers needed to be easier to use... but they picked Clippy as the solution, rather than a deeper overhaul of how their software worked. 5/9
Type V Errors are taking action when you should not, often because you don't know enough. Think about launching the Challenger, rather than waiting for more information on the state of the O-rings that prevented fuel from leaking. A bias towards action can hurt you. 6/9
Type VI Errors are not acting when you should. Kodak waiting to commit to the digital camera technology it helped invent is one famous example. But there are many cases where decision-makers hesitate when action is needed, allowing windows of opportunity to pass. 7/9
Type VII Errors are worst. They happen when interactions between other errors lead to a failure cascade, turning the original normal problems into “wicked problems” that have complex & overlapping causes without simple solutions. Think the Iraq War & Subprime Mortgage Crisis. 8/9
Type I through Type VI errors can be avoided through good practice. Type VII cascades are hugely damaging & hard to predict.

Decision-makers can avoid cascades by asking yourself 👇 questions. You can also read the article, which is full of examples: 9/9 kimboal.ba.ttu.edu/Selected%20wri…
Cascades happen in complex systems, thus “all of the interesting systems (e.g. transportation, healthcare, power generation) are inherently and unavoidably hazardous.”

Read why complex systems fail. All 3 pages are in the images attached to this tweet. researchgate.net/publication/22…
In some ways, the huge interest on cognitive biases (which are important 👇) has distorted our views about why we fail.

Cognitive biases are generally things that effect individuals, but most large-scale failures are of systems & organizations, where the errors in the 🧵 live!

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More from @emollick

May 21
It always amazes me how little anyone figured out about how to do any real form of medicine until incredibly recently. Like Brooks Brothers & Macy’s were founded when we thought that diseases came from miasmas. We invented traffic lights before doctors learned to wash their hands
I get that human biology is complicated (see the Roche biochemical pathway charts here: biochemical-pathways.com/#/map/1) but every medical system in the world was so, so far off on even the basic stuff on how the human body and disease worked for so, so long.
When we zoom out to the past 3 millennia, the sudden impact on lifespans is even starker. lukemuehlhauser.com/industrial-rev…
Read 5 tweets
May 17
Don’t work for toxic bosses. Research shows the best case is that you are miserable & less productive. The worse case, which all too common, is that you purposefully or unconsciously pick up the toxic behaviors yourself and make everyone else around you miserable in the future.
Toxic bosses are a huge reason good people quit.
You can read great advice on dealing with toxic people at work via the expert: @work_matters gsb.stanford.edu/insights/work-…
Read 5 tweets
May 11
Surprising things ⚔️Dungeons and Dragons🐲 gets right about the world, according to social science. 1/n

Clerics and monks were able to beat knights using spell casting.
The difficulty of spells to cast in D&D aligns well with our intuitive sense of physics. 2/
Magic items owned by great heroes have power. 3/
Read 4 tweets
May 10
The subtle differences in emojis across platforms can cause miscommunication! Though many emoji have become more standardized, there is still a lot of variation. (Also, this is an area where Facebook brings it, especially for evil emoji.) Older study: grouplens.org/blog/investiga…
Facebook gets fantasy better than any other platform.
Seriously, Facebook emojis are clearly the best. That woman really wants to feed a baby, that wizard knows things, that message looks very relaxing.,.
Read 6 tweets
May 6
This paper finds folks are less happy when they let their mind wander: “a human mind is a wandering mind, and a wandering mind is an unhappy mind. The ability to think about what is not happening is a cognitive achievement that comes at an emotional cost.” renevanmaarsseveen.nl/wp-content/upl…
This paper suggests that part of the issue is that, if we have a secret (and 97% of us do!), our mind wanders to our secret, making us unhappy.
“In 11 studies, we found that participants typically did not enjoy spending 6 to 15 minutes in a room by themselves with nothing to do but think… many preferred to administer electric shocks to themselves instead of being left alone with their thoughts.” wjh-www.harvard.edu/~dtg/WILSON%20…
Read 4 tweets
May 1
The skill of surgeons varies tremendously, with bottom quartile surgeons having over 4x as many complications as the best surgeons in the same hospital. And surgeons are keenly aware of who is good & who is bad - their rankings of others are very accurate. nejm.org/doi/full/10.10…
And huge performance gaps are everywhere in organizations.

I have a paper that shows the difference in quality among managers in the game industry accounted for 22%(!!) of variation in game revenue; the best managers could boost any team they lead. papers.ssrn.com/sol3/papers.cf…
Interestingly, the most famous performance gap - that good programmers are 10x better than bad ones - has less public data in support. While it is likely true that differences are large (though in what skills?), the only direct experiment comparing coders was published in 1968!
Read 5 tweets

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