Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 12, Issue 16;   April 18, 2012: Reactance and Decision Making

Reactance and Decision Making

by

Some decisions are easy. Some are difficult. Some decisions that we think will be easy turn out to be very, very difficult. What makes decisions difficult?
U.S. Army troops wade ashore during the Normandy landings

One of the first waves of the assault on Omaha Beach on D-Day, June 6, 1944. The Coast Guard caption identifies the unit as Company E, 16th Infantry, 1st Infantry Division. The decision to attack on June 6 was extremely complex. The weather was predicted to be less than ideal, with significant risk of weather-related difficulty. However, if the landings had been postponed for better weather, the need for favorable low tides at dawn would have required a delay of 13 days. Moreover, in the intervening time, maintaining secrecy would have been difficult. Thus, both options had serious risks. The risks for June 6 were so serious that Gen. Eisenhower composed a statement to be used in the event of failure of the assault. A measure of Eisenhower's management of his own reactance was his willingness to proceed on June 6, knowing the risks. Photo from the archives of the U.S. Coast Guard, courtesy U.S. Navy Naval History and Heritage Command.

Because most decisions are easily made, we make many more decisions than we realize. For example, you decided to read this wherever you are now reading it. You can probably reconstruct the reasons for your decision, but you might have to think about it because the decision was so easy.

For difficult decisions, we have meetings. We debate back and forth. The debates can be long and heated. Sometimes we make the decision and then realize we need to rethink. Difficult decisions can be messy.

Some difficulties arise because the issues are complex, we lack important information, politics is involved, or goodness knows what else. But often, the content of the decision is only part of the problem. Difficulty can also arise from the psychology of deciding.

Here are five factors that can make deciding difficult.

Reactance arises from rejecting options
Psychological reactance is the human response to a loss of behavioral freedom, or to the perception of threats to behavioral freedom. Because choosing one option necessarily implies loss of freedom to choose the other options, making a decision can create reactance. See "Reactance and Micromanagement," Point Lookout for April 11, 2012, for more.
To alleviate reactance, we sometimes avoid deciding, or we do what we can to delay.
Reactance increases when time grows short
When decisions have time limits — even self-imposed limits — we experience reactance because we perceive threats to our freedoms that increase as the time for decision draws near. The freedoms that are threatened include the freedom to choose any of the less-favored options, and the freedom not to choose at all.
As time grows short, things can get tense.
Less-favored options become more attractive
One consequence To alleviate reactance, we
sometimes avoid deciding, or
we do what we can to delay
of reactance is a phenomenon called convergence, in which the most favored options become less attractive, while the less-favored options become more attractive. Typically, the effect on the less-favored options is greater, with the effect on the most-favored of the less-favored being greatest.
As we move closer to a decision, the differences between options can blur.
Subversion of the process
As the decision process proceeds, and reactance increases, we sometimes subvert the decision-making process. For example, we might suddenly question preliminary conclusions, such as the early elimination of some options. When this comes about as a consequence of reactance, it's more likely to occur as the field of choices narrows.
Reactance can cause us to "unbutton" preliminary decisions that we thought we had agreed to.
Reactance is enhanced by multiple attractive options
When there are many attractive options, choosing one threatens the freedom to choose the others, which leads to reactance. The most attractive option tends to become less attractive than the second most attractive option.
Inversions like this can occur when there are multiple options.

But there is some good news. Groups that understand the problems created by the psychology of deciding are much less likely to exhibit those problems. Understanding them makes them less difficult. Go to top Top  Next issue: Communication Refactoring in Organizations  Next Issue

52 Tips for Leaders of Project-Oriented OrganizationsAre your projects always (or almost always) late and over budget? Are your project teams plagued by turnover, burnout, and high defect rates? Turn your culture around. Read 52 Tips for Leaders of Project-Oriented Organizations, filled with tips and techniques for organizational leaders. Order Now!

For more about psychological reactance, see Psychological Reactance: A Theory of Freedom and Control, by Sharon S. Brehm and Jack W. Brehm. New York: Academic Press, 1981. Available from Amazon.

For more articles about reactance, see "Reactance and Micromanagement," Point Lookout for April 11, 2012, and "Cognitive Biases and Influence: II," Point Lookout for July 13, 2016.

Your comments are welcome

Would you like to see your comments posted here? rbrenjTnUayrCbSnnEcYfner@ChacdcYpBKAaMJgMalFXoCanyon.comSend me your comments by email, or by Web form.

About Point Lookout

This article in its entirety was written by a 
          human being. No machine intelligence was involved in any way.Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

This article in its entirety was written by a human being. No machine intelligence was involved in any way.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Personal, Team, and Organizational Effectiveness:

Helping each otherWhen We Need a Little Help
Sometimes we get in over our heads — too much work, work we don't understand, or even complex politics. We can ask for help, but we often forget that we can. Even when we remember, we sometimes hold back. Why is asking for help, or remembering that we can ask, so difficult? How can we make it easier?
Uphill trekSelling Uphill: Before and After
Whether you're a CEO appealing to your Board of Directors, your stockholders or regulators, or a project champion appealing to a senior manager, you have to "sell uphill" from time to time. Persuading decision makers who have some kind of power over us is a challenging task. How can we prepare the way for success now and in the future?
Ancient stairs at ruins in CambodiaThe True Costs of Indirectness
Indirect communications are veiled, ambiguous, excessively diplomatic, or conveyed to people other than the actual target. We often use indirectness to avoid confrontation or to avoid dealing with conflict. It can be an expensive practice.
The bark of the American SycamoreMitigating Outsourcing Risks: II
Outsourcing internal processes exposes the organization to a special class of risks that are peculiar to the outsourcing relationship. Here is Part II of a discussion of what some of those risks are and what can we do about them.
Firefighter lighting grass using a drip torchHow to Get Out of Firefighting Mode: I
When new problems pop up one after the other, we describe our response as "firefighting." We move from fire to fire, putting out flames. How can we end the madness?

See also Personal, Team, and Organizational Effectiveness and Personal, Team, and Organizational Effectiveness for more related articles.

Forthcoming issues of Point Lookout

A diagram of the cross section of a boat with a single water ballast tank at the bottomComing January 22: Storming: Obstacle or Pathway?
The Storming stage of Tuckman's model of small group development is widely misunderstood. Fighting the storms, denying they exist, or bypassing them doesn't work. Letting them blow themselves out in a somewhat-controlled manner is the path to Norming and Performing. Available here and by RSS on January 22.
The Eisenhower Matrix of Urgency by ImportanceAnd on January 29: A Framework for Safe Storming
The Storming stage of Tuckman's development sequence for small groups is when the group explores its frustrations and degrees of disagreement about both structure and task. Only by understanding these misalignments is reaching alignment possible. Here is a framework for this exploration. Available here and by RSS on January 29.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenjTnUayrCbSnnEcYfner@ChacdcYpBKAaMJgMalFXoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

Reprinting this article

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info

Follow Rick

Send email or subscribe to one of my newsletters Follow me at LinkedIn Follow me at X, or share a post Subscribe to RSS feeds Subscribe to RSS feeds
The message of Point Lookout is unique. Help get the message out. Please donate to help keep Point Lookout available for free to everyone.
Technical Debt for Policymakers BlogMy blog, Technical Debt for Policymakers, offers resources, insights, and conversations of interest to policymakers who are concerned with managing technical debt within their organizations. Get the millstone of technical debt off the neck of your organization!
Go For It: Sometimes It's Easier If You RunBad boss, long commute, troubling ethical questions, hateful colleague? Learn what we can do when we love the work but not the job.
303 Tips for Virtual and Global TeamsLearn how to make your virtual global team sing.
101 Tips for Managing ChangeAre you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt?
101 Tips for Effective MeetingsLearn how to make meetings more productive — and more rare.
Exchange your "personal trade secrets" — the tips, tricks and techniques that make you an ace — with other aces, anonymously. Visit the Library of Personal Trade Secrets.
If your teams don't yet consistently achieve state-of-the-art teamwork, check out this catalog. Help is just a few clicks/taps away!
Ebooks, booklets and tip books on project management, conflict, writing email, effective meetings and more.