Process Value vs. Result Value

And Why Lottery Winners go Broke

Solving the puzzle of management psychology

Will the culture of mistakes be replaced by the culture of process in companies? Highly likely. Making mistakes is vital to success, as it betters the chances of making the right choices. That’s mathematics. However, mistakes are only one part of the process of work. And just because someone makes a lot of mistakes, it does not guarantee better choices in the future if they fail at the process (not in the process). So, how to focus on the process to make mistakes worthwhile? Some tips below.


1. Don’t underestimate the power of job descriptions

Employees fail not because they cannot do the job right, but because they do the job as they think is best. This sentence is so important, it is almost tempting to rewrite it. Job descriptions have become somewhat unfashionable. But that is not necessarily a good thing. Because job descriptions are a vital part of the company process and progress if they are good. So, instead of burning job descriptions, it may be worthwhile to consider, if they comply with a few criteria of the good ones.

First of all, they need to be laconic. Few reasons: they are easy to remember (not read, but remember) and they leave room for creation within boundaries. Second, a good job description covers 2 facts: a person to turn to for help, and the people who turn for help to you. Nothing like the good ol’ balance of getting help and offering help. This frames the job function, and gives employees context. And last, but not least, a good job description is doable. Seriously, if you want it all done under 1 paycheck, well, you can’t have it.


2. Get real about the importance of communication

Communication process is officially the most important process in a company. One cannot expect to collect a lot of gold if they keep sending it on pigeon wings. Unfortunately, this is often still the case in many companies. While perfecting the product and the message, no equal importance is given to the process of communication among and within work groups. Communication is a big part of every (work)day life, and so it is not easy to manage.

A good test for company communication is to see if all employees can answer the 5W questions:

What kind of information do I personally share? When do I share it?

Where do I put it up?

Who is it for?

Why is it important?

If employees know the answers to these questions, there is no need to worry about the details of communication management. If not, this is a good place to start.


3. Embrace the human factor in business

It is rather tempting to imagine that employees are not people for the sake of simplicity. But everyone is first a person(ality) and then an employee. Bears can dance, but people will always be better at it. So, in order to not waste time and money for nothing, it is always a good idea to start by defining the positions and then defining the employees to find the best matches. The sequence here is vital.

First, it is important to know what is needed. Second, it is important to take a fresh look at the key people in a company. Likes and dislikes are just as important as can and cannot, if we consider motivation, willingness, creativity, and almost any other HR-related aspect of a company.


So, why do lottery winners go broke? Because they get the result of money without going through the process of making it. And so they place no value on the result not having appreciated the process of making the money. If the company knows how to focus on the process, sustainable results follow. It’s a rule.