Analysis Paralysis

Analysis paralysis is the act of bogging down a problem-solving effort by continuing to crunch data despite diminishing returns.

Analysis of data is critical to problem solving. Without it, you are just guessing. But there comes a point where the effort stops paying off, and all it ends up doing is delaying any actual solutions.

The biggest reason behind analysis paralysis is that people are scared. They are afraid to make a bad decision and cause the team to suffer from the results of their solution. The remedy is training and practice to develop confidence.

They are also afraid of getting in trouble

This second reason is actually a symptom of a bigger problem. It occurs when the leadership culture in an organization is punitive. If team members are told to take action, but are then punished for bad results, they are going to be reluctant to commit to any change. They will want to be absolutely sure they get things right, and that bogs them down looking for the perfect solution.

If you find that your team frequently gets bogged down in the weeds, look within. That is not always a training problem. In all likelihood, they know the methodology of problem solving, or they wouldn’t be in the analysis phase.

The issue is that you have made them scared to take the next step. They are worried about your reaction when they make a mistake.

The key for you is to focus on their process, not their results. Obviously, you care about results. But results don’t magically happen. People have to take action to get those results.

Coach your team about the steps you want them to take when working on problems or doing continuous improvement. It is absolutely fine to hold people accountable for following a problem-solving process, provided…

1. There is actually a process
2. The team actually knows the process
3. You make following the process a requirement

If problem solvers follow the process, the outcome will likely be good more often than not.

If they don’t get good results, but followed the process, do a postmortem and move on. Make sure to treat this like a mentoring session rather than an investigation. You are looking for ways to improve and ways to teach. It is not a ‘gotcha’ situation.

The goal is to get people comfortable with problem solving methodology, so they are willing to progress through the steps and commit to a plan of action.

Again, if you make them scared, they will hunker down in the analysis step and avoid your wrath.