Acting or not acting
The question of when to engage in a project or undertake something is not a trivial one. We all operate under resource constraints, and the trick is often to try to figure out when acting will make a difference.
You are often presented with opportunities to act. A simple example is playing poker — every hand is an opportunity to act — or baseball where every ball is an opportunity to try to hit. The decision to act can be based on any number of different criteria — and it is instructive to think through how you typically make these decisions. Do you act as often as possible? When others act? When you have not acted in a while?

What can the study of professional players show us here? The evidence is interesting — there is some indication that professional poker players fold even more often than what a risk neutral approach would imply.1 See Erick, Davidson., Brian, E., Roe. (2009). Do Professional Poker Players ‘Know When to Hold’Em’? Evidence Against Risk-Neutral Dynamic Optimization from Televised Poker Tournaments. Social Science Research Network, Available from: 10.2139/SSRN.1465188 One possible explanation for this is that poker players strictly stay within their own circle of competence.
This concept is key for the engagement question. One possible strategy for choosing when to engage is when engaging falls squarely within that circle – and this is exactly what we find that investors like Warren Buffett recommend. Here is how it is described in one of the many books about Buffett:2 See Lynch, P.S., Bogle, J.C., Ellis, C.D., Fridson, M.S. and Fisher, P., 2005. The Warren Buffett Way. NY John Wiley
How can the average investor employ Warren Buffett’s methods?Warren Buffett never invests in businesses he cannot understand or that are outside his “Circle of Competence.” All investors can, over time, obtain and intensify their “Circle of Competence” in an industry where they are professionally involved or in some sector of business they enjoy researching.
But is this enough? It is enough to understand and enjoy something to engage? Surely not — there has to be something else going on here as well. One possibility is that you also have to look at what others are doing. And in exactly the opposite way from how this usually happens: not following the crowd, but instead looking to see if there is any difference you can make by engaging, given who else has engaged already.
This latter is hard, especially when you look at the question from a corporate standpoint.
An example of deciding to engage from the public policy viewpoint
Say you lead a public policy and government affairs-team, and that there is a new bill on the table. A new bill is like a hand in poker, or a ball in baseball — you have to choose whether to engage or not. The default pressure from your organisation will be to act, especially is there is press about the bill and it gains a certain amount of attention. The temptation to act just to be seen to be acting will be enormous — and most of the time you are likely to succumb to this pressure. But what if you were more disciplined? How would you approach a situation like this?
That others are engaging is not in itself an argument against engaging – that would be almost childish. The key has to be something else: the difference you can make with the difference you bring. That has to be the key factor influencing the decision to engage if you want to be disciplined – and you have to look at where the unique capabilities you have can be put to most effective use.
This requires looking at the issue in a methodical way.
First, you should do your best to figure out what will happen if you do not engage at all. This gives you the baseline scenario. Now, it is key here to model this scenario not from the proposed bill alone, but you also have to look at the likely engagement of other players. If the bill will be resisted by 10 companies that all are more likely to be effective than you, then you should stand back – the difference you can make with the difference you bring is just not significant. But there will be certain scenarios where you cannot rely on others, and these require more analysis. One such case is if there are likely outcomes that asymmetrically affect the organization you work for and put you at an overall competitive disadvantage.

This can be the case in a couple of different scenarios. One is that the way the legislation is designed uniquely targets you in a way that generates a significant competitive disadvantage because of some property of the organization you are working for (a bill that targets foreign companies if you are a foreign company would be an example of this – unless all companies targeted are foreign companies, of course). Another is that the bill creates a baseline constraint that is easier for one class of company than another — the most common example of this is a bill that introduces significant compliance costs that are equal for all no matter the company size. If you are a small company this diverts, relatively, much more of your resources to compliance than for a large company. And while the regulation looks symmetrical, its effect will skew competitive dynamics to your disadvantage.
Evaluating the baseline scenario is your first input into the decision of to engage or not.
Second, you need to look at the probability that you can change the outcome. This is focusing on your capabilities, assets and skills – and forces you to ask the often hard question of there is anything that you can do that is likely to move the dial on the outcome or not. Say that the case for engaging is strong because of the baseline scenario, then what you need to do is to evaluate the intervention options and their impact. This requires exploring a wide range of different actions you can take, their cost and the probability of success — and means that you have to be very honest with yourself about what you are able to accomplish. A key mistake often made here is to try to be brave and say that since the baseline scenario is bad, you have to engage and if you do not have the capabilities, well then you need to develop them! This sounds good, but is a folly. Develop capabilities in midflight is usually not successful, and the mistakes you always make when learning a skill will now be made in public — something that is likely to detract from your likelihood of success even more. Your options need to come from within your circle of competence. Otherwise you will be a bit like someone deciding to become a poker master or chess master only after they entered in a tournament – you will crash and burn.
There is, incidentally, a really important lesson to be learnt here – and that is that an organization should develop the capabilities and skills it predicts it will need before they need them. Think of this as constantly strengthening, deepening and building out your circle of competence. Functional teams like policy teams should have capability metrics – metrics that look at what the team can do routinely and well – in addition to impact metrics (and the inevitable activity metrics).
Options can then be ranked in such a way that you look at cost and impact / trying for the best possible list of options for engaging (and also looking into where engagement could impact other projects positively — a holistic analysis is usually helpful at some stage here).
So now you have the baseline scenario and the menu of options. A careful analysis of these now brings you closer to the question of whether to engage or not. But you don’t have all the components of a good decision yet.
Third, you need to ensure that there is established organizational clarity about the alternative scenario range that you are looking at. This sounds obvious, but is really hard to establish — it requires working hard to establish a view with leadership on the range of acceptable outcomes that you should be attempting to achieve. There are several reasons this is hard, and one is that you are asking organizational leadership to opine on what they hired you for – understanding policy constraints on the business – so you need to have a view as you seek organizational clarity. A mistake I have often witnessed is when someone asks for clarity from a group of people who do not have the pre-requisite understanding of what is possible in a space. The reply will either be something along the lines of “make it go away” or “make it good” — which is, in all honesty, the only thing someone can say if you ask them to tell you what success looks like in a field they are not that familiar with. Imagine being asked what success looks like in the writing of a twelve tone musical composition — what would you say?
Yet, this organizational clarity is not optional. There is a need to establish both that this is a priority, and the range of outcomes that are desirable — so this will require you engaging in figuring out the spectrum of acceptable scenarios.
Fourth, the proposed engagement needs to be ranked against everything else that you are doing — and the cruel rule should probably be that if you take something new on, you should drop something else. Most policy teams I know of do not have redundant capacity to take on 2 or 3 new projects without cancelling existing efforts, so this step is also important – not least for team well-being.
How often do you go through this process? My guess is not often enough — yet no-one of the peers I have discussed this with disagrees with this probably being the right way, roughly, to decide if to engage or not.
This general model – baseline scenarios, options from circle of competence, clarity (personal or organizational) and ranking/prioritizing – is useful overall.
The surprisingly effective use of checklists
Here, as in many other cases, checklists can be really interesting to think through.3 See for a general discussion Scriven, M., 2000. The logic and methodology of checklists at https://d1wqtxts1xzle7.cloudfront.net/79615178/2075-libre.pdf and of course Gawande, A., 2010. Checklist manifesto, the (HB). Penguin Books India.But for an opposing view also see Catchpole, K. and Russ, S., 2015. The problem with checklists. BMJ quality & safety, 24(9), pp.545-549. at https://broomedocs.com/wp-content/uploads/2020/08/catchpole2015.pdf Whether it is military engagement4 An interesting example is the combat surgical safety checklist, developed by experts in a rigorous process, see Richard, Hilsden., John, McPherson., Daniel, Power., Allan, Taylor., Dee, Colley., Laura, Parkinson., Shane, A., Smith. (2020). Development of a combat surgical safety checklist.. Journal of Trauma-injury Infection and Critical Care, Available from: 10.1097/TA.0000000000002921
or investments, or engaging in a policy debate, you can benefit from setting out a checklist that allows you to really think through the decision to engage.

One value that checklists have, I think, is that they also force you to distill your knowledge into rules – and this allows you to examine which rules, if you track your decisions, work better than others. It allows for an evaluation of decision making in a dimension that can help us improve.
In conclusion
The answer to the question of when to engage is not simple — but for different domains it can be broken down and explored in order to understand our decision making better. The key thing to do here is to reflect – the unreflected engagement based on a sense of false urgency is always the worst choice you can make, and if anything we see that people who gain expertise and skills engage more rarely, and in more targeted ways.5 An interesting example from a different domain is Messi’s walking and scanning the pitch — see e.g. https://www.youtube.com/watch?v=_ibBiMD97Uc
At its heart, the careful, precise and deliberate expenditure of energy in action will win the day. And then, of course, there is the question of when to create opportunities to engage. But that is different, and more difficult question.
Footnotes and references
- 1See Erick, Davidson., Brian, E., Roe. (2009). Do Professional Poker Players ‘Know When to Hold’Em’? Evidence Against Risk-Neutral Dynamic Optimization from Televised Poker Tournaments. Social Science Research Network, Available from: 10.2139/SSRN.1465188
- 2See Lynch, P.S., Bogle, J.C., Ellis, C.D., Fridson, M.S. and Fisher, P., 2005. The Warren Buffett Way. NY John Wiley
- 3See for a general discussion Scriven, M., 2000. The logic and methodology of checklists at https://d1wqtxts1xzle7.cloudfront.net/79615178/2075-libre.pdf and of course Gawande, A., 2010. Checklist manifesto, the (HB). Penguin Books India.But for an opposing view also see Catchpole, K. and Russ, S., 2015. The problem with checklists. BMJ quality & safety, 24(9), pp.545-549. at https://broomedocs.com/wp-content/uploads/2020/08/catchpole2015.pdf
- 4An interesting example is the combat surgical safety checklist, developed by experts in a rigorous process, see Richard, Hilsden., John, McPherson., Daniel, Power., Allan, Taylor., Dee, Colley., Laura, Parkinson., Shane, A., Smith. (2020). Development of a combat surgical safety checklist.. Journal of Trauma-injury Infection and Critical Care, Available from: 10.1097/TA.0000000000002921
- 5An interesting example from a different domain is Messi’s walking and scanning the pitch — see e.g. https://www.youtube.com/watch?v=_ibBiMD97Uc


