Tag Archives: Daniel Kahneman

In Praise of Slow Thinking

I’m late to the party in my fandom of Scott Galloway. I got to know him from his joint podcast with Kara Swisher, Pivot. I’ve come to admire his solid analysis of business and politics, and especially, as someone in my age bracket, his concern for the emotional wellbeing of young men. (You can hear his incisive views on that subject, in his typical iconoclastic framing, at the 1:09:35 timestamp of this episode.) Now I’ve also subscribed to his solo podcast, Prof G, and today that led me to this essay about the passing of the great Daniel Kahneman this year, pictured above, and how Galloway applies this Nobel Prize winner’s principles from Thinking, Fast and Slow, Kahneman’s breakout book.

His premise is that we need to stop and think before acting. This sounds obvious, but as he explains in the essay, it’s far harder to put into practice than you’d think. Kahneman was the first to hypothesize upon, and prove the existence of, some profound cognitive biases we all possess, especially Loss Aversion. Kahneman describes in great detail how this influences our decisions — when we are thinking fast. It has since been shown to also exist in “lesser” primates, suggesting that we applied loss aversion when we were still swinging from tree branches by our tails.

Kahneman also wrote about how, since we make thousands of decisions per day, we tend to do more “fast thinking” as we become fatigued. If (or should I say when?) you break your 2025 New Year’s resolutions of eating fewer sweets, or drinking less, or doing less scrolling on social media, consider the time of day. You’ll likely find that you made the wrong decision, and fell back onto fast thinking, when you were most tired.

How To Bank Your Limited Daily Allotment of Slow Thinking Decisions

Maybe I like Galloway’s tribute to Kahneman because I apply similar rules as he does, to preserve thought energy for things that matter. He writes:

I actively limit the number of decisions I have to make to preserve neuron power for the key ones. I have other people order for me at restaurants [and] I have a uniform for work / working out, wearing the same thing every day.

Yep, that’s me as well. And maybe my admiration for Galloway just shows that I am susceptible to another damning cognitive bias, Confirmation Bias. It goes like this: He must be smart because I fancy myself smart as well, and he acts the way I do. Come to think of it, this is definitely true. And I’m also — more often than I’d like — the victim of myself in the sin of loss aversion. Here’s an example I’m not proud of:

During the pandemic, when my last employer included me in its efforts to deliver on quarterly profits and told me I was being let go, one of the very first actions I took seemed smart at the time. Without consulting anyone, that very day, I sold my 14 Ethereum “Ethers.” I told myself I could not endure another loss, so the crytocurrency I had purchased at $210 each, I sold for somewhere around $440. My fast thinking rationale was it could add to my considerable financial cushion at a 2x profit.

If I had held onto that $6,000 investment, purchased at half that amount, today I could have sold them for $47,000. Remember how I said my financial cushion was considerable? Well, so were my employment prospects, which someone could have helped me realize, applying slow thinking.

Seventy-five days after my last day of employment there, I joined my current employer.

Luckily, I’ve lectured on the power of loss aversion — the source of every dollar of profit at every casino blackjack table and within every insurance policy. I know its power and forgave myself for being an advanced primate. Anyway, crypto is way too volitile to be trusted. Good riddance.

More importantly, I also know, in advance, the breakfast and dinner I’ll eat every upcoming weekday, and the workout and work clothes I’ll wear every day until either I or that limited clothing selection fall apart.

Like Professor Galloway, I’m saving neuron power for the important decisions in 2025.

Photo credit Princeton University

The strength of the workplace duad

An abridged version of this post can be found on the Accenture Careers blog.

Standing in the café located in Accenture’s Chicago Digital Hub, I was scanning an email on my phone. It described what Accenture experts consider their secret sauce for finding and growing talent. To summarize:

  1. People Our people are the best and brightest in the industry, top innovators of today—and tomorrow.
  2. Culture We’re a literal global collective of diverse talent and personalities, combining to innovate and iterate.
  3. Purpose Innovating together to improve “the way the world works and lives.”

If I listed the first item without including the second, you’d think Accenture hires top people and finds them a desk where they can be privately brilliant. But as I witnessed the clusters of people at assorted tables and booths that day in the café, and the buzz of conversations, I knew better. “Innovating together” means organizing teams to address whatever the specific purpose is at hand.

Strength in small numbers

In my long career, elsewhere but especially at Accenture, I’ve experienced one extremely powerful team configuration: the duad. That’s my coinage for the deep and powerful collaborations where just two people come together to solve a problem. It was described in a recent New Yorker piece about Jeff Dean and Sanjay Ghemawat, of Google. Their unlikely co-working created a machine learning system that you probably used in the last 24 hours in one form or another, without ever knowing it. Jeff and Sanjay literally “changed the Internet.”

This type of collaboration is more common than you’d think, as the article explains (emphasis my own):

François Jacob, who, with Jacques Monod, pioneered the study of gene regulation, noted that by the mid-twentieth century most research in the growing field of molecular biology was the result of twosomes. … In the past thirty-five years, about half of the Nobel Prizes in Physiology or Medicine have gone to scientific partnerships.

In my eight years at Accenture, I’ve been the lucky half of several duads. I believe one of the reasons Accenture is such fertile ground for this type of collaboration is its emphasis on diversity. Not just diversity of experience, or place of origin, or some other aspect that sets humans apart from the pack, but a diversity of strengths.

Tools such as online personal strength assessments help Accenture bring together teams of people whose personal skills and strengths complement each other for the most successful outcome. An unexpected value for me through one of these assessments was that it showed what I can best bring to a team and helped me seek out those whose strengths most fully complement my own.

Yin, meet yang

More than in other team configurations, complementary skills are key to excellent duads. In fact, the best duads can seem grossly mismatched.

Consider Daniel Kahneman and Amos Tversky. As Michael Lewis describes in his enthralling The Undoing Project: A Friendship That Changed Our Minds, they were as different in temperament as chocolate and peanut butter. Lewis writes that Kahneman is “an introvert whose questing self-doubt was the seedbed of his ideas,” while Tversky was “a brilliant, self-confident [veteran Israeli] warrior and extrovert.” Their unlikely pairing all but invented the discipline of behavioral economics (Kahneman won a Nobel Prize for it in 2002; Tversky had passed away by then so could not share in the honor).

My own two-person collaborations are similarly yin/yang. For instance, you’d peg me on more of the Kahneman end of the spectrum. Additionally, a firm grasp of minutia can be difficult for me (if I were in school today I would be diagnosed as mildly dyslexic). So it’s no surprise that my partners in collaboration are typically detail-oriented extraverts.

Early in my career, I thought finding an amazing teammate was like lightning striking. “Don’t hold your breath,” I’d think, “because it’s rare.” Since joining Accenture, I’ve learned better. Great teams are more a product of a workplace design than happenstance.

Work with the industry’s best and brightest and do work that makes a difference every day. Find your fit with Accenture.