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вторник, 24 февраля 2026 г.

The Business Strategy Cheat Sheet

 




The Ultimate Business Strategy Cheat Sheet.

For Leaders and CEOs.

71% of fast-growing companies
Have formal strategic plans in place.

With a successful business strategy in place
The benefits are unparalleled:

- Employees are more engaged and aligned.
- Increased gain in competitor advantage.
- Stronger more informed decisions.

Build an unbreakable business strategy today.
Study these 6 world-class frameworks:

1. Stakeholder analysis:
↳ Assess stakeholder interests and impacts.
↳ Then guide strategic decisions based on the priorities.

2. SWOT analysis:
↳ Evaluate your strengths, weaknesses, opportunities, and threats.
↳ Formulate strategies based on internal and external factors.

3. Porter's 5 Forces:
↳ Analyse your industry competition and market.
↳ Then assess profitability potential within an industry.

4. 6 Sigma model:
↳ Improves processes by reducing defects and variability.
↳ Enhance your efficiency through data-driven quality control.

5. 10 Key Strategy Questions:
↳ Critical questions to ask before you build
↳ The answers will act as your guide throughout the process.

6. McKinsey 7S framework:
↳ Aligns organisational areas for strategic effectiveness.
↳ Ensures all organisational components are aligned.

When it comes to business strategy
The rules are simple:

Those who prepare and build a comprehensive strategy
Will harness the greatest results.

So get started on yours today.
Save, study and implement these frameworks.

And watch your business performance sky rocket!

Credits to Chris Donnelly, follow for more insightful content.

https://tinyurl.com/5t4pcnas

понедельник, 23 февраля 2026 г.

How to Lead With Your Ethics

 


Ethical leadership is essential if you want to foster a positive, productive, and inclusive work environment. Great leaders not only achieve business goals but do so with integrity, transparency, and a commitment to the well-being of their employees and - when applicable - society at large. Here are key ways you can demonstrate ethical leadership at all times:

Put the Company's Best Interests First


Ethical leaders prioritize the company's best interests, both financially and morally. This means they tend to make decisions that are honest, fair, and beneficial for all stakeholders, which helps to establish a strong foundation of trust and respect. In many cases, this involves considering the long-term impact of decisions on employees, customers, and shareholders, and avoiding shortcuts that might offer immediate gains but could harm the company’s reputation or sustainability.

Establish a Psychologically Safe Environment


Creating a psychologically safe environment is crucial for employee well-being and productivity. Ethical leaders will often go to great lengths to ensure that all employees feel secure, supported, and free to express their ideas without fear of judgment or retaliation. This involves promoting open communication, actively listening to employee concerns, and addressing issues promptly and fairly. In fact, by fostering an environment where employees can speak up and take risks without fear of negative consequences, leaders can help drive innovation and continuous improvement.

Have a Positive Mindset and Good Work Ethics


Ethical leaders set a high standard of behavior and work ethic for their teams and themselves. By leading through example, they inspire their employees to follow suit, which helps to foster a culture of excellence and integrity. In fact, studies show that when leaders consistently display a positive attitude and strong work ethics, it motivates employees to maintain similar standards, enhancing overall team performance and morale.

Ensure Trust Among Team Members


Building and maintaining trust is a cornerstone of ethical leadership. Leaders who are reliable, honest, and transparent are much more likely to earn the trust of their team, which is essential to both effective collaboration and long-term success. Of course, the only way to build trust is through consistent actions, such as keeping promises, being truthful, and respecting confidentiality. When employees trust their leaders, they are more likely to be engaged, loyal, and willing to go the extra mile for the organization.

Promote EDI as a Leader


Ethical leaders champion equality, diversity, and inclusion within their organizations. In doing so, they actively work to create an inclusive culture where all employees feel valued and respected, regardless of their background. This involves implementing policies and practices that promote diversity, addressing unconscious biases, and ensuring equal opportunities for all. By fostering a diverse and inclusive workplace, leaders can enhance creativity, improve decision-making, and attract a much broader pool of talent.

Be Transparent and Approachable


Transparency involves being open and honest in all communications and decisions. Ethical leaders are approachable and foster an environment where employees feel comfortable coming to them for guidance and feedback. This often means regularly communicating the reasoning behind decisions, being honest about challenges, and welcoming input from all team members.

Demonstrate Empathy and Compassion


Empathy and ethics go hand in hand. In fact, studies indicate that leaders who understand and share the feelings of their employees can build stronger, more supportive relationships, leading to a more cohesive and motivated team. Demonstrating empathy involves actively listening to employees' concerns, showing genuine interest in their well-being, and providing support during difficult times. Compassionate leaders create a positive and nurturing work environment, which can enhance employee satisfaction and loyalty.

Be Responsible to Both Your Organization and Society

Again, ethical leaders recognize their responsibility not only to their organization but also to society at large. This means that they do their best to make decisions that consider the broader impact on the community and the environment. For example, they might adopt sustainable business practices, support community initiatives, or find a way to better ensure fair labor practices. By balancing organizational goals with social responsibility, these leaders can build a reputation for integrity and contribute to a better world.


https://tinyurl.com/3s2jjteu

воскресенье, 22 февраля 2026 г.

Relationships to achieve greater success in life

 


To achieve greater success, building a diverse network is essential—not just for immediate gains, but for long-term support and growth.
Here are 20 critical relationships and connections to cultivate:
Professional & Career Connections
  1. Current Colleagues: The foundation for daily teamwork, trust, and creative problem-solving.
  2. Direct Supervisors: Vital for feedback, day-to-day expectations, and career advocacy.
  3. Former Colleagues: A bridge to new opportunities and unadvertised job openings.
  4. Mentors: Experienced peers who provide guidance, advice, and a "big picture" perspective.
  5. Industry Leaders: Connections with influential figures can provide deep market insights and strategic direction.
  6. Recruiters: Specialists in your field who can help you land your "dream job".
  7. Clients & Customers: Strong ties here lead to better service, loyalty, and sustainable business growth.
  8. Interdepartmental Contacts: Connections outside your immediate team foster broader organizational understanding.
  9. Professional Association Members: Peers in specialized groups who keep you abreast of industry trends.
  10. Consultants & Experts: Specialized external resources for solving complex problems.
Personal & Growth-Oriented Connections
  1. Relationship with Yourself: Prioritizing self-care and self-awareness is the bedrock for all other successful connections.
  2. Family Members: A primary support system for resilience in the face of stress and trauma.
  3. Close Friends: Real friends who stay through "the mess" and offer genuine emotional support.
  4. Alumni & Former Classmates: A natural network based on shared history and educational backgrounds.
  5. Professors & Educators: Past teachers often provide strong letters of recommendation and industry leads.
  6. Role Models: People who reflect the person you want to become; their company inspires personal excellence.
  7. Community & Volunteer Peers: Connections built through shared causes that expand your reach beyond work.
  8. "Connectors": People who naturally enjoy introducing others, helping you bridge gaps in your network.
  9. Strategic Allies: Peer-level partners who share your goals and can collaborate on mutual wins.
  10. Trusted Advisors: A "sounding board" of diverse individuals for venting ideas and receiving honest feedback.
Which of these circles do you feel needs the most immediate attention—your professional network or your personal support system?

There are six human needs: love/connection, contribution, significance, variety, certainty, learning and growth. Love/connection is the most important basic human need. In order to achieve your full potential, you will need to build deep, trusting relationships with people in all areas of your life.

Here are at least 20 relationships for you to build in order to achieve greater success in life:

A. 3 LIFELINE RELATIONSHIPS

  • Peer relationships with 4 main elements (generosity, vulnerability, candour, accountability)

B. 3 VITAL FRIENDS 

  • 8 vital roles (builder, champion, collaborator, companion, connector, energizer, mind opener, navigator)

C. SPOUSE/PARTNER 

D. 8 COACHES/MENTORS/ADVISORS/PROFESSIONALS

  • Career, health, money, spouse/partner, friends/family/kids, physical environment, fun/hobbies, personal growth

E. PEER FORUM AND OR MASTERMIND GROUP 

  • Peer group of Lifeline relationships with common goals
  • Who are you and what do you want to get out of life?
  • What are your strengths?
  • Continue to build self-awareness and self-esteem

HERE ARE 6 STRATEGIES TO BUILD DEEP, TRUSTING RELATIONSHIPS WITH THE PEOPLE ON YOUR TOP 20 LIST:

  1. Get real and park your ego: looking good, being right, being defensive, playing the blame game, needing to always be in control
  2. Show respect: never say anything negative about anyone, get off your high horse
  3. Choose a positive perspective on people: focus on strengths
  4. Share your passions: what do you love to do?
  5. Share your BHAGs (Big, Hairy, Audacious Goals)
  6. Share your past, present and future:
    • Past: 5 key events, 5 key choices, 5 key people in your life
    • Present: what are you worried about?
    • Future: What are you afraid of?

Book Sources

The Talent Advantage by Dr. Alan Weiss and Dr. Nancy MacKay, published by Wiley.

Who’s Got Your Back by Keith Ferrazzi

Vital Friends by Tom Rath

The Five Love Languages by Gary Chapman

https://tinyurl.com/4vysfpar

It’s not just about who you know, but how deeply you connect:

Meaningful relationships can dramatically influence your career trajectory and open doors to opportunities that were previously out of reach.

❓ Why focus on meaningful connections?

➟ They provide richer, more reliable support.
➟ They enhance your understanding of industry trends.
➟ They create mutual opportunities for growth.

👉 Here’s how to build connections that are not only wide but also deep:

1️⃣ Be Genuine
2️⃣ Listen Actively
3️⃣ Show Empathy
4️⃣ Share Vulnerability
5️⃣ Offer Help and Support
6️⃣ Foster Mutual Respect
7️⃣ Celebrate Milestones
8️⃣ Remember Details
9️⃣ Be Present
🔟 Follow Up

📌 PS...Remember, networking is about quality connections, not just quantity

https://tinyurl.com/2h6c72m9

суббота, 21 февраля 2026 г.

Energy Management 101

 


Why are you sharp until 2 PM, and then completely useless for the rest of the day...?

OK, maybe not as bad as that, but you know what I mean.

Most people schedule their day around time blocks.

But they ignore the one resource that actually determines performance.

Your energy.

For example, you shouldn't schedule a board presentation right after a difficult termination meeting.

But every day, professionals stack energy-draining activities back to back and wonder why they feel mentally fried by mid-afternoon.

The cost isn't just fatigue.

→ Poor decisions when your cognitive tank is empty
→ Emotional reactions when you should be measured
→ Avoiding important conversations because you can't handle another energy drain

Here's what separates the executives who thrive from those who survive:

They don't just manage their time.
They design their days around energy types.

When did you last ask yourself:
"What does this task actually require from me?"

Not how long it takes.
What it demands from your mental and emotional reserves.

Think about your last terrible day at work.
How many high-drain activities did you stack without breathing room?

The framework in this infographic shows exactly how to organise your day around four energy types instead of just filling calendar blocks.

Because the difference between surviving your day and thriving in it often comes down to one question:

Are you protecting your energy, or burning through it?


Credit to Mostyn Wilson, make sure to follow!

https://tinyurl.com/3uvr76se

пятница, 20 февраля 2026 г.

How to build a high-performing team

 




Teams do not become high-performing by accident.
They become high-performing when leaders install the right operating system.

🎯 Start with Why so people know the purpose, not just the task
🧠 Use 70-20-10 to grow capability through real work, coaching, and focused training
🤝 Build trust through authenticity, logic, and empathy
🌊 Lead through forming, storming, norming, and performing instead of reacting to normal friction
🪟 Use the Johari lens to reduce blind spots and strengthen feedback
⚡ Review people by energy and impact so you protect top talent and act early on drift
🧭 Apply RAPID so everyone knows who recommends, agrees, performs, inputs, and decides

Clarity creates speed.
Trust creates consistency.
Ownership creates results.

Source: Sir Richard Harpin

https://tinyurl.com/y6r7vt95

6 Storytelling Frameworks Every CEO Needs to Know

 




Most CEOs get storytelling wrong.

And it's costing them millions.

I've seen brilliant ideas die in boardrooms.
Watched potential investors check their phones.
Noticed employees' eyes glaze over during speeches.

Not because the ideas were bad.
But because the story wasn't there.

These 6 frameworks change everything:

1) Simon Sinek's Golden Circle
↳ Don't start with what you do. Start with WHY you do it.
↳ Then explain HOW you do it differently.
↳ Only then share WHAT you actually offer.

When Airbnb pitches, they don't just say "we rent rooms."
They start with "we create belonging."

2) Minto's Pyramid Principle
↳ Hit them with your main point first.
↳ Support it with clear evidence.
↳ Add details only if they ask.

Your busy stakeholders will love you for this.
No more waiting until slide 20 for the punchline.

3) The Pixar Pitch
↳ "Once upon a time..." (set the scene)
↳ "Every day..." (show the problem)
↳ "Until one day..." (introduce your solution)
↳ "Because of that..." (share the impact)
↳ "Until finally..." (reveal the transformation)

This structure is pure magic for showing
your company's journey or vision.

4) StoryBrand Framework
↳ Your customer is Luke Skywalker
↳ You're Yoda, the guide
↳ Show them how to win

Stop making your company the hero. It's not about you.

5) What, So What, Now What
↳ State the facts clearly
↳ Explain why anyone should care
↳ Define the next steps

Perfect for turning quarterly reports from sleep aids
into action drivers.

6) ABT (And, But, Therefore)
↳ Set up what everyone agrees on
↳ Introduce the challenge
↳ Present your solution

When you need to be quick and compelling,
this is your go-to.

In today's world, the best story wins.

It wins the talent.
It wins the customers.
It wins the investment.

Your brilliance deserves a story that matches it.

Master these frameworks, and watch what happens to:

Your impact.
Your influence.
Your bottom line.

Credits to Eric Partaker, make sure to follow!

https://tinyurl.com/mtnzb86v

Old SEO vs New SEO

 


SEO isn't dead.
But the version you learned is.

Old SEO was a race to page one.
Keywords. Backlinks. Technical tweaks.
Game the algorithm. Win the click.

It worked.

Until people stopped asking Google
and started asking AI.

And AI doesn't rank pages.
It cites sources.

That's a completely different game.

I lead AI transformation in enterprise.

And the number of businesses I see
still pouring budget into old SEO
while AI is reshaping how people find answers
is alarming.

The new SEO has four layers
most teams haven't heard of yet:

𝗚𝗘𝗢 — Generative Engine Optimization
Getting cited in LLMs like ChatGPT and Gemini.

𝗔𝗘𝗢 — Answer Engine Optimization
Appearing in AI summaries and overviews.

𝗔𝗜𝗢 — AI Integration Optimization
Structuring data so AI tools and workflows can use it.

𝗦𝗫𝗢 — Search Experience Optimization
Aligning UX, trust, and conversions with user intent.

Old SEO goal:
Page one. More clicks.

New SEO goal:
Be cited. Be trusted. Be chosen.

Here's what this means for your business:

If your entire strategy
is still keywords and backlinks
you're optimizing for a shrinking channel.

The brands winning right now
aren't just visible on Google.
They're the source AI retrieves
when someone asks a question
in ChatGPT, Gemini, or Perplexity.

That doesn't come from gaming algorithms.
It comes from being genuinely useful
credible and worth citing.

The question isn't
"are we on page one?"

The question is
"would an AI recommend us?"

That single question
should reshape your entire content strategy.

If it doesn't
your competitors will answer it first.

Infographic Credit: Chris Donnelly


https://tinyurl.com/mvvsfkph

четверг, 19 февраля 2026 г.

The T.R.U.S.T Model

 


2 in 3 employees are ready to quit.

Here's the leadership secret that's changing their minds.

Servant Leadership is an “employee-focused” style that’s been studied for over 30 years.

Companies like Starbucks and Southwest Airlines have recently adopted its principles.

The reason?

Straightforward, ethical guidelines that transform work at all levels.

Here's a framework based on years of research
(To catch you up in 2 minutes):

The TRUST Model of Servant Leadership:

1. Train
• Develop leaders who prioritize team growth
• Instill a mindset of service and support

2. Reflect
• Encourage self-assessment and personal growth
• Promote transparency and accountability at all levels

3. Uplift
• Identify and nurture each team member's unique strengths
• Create opportunities for employees to lead

4. Support
• Foster an inclusive environment
• Provide resources and remove obstacles

5. Transform
• Align company culture with servant leadership principles
• Reward servant leader behaviors

5 Practical Tips to Practice Servant Leadership:

• Listen closely
• Lead by example
• Invest in leadership growth
• Foster open, honest feedback
• Celebrate servant leadership acts

Top companies are recognizing the power of this "person-first" approach.

And it's saving teams and organizations worldwide.

Now's the time to embrace the "new school" of leadership!

How do you promote TRUST in your teams?


Credits to Russ Hill, follow him for more valuable models

https://tinyurl.com/y252nf6z

На изображении представлена модель лидерства «T.R.U.S.T.», направленная на создание высокоэффективных команд через принципы целенаправленного и служащего лидерства. Модель включает пять основных принципов, пять компонентов искусства T.R.U.S.T. и десять привычек выдающихся лидеров.
  • 5 принципов лидера: Быть намеренным, энергичным, поддерживающим, этичным и настоящим.
  • Искусство T.R.U.S.T.: Обучение, рефлексия, развитие талантов (Uplift), поддержка и трансформация.
  • 10 привычек: Включают поощрение других, соответствие слов действиям, постановку целей и развитие команды.


Модель T.R.U.S.T.: Как лидеры создают высокоэффективные команды
  • 5 принципов целенаправленного лидерства от Гарварда
    • Будьте намеренными: Связывайте свою цель с миссией компании.
    • Будьте энергичными: Внушайте надежду и создавайте импульс.
    • Будьте поддерживающими: Ставьте потребности команды на первое место.
    • Будьте этичными: Руководствуйтесь честностью, уважением и состраданием.
    • Будьте настоящими: Делитесь своим истинным «я» и убеждениями.
  • Искусство T.R.U.S.T.
    • Train (Обучайте): Ставьте команду выше себя.
    • Reflect (Рефлексируйте): Способствуйте непрерывному совершенствованию.
    • Uplift (Развивайте): Взращивайте уникальные таланты.
    • Support (Поддерживайте): Усиливайте каждый голос.
    • Transform (Трансформируйте): Согласовывайте действия с принципами служения.
  • 10 привычек выдающихся лидеров-слуг
    1. Постоянно поощряйте других.
    2. Практикуйте то, что проповедуете.
    3. Ставьте конкретные цели лидерства-служения.
    4. Принимайте этичные решения.
    5. Инвестируйте в личное развитие других.
    6. Уполномочивайте команду проявлять инициативу.
    7. Размышляйте о себе и окружении.
    8. Понимайте и подтверждайте чувства других.
    9. Поддерживайте личное и профессиональное исцеление.
    10. Формируйте ежедневные привычки, поддерживающие лидерство-служение.

5 Japanese Principles every leader should live by

 


📌Kaizen (改善): Focus on small, steady refinements. Progress isn’t about massive leaps, but the momentum created by consistent, daily upgrades.

📌Shoshin (初心): Approach every challenge with a "beginner’s mind." By dropping old assumptions and staying curious, you remain adaptable in a changing environment.

📌Kintsugi (金継ぎ): Treat failures as "golden repairs." Instead of hiding mistakes, use the data from missteps to make your team and systems stronger and more resilient.

📌Ikigai (生きがい): Find the intersection of your strengths, your passions, and the value you provide to others. This alignment makes your leadership more sustainable and impactful.

📌Seiri (整理): Practice the discipline of removal. By decluttering unnecessary meetings, processes, and ideas, you create the mental space needed for clear decision-making.

BREAKTHROUGHS rarely come from new "hacks"; they come from returning to these fundamentals. Small shifts in these areas CREATE the kind of leader others truly want to FOLLOW. ✅

Credit: Paul Evans

https://tinyurl.com/2bvx292n

What Color Communicate

 


Your brain decides in 13 milliseconds if it trusts a brand.

Color drives 85% of that split-second judgment.

Why does color matter this much?

Because your brain judges before conscious thought kicks in.

👉 Humans form trust judgments in 100 milliseconds
👉 Consistent color increases brand recognition by 80%

Here are some of the things that influence how we perceive color:

🎨 SATURATION & TONE
⇢ Brighter, saturated hues = younger, energetic people
⇢ Deeper, richer tones = affluent, serious, premium
⇢ Pastel/muted = soft, approachable, accessible

🇨🇳 CULTURAL CONTEXT
⇢ Red: luck in Chinese culture vs. danger in Western
⇢ White: purity in Western vs. mourning in East Asia
⇢ Yellow: happiness in Western vs. sacred in Asia
⇢ Blue: mourning in Iran vs. trust in Western corporate

🧠 BIOLOGY
⇢ Disharmonious color combos activate the amygdala (threat detection)
⇢ Harmonious colors activate pleasure & reward centers
⇢ Color improves memory by 5-10% vs black & white

WHAT COLORS MEAN TO OUR PSYCHE:

🔴 Red: Energy, urgency, passion
↳ Perfect for bold transformations, breaking barriers
↳ Boosts perceived attractiveness

🔵 Blue: Trust, stability, professionalism
↳ Ideal for expertise-based, security-focused services
↳ Universally associated with high quality

🟢 Green: Growth, harmony, wealth
↳ Great for health, finance, sustainability
↳ Associated with balance and natural renewal

🟡 Yellow: Optimism, creativity, attention
↳ Perfect for creative services, innovation, breakthrough
↳ Grabs attention faster than any other color

🟠 Orange: Enthusiasm, warmth, adventure
↳ Ideal for lifestyle changes, bold pivots, energy shifts
↳ Combines red's energy with yellow's friendliness

🟣 Purple: Luxury, wisdom, creativity
↳ Perfect for premium services, spiritual growth, artists
↳ Strongest gender divergence: 23% women vs 0% men

⚫ Black: Sophistication, authority, elegance
↳ Ideal for high-end services, executive transformations
↳ Signals exclusivity and timeless quality

⚪ White: Purity, simplicity, new beginnings
↳ Perfect for fresh starts, clarity-focused services
↳ Creates breathing room and reduces cognitive load

Don't just choose colors you like for your brand.
Choose colors based on your ideal client.

Your audience is the sun of your brand solar system.

You orbit around them, not the other way around.

Ask yourself:
✓ What does my ideal client need to feel?
✓ What colors resonate with my target demographic?
✓ What transformation am I helping them achieve?
✓ What emotional state supports their journey?

Your color choices should engineer attraction, not just look pretty.

What's one color that always catches your eye in branding?

🔔 Follow Ashley Couto for content strategy insights

Sources: Princeton, Singh, Hynes, Loyola University, Hurlbert & Ling, Leonard, Ikeda et al., Wichmann et al.


https://tinyurl.com/2zevmkmw

A simple way to keep projects on track

 


I thought our team had a time problem.
We had a clarity problem.
Here's what fixed it:

Busy is not the same as moving forward.

You can fill every hour
and still go nowhere.

That gap between motion and progress
is where projects quietly fail.

Chaos is expensive.

✔️Missed deadlines.
✔️Shifting priorities.
✔️Hours lost to rework.

Most teams feel busy
while progress quietly stalls.

Here’s what actually works:

🧠 Why plans break down:
• Meetings drag without direction
• Scope changes derail momentum
• Unclear goals cause missed deadlines
• Managers lose hours to misaligned work

Simple plans save time
before problems show up.

📋 What makes plans work:
• Plain language, not jargon
• Clear goals and deadlines
• One owner per step
• Fewer than 7 steps

Simple plans move faster.

Ownership keeps them moving.

🧩 A plan that fits on one page:
• Project name that’s specific
• Dates tied to each step
• One owner per task
• One-line objective
• 5–7 clear actions

That’s enough to create focus.

⚙️ Habits that keep work moving:
• Check progress weekly
• Keep ownership obvious
• Adjust without over-editing
• Reuse templates that work
• Start small and build speed

🌟Try this this week:
• Write a one-page plan
• Cut steps until only the essentials remain
• Assign one owner per task
• Share it before the meeting

Good project management
isn’t more tools.

It's clear thinking shared
before the work begins.


https://tinyurl.com/345zj4va

суббота, 14 февраля 2026 г.

The Decoy Effect

 


How adding a new option might change our perception of the existing options

What is the Decoy Effect about?

“[…] when we are choosing between two alternatives, the addition of a third, less attractive option (the decoy) can influence our perception of the original two choices.” (The Decision Lab)

It is also called the “asymmetric dominance effect.” Here is why: the decoy is an option that’s clearly worse than the target option (so it is dominated by the target), while it’s not completely dominated by the competitor 

“[…] when we are choosing between two alternatives, the addition of a third, less attractive option (the decoy) can influence our perception of the original two choices.” (The Decision Lab)

It is also called the “asymmetric dominance effect.” Here is why: the decoy is an option that’s clearly worse than the target option (so it is dominated by the target), while it’s not completely dominated by the competitor option.

The Story of The Economist

Originally, they introduced 2 subscription plans:

  • 1 year online-only $59
  • 1 year online + print $125

Most subscribers chose the first option, so they added a third plan, the decoy: 1 year print-only for $125. Now the other $125 option (online + print) was a no-brainer: the decoy successfully made the target option more attractive. As result, sales increased by 43%.


Dan Ariely, author of the fantastic book, Predictably Irrational, repeated this pricing strategy as an experiment at MIT: he showed these subscription options to 100 MIT students:


  • 16 student chose the online-only
  • 0 (zero) student chose the print-only
  • 84 student picked the online+print

Then, he removed the decoy option, the results clearly showed that it influenced decision making a lot:


  • 68 students chose the online-only
  • 32 chose the online+print

Everything is relative


Here are some quotes from Ariely’s book, Predictably Irrational:

“Let me start with a fundamental observation: most people don’t know what they want unless they see it in context.”

“[…] humans rarely choose things in absolute terms. We don’t have an internal value meter that tells us how much things are worth. Rather, we focus on the relative advantage of one thing over another, and estimate value accordingly”

Ariely uses the Ebbinghaus illusion of relative size perception to demonstrate that everything is context-dependent: there are two circles of identical size, but the one on the left (see my sketch) appears to be bigger, since it is surrounded by smaller circles, while the one on the right seems to be smaller, since there are much bigger circles next to it.

Key takeaways

Decoys are about asymmetric differences based on comparative values, e.g. price and quality (see the original paper by Huber, Payne & Puto from 1982: Adding asymmetrically dominated alternatives: Violations of regularity and the similarity hypothesis).

A decoy:

  • influences decision making
  • works subconsciously
  • adds a new reference point (see: Loss Aversion)

Recommended reading & useful links


Huber, J., Payne, J. W., Puto, C. (1982). Adding asymmetrically dominated alternatives: Violations of regularity and the similarity hypothesis. In: Journal of Consumer Research, 9(1), , 90–98

Predictably Irrational

Huber, J., Payne, J. W., Puto, C. (1982). Adding asymmetrically dominated alternatives: Violations of regularity and the similarity hypothesis. In: Journal of Consumer Research, 9(1), , 90–98

Predictably Irrational, Revised and Expanded Edition: The Hidden Forces That Shape Our Decisions by Dan Ariely




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