The steely-faced young man with the short-cropped beard, hands in his pockets, black coat and pants, straw hat set on his head, didn’t appear to be listening as the Amish auctioneer barked at him, “Two seventy-five, do I hear three, three bid two seventy-five, do I hear three hundred dollars … rat-tat-tat, rat-tat-tat.” The bidder was staring off into the distance, thinking of … what?But then, ever so slightly, barely distinguishable, his head ticked. Immediately, the auctioneer jerked his body right, toward the long-bearded older man, also with his hands in his pockets, also garbed in black, face expressionless. “Three, I’ve got three, do I hear three and a quarter, three and a quarter, I’ve got three ... three, three, three, three, do I hear three and a quarter? rat-tat-tat.”
The crowd of some 25 Amish men, some of whom had bid earlier, now watched silently, but not for long – two seconds, maybe -- when the older man signaled somehow – I didn’t see it – and the auctioneer jabbed his open-hand back to the left at the young man.
“Three and a quarter, I’ve got three and a quarter, Three-fifty” he said trying to put a number in the man’s mouth. The young man flashed a quick look at his opponent, looked away again, and shook his head.
The auctioneer’s voice wound down, “Three and a quarter, sold for three and a quarter to number?" … pausing as he watched the older winner slide out his registration number from his dirty coat and hold it chest-high.
Six minutes, no more than eight, and the auction was over. Lots of small decisions had been made – stay in, drop out, bid higher -- all leading up to the final decision to purchase. The older man had won the competition for the mule-drawn manure spreader. The auctioneer and band of Amish moved on to the next piece of farm machinery and a new set of decisions.
So, what is this mud auction?
I had been at the outdoor Gordonville, Pennsylvania Mud Auction several times but never did this human exchange fail to fascinate me. The annual event is a March muddy-season festival of sorts, organized to raise funds for the local volunteer fire department by auctioning off everything from Amish buggies to horses, and from quilts to cheap Chinese hand-tools. A couple of thousand Amish attend, as do suburban day-outers and bargain-seekers. This is not a tourist event though. Most are here to conduct business.
And that’s what took place around the manure wagon: businessmen-farmers deftly making rapid decisions that affected their livelihoods.
Now let’s look at decision-making at another group event: a typical departmental meeting – typical in my experience, at least – called to determine whether to host the new intranet externally or purchase a server and manage the site in-house. The director of the department is unfamiliar and uncomfortable with the technical aspects of the topic and, therefore, decides, as he does for most decisions, to involve the entire staff. His email late yesterday afternoon stated the topic, noted his desire for consensus, and expected everyone to attend.
The meeting is about to start. Eleven staff members show. Two others can’t because they are traveling, including a web developer – an often outspoken web developer. The meeting opens with the director describing the issue in two sentences, followed by, “What do you think?” Here’s an abbreviated version of what transpires.
The new manager of employee communication, eager to assert her authority, speaks first: “We have to ensure flexibility to adapt to employees’ feedback. The only way to do that, it seems to me, is to control the source of information on a daily basis.”
“I agree,” says the manager of digital communication, “but do you know what’s involved in maintaining a server? It can be a nightmare. I don’t want that responsibility.”
“What’s a server?” jokes the veteran corporate identity coordinator. People chuckle.
“You are,” says his friend, one of the department’s administrative assistants. Most everyone laughs again.
The dialogue bounces around the conference table for awhile until, wanting to appear inclusive, the director says, “Kyle, what do you think? You’ve been here only a couple of weeks as an intern, but everyone has a right to his or her opinion.”
“I’m not sure I know enough about the issue to make an intelligent comment,” says Kyle.
“That’s okay,” inserts the corporate identity coordinator. ‘None of us do.” More smiles.
“However,” he adds, “my questions would be: how much does a server cost, where would it be housed, and do we know enough about the technology to handle it? Also, would we have to set up a Help Desk?”
The director responds: “We haven’t gotten that far yet, Kyle, but those are great questions that we will have to answer at the appropriate point.”
The meeting dribbles on for over an hour until the manager of employee communication suggests asking a focus group of employees for their opinions. The manager of digital communication adds that no action can be taken until someone meets with representatives of IT.
The meeting ends with the director asking the manager of employee communication to set up the focus group, which she cannot do, she says, for a few weeks until she studies the overall needs of employee communication. The director asks the manager of digital communication how soon the IT meeting can be scheduled. “I’ll call my contact this afternoon,” he says. “When do you want to schedule it?”
“I don’t know,” says the director, “why don’t we wait until we hear back from the employee focus group.”
He finishes by encouraging everyone to think about the issue and to send him any ideas they have, as well as copy the entire group. End of meeting.
“Wait,” says the media relations supervisor, “When will our next meeting be on this issue?”
“Why don’t we tentatively set it up for two weeks from today," says the director. "Same time? Will someone please send out a meeting notice.” End of meeting, again.
Quite a contrast between the two gatherings, huh? What I’m most interested in is why the auction could move speedily to a conclusion and the departmental meeting meander to indecision? Could a business meeting clone and benefit from a mud auction?
3 Observations
1 Auction: Each participant was informed and prepared to make a decision
Meeting: Staffers assumed the discussion would produce information and someone else would make decisions.
The Amish bidders were familiar with the item they wanted. What they didn’t know, they most likely asked around for answers. They had arrived early at the Mud Auction to inspect all four wagons for sale, had pulled on the hitches, checked for wear and tear on the wheels and side slats, and may have even talked with the owners. By the time the bidding started, each one had enough specifics to meld with his instincts and make a decision to buy or not to buy and to settle on a maximum bid price.
By contrast, the impromptu announcement, the sparse pre-meeting information, and the inclusion of the entire department strongly suggested that the meeting would be a free-for-all. No one prepared. In fact, as the corporate identity guy illustrated, some staffers were ignorant about much of digital communication. Regardless, they were expected to attend and contribute to the meeting at which there would be no agenda, no auctioneer to keep the exchange moving toward a decision, and no plan to make decisions.
2 Auction: The participants focused on the decision not the crowd.
Meeting: The staff members were more concerned about the crowd than the issue.
Undoubtedly, each of the two finalists bidding for the manure wagon had solicited input from friends and family about his intentions at the auction. At the auction, however, each one stood by himself, apart from the din of critics in the crowd and resolved to attend to the purpose for which they had come. They would fraternize and laugh later.
By contrast, the department meeting was unfocused and beset with distractions and posturing. The objective was for everyone to feel good and agree on something, anything.
The director’s open-ended start -- “What do you think?” -- was a tip-off. It was not, what do you know, how would you define the issue, or what are the advantages and disadvantages of both sides? Like most others there, he was unprepared. By promoting participation, he did not have to expose his lack of knowledge or opinion. He could simply respond to others’ comments. He could avoid making decisions.
3 Auction: The participants were willing to risk making a wrong decision knowing they could adjust later.
Meeting: The participants did not realize they actually had to or could make a decision.
The bidders realized that buying the wagon could be risky. Perhaps some had built a financial cushion into their top price. They were reasonably sure that, for example, the axle would not break, which would be costly. Should that happen, however, they would rely on the seller’s integrity to make amends. If a wheel proved wobbly, that could be repaired by a local wheelwright. Replacing boards and other minor repairs, if needed, could be handled by themselves. No decision was perfect, they knew. Not deciding, however, was unacceptable.
Participants in the departmental meeting did not know the ramifications of the meeting because they did not know what was at stake. The desired outcome was a blur. Ironically, the intern had highlighted the key questions. Answering them would have pinpointed the costs, defined responsibilities, and set out accountabilities. But those specifics got brushed aside by the director until the “appropriate time,” meaning a decision on the core issues was far off.
What was more important was everyone’s participation. Creating heat was more important than generating light, appearance more important than results. Consensus was more important that resolution. Too bad in this situation consensus was a ruse for indecision. The meeting lacked an auctioneer; all bidders stayed in the exchange because there was nothing to gain or lose.
5 Rules for a mud auction meeting
- Book a one-hour, one-issue, “Big Issue” meeting every other Monday at 11:00 a.m. when staff members are less likely to be traveling, are most focused on the week ahead, and are incentivized by hunger to be efficient.
- Email to all staffers a one-page brief on the issue to be addressed, but invite only those who could significantly affect or be affected by the meeting’s outcome. Others can join in if they believe they can contribute or gain substantially.
- Instruct each participant to come prepared to answer five questions:
- What is the true goal we must achieve during the hour?
- Who in the organization will be most affected by our decision and what must we do to ensure they are covered?
- What resources will be needed to implement a solution?
- Do we have the internal constitution to do what we say we will do?
- If we do nothing, would it matter?
- Ask each participant at the meeting what he or she is willing to risk to ensure success of the decision. If funds are limited, for example, would someone be willing to suspend or drop an activity and reassign a staff member to this new project?
- Issue a post-meeting summary of the main points discussed, the pro and cons of each argument, and the decisions made. Invite questions and comments, but note that a course of action has been set.
