As someone running an organization, I frequently entertain crazy alternatives, such as shutting down our summer fellowship to instead launch a school, moving the organization to a different continent, or shutting down the organization so the cofounders can go work in AI policy.
I think it’s important for individuals and organizations to have the ability to entertain crazy alternatives because it makes it more likely that they escape local optima and find projects/ideas that are vastly more impactful.
Entertaining crazy alternatives can be mentally stressful: it can cause you or others in your organization to be concerned that their impact, social environment, job, or financial situation is insecure. This can be addressed by pointing out why these discussions are important, a clear mental distinction between brainstorming mode and decision-making, and a shared understanding that big changes will be made carefully.
Why considering radical changes seems important
The best projects are orders of magnitude more impactful than good ones. Moving from a local optimum to a global one often involves big changes, and the path isn’t always very smooth. Killing your darlings can be painful. The most successful companies and projects typically have reinvented themselves multiple times until they settled on the activity that was most successful. Having a wide mental and organizational Overton window seems crucial for being able to make pivots that can increase your impact several-fold.
When I took on leadership at CLR, we still had several other projects, such as REG, which raised $15 million for EA charities at a cost of $500k. That might sound impressive, but in the greater scheme of things raising a few million wasn’t very useful given that the best money-making opportunities could make a lot more per staff per year, and EA wasn’t funding-constrained anymore. It took me way too long to realize this, and only my successor stopped putting resources into the project after I left. There’s a world where I took on leadership at CLR, realized that killing REG might be a good idea, seriously considered the idea, got input from stakeholders, and then went through with it, within a few weeks of becoming Executive Director. All the relevant information to make this judgment was available at the time.
When I took on leadership at EA Funds, I did much better: I quickly identified the tension between “raising money from a broad range of donors” and “making speculative, hits-based grants”, and suggested that perhaps these two aims should be decoupled. I still didn’t go through with it nearly as quickly as I could have, this time not because of limitations of my own reasoning, but more because I felt constrained by the large number of stakeholders who had expectations about what we’d be doing.
Going forward, I intend to be much more relentless about entertaining radical changes, even when they seem politically infeasible, unrealistic, or personally stressful. I also intend to discuss those with my colleagues, and make them aware of the importance of such thinking.
How not to freak out
Considering these big changes can be extremely stressful, e.g.:
The organization moving to a different continent could mean breaking up with your life partner or losing your job.
A staff member was excited about a summer fellowship but not a school, such that discussing setting up a school made them think there might not be a role at the organization that matches their interests anymore.
Despite this, I personally don’t find it stressful if I or others consider radical changes, partly because I use the following strategies:
Mentally flag that radical changes can be really valuable. Remind myself of my previous failings (listed above) and the importance of not repeating them. There’s a lot of upside to this type of reasoning! Part of the reason for writing this shortform post is so I can reference it in the future to contextualize why I’m considering big changes.
Brainstorm first, decide later (or “babble first, prune later”): During the brainstorming phase, all crazy ideas are allowed and I (and my team) aim to explore novel ideas freely. We can always still decide against going through with big changes during the decision phase that will happen later. A different way to put this is that considering crazy ideas must not be strong evidence for them actually being implemented. (For this to work, it’s important that your organization actually has a sound decision procedure that actually happens later, and doesn’t mix the two stages. It’s also important for you to flag clearly that you’re in brainstorming mode, not in decision-making mode.)
Implement big changes carefully, and create common knowledge of that intention. Big changes should not be the result of naïve EV maximization, but should carefully take into account the full set of options (avoiding false dichotomies), the value of coordination (maximizing joint impact of the entire team, not just the decision-maker), externalities on other people/projects/communities, existing commitments, etc. Change management is hard; big changes should involve getting buy-in from the people affected by the change.
Consider radical changes without freaking out
As someone running an organization, I frequently entertain crazy alternatives, such as shutting down our summer fellowship to instead launch a school, moving the organization to a different continent, or shutting down the organization so the cofounders can go work in AI policy.
I think it’s important for individuals and organizations to have the ability to entertain crazy alternatives because it makes it more likely that they escape local optima and find projects/ideas that are vastly more impactful.
Entertaining crazy alternatives can be mentally stressful: it can cause you or others in your organization to be concerned that their impact, social environment, job, or financial situation is insecure. This can be addressed by pointing out why these discussions are important, a clear mental distinction between brainstorming mode and decision-making, and a shared understanding that big changes will be made carefully.
Why considering radical changes seems important
The best projects are orders of magnitude more impactful than good ones. Moving from a local optimum to a global one often involves big changes, and the path isn’t always very smooth. Killing your darlings can be painful. The most successful companies and projects typically have reinvented themselves multiple times until they settled on the activity that was most successful. Having a wide mental and organizational Overton window seems crucial for being able to make pivots that can increase your impact several-fold.
When I took on leadership at CLR, we still had several other projects, such as REG, which raised $15 million for EA charities at a cost of $500k. That might sound impressive, but in the greater scheme of things raising a few million wasn’t very useful given that the best money-making opportunities could make a lot more per staff per year, and EA wasn’t funding-constrained anymore. It took me way too long to realize this, and only my successor stopped putting resources into the project after I left. There’s a world where I took on leadership at CLR, realized that killing REG might be a good idea, seriously considered the idea, got input from stakeholders, and then went through with it, within a few weeks of becoming Executive Director. All the relevant information to make this judgment was available at the time.
When I took on leadership at EA Funds, I did much better: I quickly identified the tension between “raising money from a broad range of donors” and “making speculative, hits-based grants”, and suggested that perhaps these two aims should be decoupled. I still didn’t go through with it nearly as quickly as I could have, this time not because of limitations of my own reasoning, but more because I felt constrained by the large number of stakeholders who had expectations about what we’d be doing.
Going forward, I intend to be much more relentless about entertaining radical changes, even when they seem politically infeasible, unrealistic, or personally stressful. I also intend to discuss those with my colleagues, and make them aware of the importance of such thinking.
How not to freak out
Considering these big changes can be extremely stressful, e.g.:
The organization moving to a different continent could mean breaking up with your life partner or losing your job.
A staff member was excited about a summer fellowship but not a school, such that discussing setting up a school made them think there might not be a role at the organization that matches their interests anymore.
Despite this, I personally don’t find it stressful if I or others consider radical changes, partly because I use the following strategies:
Mentally flag that radical changes can be really valuable. Remind myself of my previous failings (listed above) and the importance of not repeating them. There’s a lot of upside to this type of reasoning! Part of the reason for writing this shortform post is so I can reference it in the future to contextualize why I’m considering big changes.
Brainstorm first, decide later (or “babble first, prune later”): During the brainstorming phase, all crazy ideas are allowed and I (and my team) aim to explore novel ideas freely. We can always still decide against going through with big changes during the decision phase that will happen later. A different way to put this is that considering crazy ideas must not be strong evidence for them actually being implemented. (For this to work, it’s important that your organization actually has a sound decision procedure that actually happens later, and doesn’t mix the two stages. It’s also important for you to flag clearly that you’re in brainstorming mode, not in decision-making mode.)
Implement big changes carefully, and create common knowledge of that intention. Big changes should not be the result of naïve EV maximization, but should carefully take into account the full set of options (avoiding false dichotomies), the value of coordination (maximizing joint impact of the entire team, not just the decision-maker), externalities on other people/projects/communities, existing commitments, etc. Change management is hard; big changes should involve getting buy-in from the people affected by the change.
Related: Staring into the abyss as a core life skill
Related: Staring into the abyss as a core life skill