In "Oppor-too-nity", I explored how the abundance of modern opportunities can paradoxically lead to inaction and scattered focus.
This follow-up post is primarily about developing the a framework of management to choose the right ones.
I think a crucial step in discerning between opportunities is building a robust personal foundation.
For the most part, the complexity of modern choice is mostly centered around the architecture of decision-making itself, rather the quantity of choices at our disposal.
When our ancestors faced choices, they were often binary and immediate: fight or flight, hunt here or there, plant now or wait.
Our choices today, exist in a web of interconnected possibilities, which tells us that this new landscape requires a different kind of decision-making framework.
Making the use of analogy, we can think of it like building a house. You need a solid foundation and clear architectural plans, before you can start constructing walls and laying floors.
In the context of opportunity management, your foundation is your personal value system, and your architectural plans are your long-term vision.
An interesting thing that I've notice with values is they're generally grounded in stability. Goals and circumstances change, core values more or less tend to remain constant.
So this can be an anchor of sorts that can act act as your internal compass, pointing true north even when the path ahead is foggy.
Besides, when you understand your values deeply, they become a natural filter for opportunities. Deep inside, all of us know what's good and not good for us.
But there's also a subtlety here that's always overlooked: the difference between acquired strengths and natural inclinations.
Don't we live in a culture that celebrates the "you can be anything you want" narrative?
Granted, this can be very empowering in many sorts of way, such as breaking down perceived limitations and encouraging people to pursue dreams that once seemed impossible.
To be honest, it also obscures an inherent truth, which is we thrive most when working with our natural grain rather than against it.
Now, this theoretical understanding can set the stage for practical application, but it's worth mentioning that the theory itself is actionable.
For one, simply understanding that not all opportunities are created equal, and that our response to them should be guided by internal alignment rather than external pressure, can dramatically shift our decision-making landscape.
Moving from theory to practice, a first step could be to start by creating space even before looking for opportunities to seize.
What that means for example, is conducting an honest audit of our current commitments and activities. What are we doing out of genuine alignment versus mere habit or perceived obligation?
The strategic elimination framework begins here, with what can be called the Three Filters Test.
Basically, these filters act as progressive refinements, each more stringent than the last.
Alignment is your first and most crucial filter. Does this opportunity resonate with your core values and long-term vision?
Second filter test is timing. Even perfect opportunities can come at imperfect moments.
And the final filter is resource reality – an honest assessment of what you can realistically commit.
These filters work best when applied in order, because an opportunity that fails the alignment test doesn't need to be evaluated for timing or resources.
Putting it all together, one could use this real-world scenario as an example.
Imagine being offered a high-paying position at a fast-growing startup. Here's how the Three Filters Test can be applied:
Alignment Filter: The role involves building and mentoring a team (aligns with your value of helping others grow) and involves creative problem-solving (matches your strength). However, the product doesn't resonate with your personal values. First flag.
Timing Filter: The position requires immediate relocation and 80-hour work weeks, just as you've committed to other important personal goals.
Resource Reality: Although the compensation is attractive, the role would require sacrificing your current side project and family time, resources you've deemed crucial for your long-term fulfillment. Second Flag.
In this case, despite the opportunity seeming attractive on paper (high pay, prestigious title, growth potential), it fails all three filters. Making the decision clearer from what might have been an agonizing choice becomes a confident "no."
Of course, this is just an example and seems over-simplistic, reality can be far more nuanced. But as a general rule of thumb, I think enthusiasm can be a powerful indicator of alignment too.
Because when an opportunity truly aligns with our values and vision, our response isn't usually measured or fluffy, it's energetic. Similar to the "Hell Yeah!" or "Absolute No!" concept.
Thanks for reading!! Share your thoughts below on the comments.
