The Decision Tree

Clarify ownership, expectations, & decision-making in less than 5 minutes

When making all the decisions suddenly sucks

When I first started leading larger teams, I was ill-prepared for the fact that so many people would look to me to make decisions. And not just big ones… I’m talking small, insignificant ones (or at least that’s what they felt like).

If you like being in control, I suppose this is a dream, but I saw it as more of a headache, because it meant that people weren’t feeling empowered, and I was drowning in information.

But my team members’ need for my stamp of approval wasn’t a result of faulty, controlling management, nor did it have to do with their inability to make decisions themselves.

Instead, it was because they didn’t have clarity around who owned decisions and why.

In my frustration and frenzy, I vaguely remembered something from my onboarding materials, so I went back to them and ended up uncovering just the thing I needed:

The Decision Tree.

“What’s that?” You might be asking.

The Decision Tree is a fabulous tool that helps team members understand which decisions they can make independently, which require collaboration, and which need to be made or approved at a higher level.

I love the Decision Tree because it’s not some abstract framework, but a super simple tool that promotes clarity, accountability, and thoughtful communication across all levels of an organization, leaving team members more empowered to make, contribute to, and better understand decision-making processes. And the best part is that it can easily be taught, learned, and implemented in no more than a few minutes.

The Decision Tree is inspired by Susan Scott’s Fierce Conversations, a fascinating read which makes the case for why clear, honest communication and intentional decision-making transform teams and outcomes. As Susan says:

“Poor decisions at any level can hurt an organization, but if you unwittingly yank a leaf off a tree, the tree won’t die. A leaf decision will not kill the tree if it is poorly made and executed. A wrong action at the root level, however, can cause tremendous damage.”

Because clear and honest communication:

• Shapes thoughtful day-to-day decision-making.

• Protects people’s energy and nurtures a positive organizational culture.

• Keeps small issues from growing into root-level crises.

And when we incorporate practical tools like the Decision Tree into our organizational structures, suddenly we find ourselves with more empowered team members, tighter accountability systems, and leaders who aren’t drowning in decision fatigue.

Let’s take a moment to break down the core elements of the Decision Tree—leaf, branch, trunk, and root decisions—and how you can start using this tool with your team today.

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🍃 Leaf Decisions

Leaf decisions are low-risk, everyday choices that should be accounted for within our normal workflow. They’re typically reversible in nature and don’t require input, saving the team at large coveted time and energy.

Examples of Leaf Decisions:

• Adapting a presentation for a client you know and understand well.

• Rescheduling a recurring team meeting due to a conflict with a training.

• Making minor purchases within your spending limit for a team activity.

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🌿 Branch Decisions

Branch decisions affect other individuals on the team or in our scope of work. These typically still fall within established norms and protocols, but they often benefit from collaboration or an alternative perspective.

Examples of Branch Decisions:

• Implementing the use of a new tool for a project you’re leading with a colleague.

• Changing the location of an important tracking document or procedure.

• Making a purchase that’s more expensive than usual.

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🌲 Trunk Decisions

Trunk decisions impact multiple people, teams, or processes. They should be made with broad input and often require managerial involvement.

Examples of Trunk Decisions:

• Shifting gears on a presentation you’re giving to a group of executives.

• Altering workflows or schedules.

• Launching a new system that affects multiple teams and departments.

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🌱 Root Decisions

High-stakes, strategic decisions that shape the future of the team or organization. These are difficult to reverse and should be made or approved by senior leadership.

Examples of Root Decisions:

• Setting or changing organizational priorities or policies.

• Implementing hiring or structural changes that change job descriptions.

• Making long-term financial commitments (such as purchasing a new software).

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💡 How to use the framework

• Assess: Figure out exactly the kind of decision you’re making.

  • Leaf Decision

  • Branch Decision

  • Trunk Decision

  • Root Decision

• Act: Proceed with clarity and thoughtfulness.

  • Know when to decide

  • Know when to collaborate

  • Know when to escalate

• Share: Update relevant stakeholders.

  • Leaf Decision? At least send a quick Slack message.

  • Branch Decision? At least send an email.

  • Trunk Decision? At least schedule a meeting.

  • Root Decision? An email and a meeting (or a few) will likely be best here!

• Repeat: And reap the benefits!

  • Because transparent and effective decision-making is a win for everyone!

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Want to start shaping the path towards clarity, decision-relief, and empowerment in less than 5 minutes?

****************Get my FREE tool here!****************

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