Some years ago, while consulting, I spent many hours in a car with a younger colleague. Our client was three or four hours away, and for most of two projects we made the drive nearly every week. That is a great deal of time to talk. She was early in her career, bright and ambitious, and good at the work. From time to time the conversation came round to careers, and it was plain she was frustrated with how slowly hers was moving. Thanks for reading James Maconochie | Architecture & Attention! Subscribe for free to receive new posts and support my work. I should say at once that I knew the feeling. I had it many times in my own career, and I am not sure I ever entirely lost it. So I tried to encourage her. I pointed to what I had watched happen over those two projects: the progress she had made, and the trust and respect she had earned from the client and from our own team. I told her that the frustration was common, and that measuring yourself against people you believe are at your level is a reliable way to stay unhappy. I said something like this more than once. If you have ten goals on an engagement, and you achieve six of them, you have not failed. You have six wins. I did not think it landed. She heard me, she was gracious about it, and as far as I could see, the frustration stayed where it was. In her accounting, as I read it then, anything short of ten was a loss. I have thought about those drives often since, because over a consulting career that ran from 1998 to 2023 I met that accounting more and more often, and found it harder and harder to argue with. No Running Total Baseball has a number for this. A hitter’s batting average is simply how often he gets a hit. One who manages it three times in ten is among the best in the game, which means the best hitters fail far more often than they succeed. Nobody watching thinks of them as failures, because nobody judges a hitter on a single trip to the plate. The average only exists because someone keeps the record. That is what I was trying to offer my colleague on those drives, though I did not have the words for it then. I was asking her to keep a ledger: a running record of what she had attempted and how it turned out, read as a whole. Six of ten, on a ledger, is a good season. What I was arguing against has no ledger. Each goal, each review, each argument is scored as a win or a loss on its own, and then the score is thrown away. Nothing accumulates. With no running total, the only result that feels safe is a perfect one, and anything less reads as defeat. I think this is one way absolutism gets made. We usually describe it as stubbornness or certainty, and sometimes that is all it is. There are also matters of principle on which people are right not to settle for six of ten. But much of the all-or-nothing I met was neither. I have come to see that part as a bookkeeping problem. It is judgment with no record behind it. In August, in The Ledger We Refused to Read, I wrote about a government that had a record of its own past judgments and, as far as we were shown, did not consult it. This is the same failure at the scale of one person. The government had a ledger and left it closed. The absolutist never started one. What Gets Counted I said I met this accounting more often as the years went on. I should be careful about what that is worth. It is one consultant’s impression, formed over twenty-five years of working alongside people younger than me, and I have no study to back it up. But I do not think I imagined it, and I think I know one place it is taught. It is taught at work. In several companies I worked for, the review process ran the same way. Each year started more or less from zero. What counted was this year, and often the last few months of it. The result that mattered was a yes or a no on promotion, so six strong achievements and no promotion registered as a no. And where places were limited, the firm itself measured you against the people at your level. I told my colleague not to compare herself with her peers. The system she worked in may have been doing it for her. None of these firms lacked records. The reviews were on file, year after year. I am not aware that anyone read them as a whole. It would have taken too long. Whether that was oversight or convenience, I cannot say. The same accounting runs well outside the office. In politics, on television, online, a deal that secures most of what a side wanted is reported as a surrender, and conceding a point is treated as losing the exchange. I cannot prove what caused this. I can point to something that would reinforce it. Much of public conversation now happens on platforms that keep score, and what they count matters. They count reactions: how many people responded to this post, this clip, this reply, today. Nobody’s page shows how their judgments held up over five years. These platforms do keep a running total. It is a total of attention. So the scoreboards most of us look at every day, at work and online, reward the recent and the visible. Neither has a place to show how your judgment held up over the years. If you wanted to teach people to score each exchange alone and discard the result, I am not sure you could design a better classroom. Where The Frame Could Break This argument is weaker in at least three places than I have made it sound. First, a batting average treats every attempt as equal, and decisions are not equal. I trained as a civil engineer. Nobody wants a bridge designer who gets six out of ten right. In September, in Who Is Left Holding the Napkin, I described a model that scored every bridge on two things: its condition, and the consequence if it failed. A ledger of judgment needs that second column. Counting six of ten as a win is sound advice for a career, an argument, or a negotiation. It is dangerous advice anywhere one error is permanent, because the people who pay for it do not get another turn. It is also the first question I would ask of any AI system offered to me on the strength of its average: is this use a negotiation, or a bridge? The second concerns my colleague, and I owe her this. I told her to temper her expectations. Her expectations may have been reasonable, and the pace may have been the problem. Capable people early in their careers are sometimes held back for reasons that have nothing to do with their outlook, and “be patient, count your wins” is convenient advice for an employer to have in circulation. I believed what I told her, and I still think it was true. But I was a senior colleague describing the view from further along, and I cannot rule out that some of her frustration was an accurate reading of her situation. The third is the hardest. A ledger you keep for yourself does not change the one your employer keeps. If the firm counts only this year, and only yes or no, your private record of steady progress settles nothing at review time. I do not have a full answer to that. Companies are the way they are, and short of starting your own, there is little you can do about how they count. I wrote last week, in The Better Design Waits for the Rule, about why a better arrangement everyone can see still doesn't happen until the rule changes for everyone at once. Review systems are no different. This is the individual’s side of that problem. What you can change is how much their count weighs with you. I am not the person to preach this. For most of my life, I have wanted other people to confirm my worth, and I have been disappointed by promotions, raises, bonuses, and awards more often than I would like to admit. It is less than it was. It has not gone. But I have slowly learned to give my own opinion, and my family’s, at least as much weight as an employer’s. That only works if my own opinion is worth trusting, and an honest record is what makes it so. None of these undoes the argument. All three narrow it. Keeping a ledger is no reason to accept whatever you are given. It lets you tell the difference between a bad season and a bad game. Keeping The Count So here is what I would say now, with better words than I had in the car. Keep a ledger of your own judgment. The full version is simple to describe. Before something matters, write down what you expect, why, and what you would count as a good result. Afterward, go back and read it. An entry written beforehand cannot be adjusted to suit how things turned out, and that is what separates a ledger from a diary. Its job is to make it harder to fool yourself about how you are doing, no matter how the truth turns out. It is roughly what the best forecasters do: commit to a prediction in advance, then score themselves against what happened. I should admit that I have never kept one that carefully, and I doubt many people will. It takes time, which is why those firms never read their own files. So I would settle for less. I could be persuaded to do it properly for the few decisions that matter most. For the rest, before you call something a failure, ask two questions: what did I actually expect, and what does my record on things like this look like? Note what happened, and also whether the call was sound. A good decision can turn out badly and a poor one can get lucky. Over enough entries, the record starts to show which is which. Then read the record as a whole. Six of ten cannot be judged alone. Read against a record, you can tell whether it was a good season or a poor one. And notice what a ledger does to being wrong. If each argument is the entire score, conceding a point means losing everything, so of course people refuse. With a running total, a concession is one entry among many. You can afford it. That is how it worked for me. I like to think I grew wiser. I know I acquired a longer record, and it told me that being wrong on a Tuesday had never yet finished me. I also had the standing by then to survive a bad Tuesday, and I know that not everyone does. The most important thing I kno