Consensus-based Decisions

For planning to be successful, an organization needs to have the right people involved and needs to make the right strategic decisions. To that end, making the right decisions often involves consensus decision-making. But…what does consensus really mean?  Consensus is often confused with “consult and decide” and “unanimous” decision-making approaches. Consult and decide usually means that a leader will first ask the opinions of others, and then make the decision on their own…with or without giving a rationale for the decision.  On the other side of the coin, unanimous decisions are full agreement.

In some organizations, strategic decision making is a “free-for-all,” a jumbled and mysterious process whereby a leader tries to decide the strategic priorities for the organization with the group. Often the decision process involves voting, rock/paper/scissors, heated debates, and a hasty drive to make decisions based on the most vocal participants in the group. Unfortunately, these dynamics can lead to win/lose decisions that create water cooler discussion and resistance. However, the most effective strategic decision-making often comes from meetings in which consensus is seen as a process as well as an outcome. Effective decision-making comes from planning teams that understand that a consensus decision is one that all team members can support. They realize that consensus decisions may not be the decisions most preferred by all members. The assumption is that when true consensus is reached through a process in which everyone has a voice, the output usually leads to collective ownership, commitment, and superior decisions.

When I facilitate decision making sessions, I like to use the “70/100 rule” and “Five Finger” method. The 70/100 rule means that the team members are at least 70% comfortable with the decision, but 100% committed to it. The Five Finger method allows participants to provide a show of support for a decision by displaying one to five fingers…see below.

One finger means that you are opposed to the decision and will likely resist it;
Two fingers mean that you are opposed to the decision, but will not resist;
Three fingers mean that you are opposed, but will work for it;
Four fingers means that it is a good idea and you will work for it;
Five fingers means that it is a great idea and you would like to lead it!

The Five Finger method gives everyone a voice and it makes their preference visible to all. In addition, it can create a broader problem solving discussion to work towards true consensus. If you would like your  meetings to be a success, be sure to have a qualified facilitator who fully understands the complexity of obtaining true consensus on your change initiatives.