The collaboration movement has made its mark on many organizational cultures.
Gone are the days of autocratic bosses handing down decisions to their unquestioning employees. Today's leaders value the knowledge and perspectives of their team-members and strive to leverage their input to make the best decisions possible.
For the most part, this is good thing. Employees report higher levels of commitment, work satisfaction, and morale when they are given a voice in decisions that affect them.
However, just as there are still a few leaders who have yet to cease ruling with an iron-fist, there are just as many who have taken the idea of democracy too far. Utilizing too much of a command-and-control style can have a negative impact on employee commitment, follow-through, and performance. But at the other extreme, too much forced harmony and consensus can render a team ineffective.
How, then, can you find the right balance in your decision-making to maximize efficiency and commitment at the same time?
Unfortunately, there is no "right" strategy that is perfect for all teams and all situations. As a leader, you are faced with myriad factors that could impact the decision-making process. But luckily, there is a simple model to help you understand the different methods of decision-making and how to choose the most effective one for your situation.
Four Methods of Decision-Making:
1. Command
2. Consult
3. Vote
4. Consensus
Command
This is the classic autocratic model of "I decide, you do." And while this method is increasingly out of vogue, there are instances when it is still the best and most effective way to make a decision.
Appropriate times to use it include:
- In an emergency situation that requires quick action;
- When your hands are tied by external factors (e.g., you must comply with laws and regulations, meet customer demands, or a decision has already been handed down to you from above);
- In situations where the stakes are low and others don't care much about the outcome.
Tip: Even though the decision is already made, explaining the reasons behind it and the expected impact on those affected may help to increase commitment.
Consult
With this method, the leader asks members of his or her team for their input and opinions before making the decision. Note that, although the leader is seeking input, he or she is retaining the right to make the final decision autonomously. They are merely gathering information and taking different perspectives into consideration before arriving at a decision.
Use this method when:
- Others hold information that impacts the decision;
- There are many options to consider;
- People care about the outcome of the decision;
- You need to gain ideas and support without bogging down the process.
Tips: Make it clear that even though you are asking for input you will be making the final decision on your own. Also, avoid using the consult method when you have already made up your mind. Employees will see right through this and it will only damage your credibility.
Vote
When there are several good options on the table and the stakes aren't terribly high, a good old-fashioned majority-rules vote is a good way to make a decent decision quickly.
Use this method when:
- Stakes aren't that high and you need to make a decision quickly;
- There are several good options to choose from;
- People don't care enough about the decision to engage in lengthy debate;
- People understand they must support the final decision even if they voted against it.
Tip: Don't default to voting when an issue is important enough to warrant debate and people are having a hard time arriving at a decision. This may feel like an easy way to speed up a laborious process, but it will not result in a high-quality decision if that is what you need.
Consensus
The final method of decision-making is by consensus. This means discussing an issue until you reach a decision that everyone can agree to. This can be a tedious process when working with a large team or complex issue. On the one hand, it yields the most well-thought-out, highest quality decisions, but if not managed properly, it can also waste a lot of time.
Consensus is the best method when:
- The stakes are high and the decision is complex;
- You need the support and commitment of everyone in order for the decision to be successful.
Tips: Don't apply consensus to situations that don't warrant the time or attention. Also, make it clear that everyone will not necessarily get their first choice. Some compromise may be necessary and the goal is to reach a decision that everyone can support.
So, there you have it. In order to make more effective decisions, we must first take a step back and make some decisions about how the decision in question should be made.
Even with the right method, sometimes help is needed to come to the right decision.
Our facilitators are skilled at helping teams make decisions and are here to help you. If, as the leader, you need to be part of the process, having an unbiased third-party can help you achieve the best outcome for your team.
