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By Simone Janson (More) • Last updated on October 02.04.2024, XNUMX • First published on 10.03.2016/XNUMX/XNUMX • So far 4823 readers, 1122 social media shares Likes & Reviews (5 / 5) • Read & write comments
Team-Decisions are trendy, lonely Executive-Decisions are out in the current management teaching. And yet joint decisions are often difficult and take more time. 10 tips to help you succeed.
Considering my column on Wirtschaftswoche that will appear tomorrow Online I have dealt with team decisions in more detail. All too often, they don't have a good reputation and are considered - not without reason - to be tedious: First, opinions and arguments have to be exchanged, then a compromise has to be found together. Lengthy discussions can be the result - and they cost one thing above all: time.
That's why many companies don't even try to make joint decisions. According to the motto "Many cooks spoil the broth", usually one person, usually the chef, meets them decision and presents the others with a fait accompli. Although this avoids the tiresome struggle for the best compromise, it often does not lead to the optimal result.
Because Canadian researchers have found that such decisions are less sustainable. Because a team makes a bigger one Background and more experience in the decision-making process than the individual. The Problem can be viewed from different perspectives.
There are many alternative solutions. In addition, everyone identifies themselves afterwards with those found Solutions and try harder for them Implementation, if they have taken responsibility for the decision. And: The responsibility for a decision rests on everyone's shoulders and not on the individual.
But team decisions can also be frustrating – namely when they go wrong. Eg one Meeting that to decision making is convened, but in reality it often has a completely different purpose: self-portrayal
The boss often expresses that confident seine Opinions, while the “subordinates” hesitate with their counter-arguments. Result: The boss's opinion has an impact on many team decisions clear more weight. The meeting becomes a pure show event.
Much more exciting is the decision-making process based on holocratic managementMethods, which do not promise any universally perfect solutions: the search is not for the perfect decision with which all satisfied are, but the most suitable alternative course of action at this point in time.
Objective is being able to continue working with a new idea. Any decision can always be replaced by a better one. This enables quick reactions, takes the pressure off and reduces the Anxiety from mistakes. And because all Employees any time ideas can contribute feel she shares responsibility.
It is clear that team decisions do not have to be as difficult as many believe. And one can quite contradict the boss and represent their own opinion.
It is true that employees often think that the boss may get angry if he is rejected; but the opposite is usually the case: Employees who express their opinions with sound arguments win the respect of the boss and can influence the decision.
And time does not have to cost the decision-making unnecessarily - it can be done with simple means: who clearly defines the problem, provides all the members in the team with the necessary information and limits the discussion time from the beginning, shortens the often-feared tough tug-of-war for a compromise considerably.
If several people make a decision together in the team, that can be extremely fruitful. So that this is not a tough tug-of-war, you should pay attention to some points.
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Simone Janson is publisher, Consultant and one of the 10 most important German bloggers Blogger Relevance Index. She is also head of the Institute's job pictures Yourweb, with which she donates money for sustainable projects. According to ZEIT owns her trademarked blog Best of HR – Berufebilder.de® to the most important blogs for careers, professions and the world of work. More about her im Career. All texts by Simone Janson.
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