participative decision making (lightning talk at lkce 2014 in hamburg)

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The presentation discusses several decision making mechanisms: "I decide, you follow", consultation by management, majority voting, Konsent and individual consultative decisions. The slides show how the decision making mechanisms work and discusses the pros and cons. Last but not least the relation between decision making mechanisms and organizational culture ist discussed.

TRANSCRIPT

Participative Decision MakingBeyond Majority Voting

Lean Kanban Central Europe, 11-nov-2014Stefan Roock, stefan.roock@it-agile.de, @StefanRoock

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I decide, you follow

Easy to install.

Fast.

Manager as bottleneck.

Risk of bad decisions (due to

lack of insights and bottleneck

situation).

No empowerment of employees.

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Consultation by Manager„As the manager in charge of a

decision I consult employees affected by my decision. That way

I increase the chance to understand their needs and have the chance to create a better

decision.“

Better decisions and higher

commitment than „I decide, you follow!“

Needs time.

Manager as bottleneck (even more).

No empowerment of employees.

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Majority Voting

Fast.

May cause alignment problems

with the „no“ voters.

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👍 👊 👎

Konsent

Great for me! Will support it if the group wants it.

Veto! Can’t support it.

I will help to create a better solution, at least by

explaining the veto or even better by suggesting a small modification to the

decision.

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Konsent

High alignment.

Improvement process incorporated.

Causes a lot of effort for larger groups or

asynchronous decision making.

May not converge for larger groups.

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Consultative Individual Decision

Choose a decider

Consult Decide

Practice forgiveness

Learn for next decision

Publish decision

Konsent is not feasible

Niels Pfläging: „Organize for complexity“

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Consultative Individual Decision: Our first reaction

„That can’t possibly

work. Let’s try it!“

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Consultative Individual Decision: Why it works

Social pressure

regarding the process of

consultation (and not

the decision itself).

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Consultative Individual Decision

High alignment (but lower than Konsent).

Improvement process incorporated.

Works asynchronously.

Needs time.

May degenerate to majority voting under high

social pressure.

we use it for

• company process changes (e.g. our innovation

process, office fridays)

• salaries

• final employment decisions (after probation period)

• investments

• etc.

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Summary„I decide, you follow“

Consultation by manager

Majority voting Konsent

Consultative Individual Decision

Large groups high effort

Large number of decisions bottleneck bottleneck high effort

Alignment with decisions

dependent on

reputation

problem with „no“

voterssuper high

dependent on company

cultureAsynchronuos

decision making

high effort

Time frame for decision

minutes to hours weeks minutes to

hourshours to

days weeks

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In the end it’s all about organizational culture - of course

Organizational culture

influences how a decision

mechanism works.

AND

The used decision

mechanism influences the

organization culture.

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Thank you for your attention

Stefan Roock, CEO stefan.roock@it-agile.de Twitter: @StefanRoock

Agility on all levels

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a participative church minister hiring process -...
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democratie participative
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