Should You Get Their Opinion? How to Make the Right Decision Every Time
There are times you need to make a decision on your own.
Other times, you need to involve members of your team in a critical choice.
How do you know when to fly solo and when to include everyone? There is no "one best way" that works in every case.
Here's a simple guide to help you decide.
According to Vroom & Yetton's Decision-making Model, good leadership involves making good decisions.
Making a decision through the wrong process can get leaders in trouble.
Think of your decision-making as a continuum, with autocratic decisions at one end and democratic at the other.
On the autocratic side, you make the decision on your own and simply inform others about it (keeping the power to yourself).
On the democratic side, you and your team collaborate together to reach a consensus decision (giving everyone a voice).
There's some gray area in between that might be worth considering as well.
5 levels of decision-making:
One leader may frustrate followers with endless meetings that involve everyone in every detail of the business.
On the other hand, not including employees in major decisions can result in a knee-jerk resistance reaction.
So how do you decide how to decide? 3 things to consider: 1.
Time.
Involving everyone takes more time.
If you only have a few minutes to make a decision, you're going to have to do the best you can on your own.
Getting the whole group together to hash it out may not be an option.
If you have the time to include others, use the decision as an opportunity for team building.
2.
Acceptance.
Democratic decisions are more likely to be accepted.
When people don't feel included, they can may resent the outcome and put up roadblocks later.
If it's critical that you have support, you should involve key players up front.
3.
Information.
Do you have all the information you need? If not, you're going to have to include others to get the facts first.
There is some evidence that leaders who are trained to consider these factors in their decision-making are more effective.
This model can offer clear guidance for choosing the best method for making a critical decision.
The more you use it, the more you'll get a feel for the right approach to use in each new circumstance you face.
It provides a very logical approach for leaders striving to balance a participative management style with timely and effective decision-making.
Other times, you need to involve members of your team in a critical choice.
How do you know when to fly solo and when to include everyone? There is no "one best way" that works in every case.
Here's a simple guide to help you decide.
According to Vroom & Yetton's Decision-making Model, good leadership involves making good decisions.
Making a decision through the wrong process can get leaders in trouble.
Think of your decision-making as a continuum, with autocratic decisions at one end and democratic at the other.
On the autocratic side, you make the decision on your own and simply inform others about it (keeping the power to yourself).
On the democratic side, you and your team collaborate together to reach a consensus decision (giving everyone a voice).
There's some gray area in between that might be worth considering as well.
5 levels of decision-making:
- Autocratic level 1: You make a decision completely on your own, using whatever facts you already have.
- Autocratic level 2: You need to get some information from others first, and then you can decide on your own.
You are only asking for data or metrics here - not advice.
You may not even share why you need the information. - Consultative level 3: You share the problem with a few key individuals to get their advice, and then make the final decision on your own.
The whole group is not informed about the problem or brought together for discussion. - Consultative level 4: You share the problem with the whole team to get their ideas and suggestions, and then make the decision on your own.
You hear everyone's perspective, but are ultimately responsible for the making the final decision. - Democratic level 5: You share the problem with the entire group in discussion; you reach consensus agreement on the decision together.
Majority rules, so your opinion is not given any greater weight than the others.
Your role is mostly facilitative and you help the team reach a decision that everyone can agree on.
One leader may frustrate followers with endless meetings that involve everyone in every detail of the business.
On the other hand, not including employees in major decisions can result in a knee-jerk resistance reaction.
So how do you decide how to decide? 3 things to consider: 1.
Time.
Involving everyone takes more time.
If you only have a few minutes to make a decision, you're going to have to do the best you can on your own.
Getting the whole group together to hash it out may not be an option.
If you have the time to include others, use the decision as an opportunity for team building.
2.
Acceptance.
Democratic decisions are more likely to be accepted.
When people don't feel included, they can may resent the outcome and put up roadblocks later.
If it's critical that you have support, you should involve key players up front.
3.
Information.
Do you have all the information you need? If not, you're going to have to include others to get the facts first.
There is some evidence that leaders who are trained to consider these factors in their decision-making are more effective.
This model can offer clear guidance for choosing the best method for making a critical decision.
The more you use it, the more you'll get a feel for the right approach to use in each new circumstance you face.
It provides a very logical approach for leaders striving to balance a participative management style with timely and effective decision-making.