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Make sure the group understands the nature of consensus .
It's usually not everyone's first choice, but it's a decision everyone
can live with. If someone can't live with it, it’s up to them to
make a counterproposal.
Consensus means that every member can say......
“I believe that you understand my point of view and
that I understand yours.”
“Whether or not I prefer the group decision, I support
them because
• They were reached fairly and openly
• They are the best decisions at this time."
"We all share in the final decision."
Consensus does NOT mean...
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a unanimous vote
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everyone's first choice
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that everyone agrees, although enough need to be in favor to get the decision
carried out.
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| To be sure, consensus decision making takes more
time and energy...but, most groups find that energy spent on the "front-end"
(during the consensus process) results in a far more efficient and effective
implementation of the decision later on.
On the other hand, Quick "down and dirty" voting often results in very
poor implementation.
"You can spend the energy now, or you can spend even more energy
later!" |
Focusing consensus means...
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All participants contribute resources. Encourage use of one another's
resources and opinions. View different as helpful rather than as
a hindrance.
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Everyone can paraphrase the issue.
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Everyone has a chance to describe their feelings about the issue.
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Those who continue to disagree indicate publicly that they are willing
to go along for an experimental try for a prescribed period of time.
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All share in the final decision.
Sometimes its best to go ahead and vote in the traditional way.
If consensus cannot be reached a group can always fall back on some win/lose
method like voting, or executive decision. However, it is very difficult,
if not impossible, to move from a win/lose approach to a more collaborative,
win/win one.
The Big Question asked by administrators: "How can I involve
my subordinates in decision making without giving up my ultimate responsibility
and accountability for the final decision?"
The key to this problem lies in the definition of consensus.
Remember, consensus is reached when everyone in the group can "live with"
the decision without feeling compromised. As a member of the group,
the principal's approval is necessary for consensus. Your veto
blocks consensus . Since voting is not permitted, you can't be
outvoted by your subordinates. The group must develop a solution
that you can support wholeheartedly. If consensus is impossible,
then the decision is placed back in your hands, you can exercise your right
to make an executive decision. |
Bill
Kennta writes about consensus in the Fall 1995 edition of the Journal
of Staff Development.......
"Some people dislike the consensus model of decision making because
it requires more time to make a decision than does a conventional model
of voting. While voting enables a group to determine who is in favor
or opposed to a proposal, voting does not always indicate what people can
or will support.
"More than that, the mount of extra time required to reach consensus
is offset during the implementation stages of a proposal. Said differently,
conventional
models of voting enable groups to spend less time a the front end of a
proposal, but more time will be spent during the implementation stages
if there isn't group-wide endorsement of the proposal."
Underpinning: " People are more likely to carry out the actions
called for by a decision when they understand the implications of the decisions
and when they have committed themselves publicly to shouldering their parts
of the task. "
The Handbook of Organization Development in
Schools and Colleges; Richard Schmuck and Philip Runkel
Observations:
1. Takes time- operational theory takes more time up front & less
after the decision
2. Involves people- people are at different points in regards to embracing
OD
3. It works best in a transparent /collaborative group environment
4. Clarity about the process, group agreements people own, clear agendas
are are crucial to consensus decison-making.
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