Encouraging people with differing views to reach an understanding is a regular challenge for business leaders. Mediating these debates effectively takes experience, time and skill.
Success depends on leadership, facilitation and an ability to foster collaboration. Throughout my career, I have learnt that one way to achieve this is to break the process down into three steps: discuss, identify and engage.
Collaborative decision-making in three steps
Good discussions require open dialogue and active listening. Open dialogue allows everyone to express their views without the fear of judgement, while active listening ensures that all perspectives are heard and considered. Together, this fosters mutual respect and a shared understanding of the problem.
To achieve this, you need to create a safe environment where everyone feels comfortable sharing their opinions. Encourage everyone to listen without interrupting and to ask clarifying questions to ensure full understanding of each viewpoint.
When people are part of the solution, they are more likely to support the outcome
The ‘identify’ step is about pinpointing common goals and interests. People may have different approaches, but they will usually be aligned on the overarching goal. By focusing on shared objectives, you can find common ground and reduce tension around conflicting strategies.
Steer the conversation toward identifying shared business objectives. Once these goals are defined, facilitate discussions on how each person can contribute to achieving those objectives.
The final step is ‘engage’. This is the process which informs your final decision and involves facilitating collaborative problem-solving. When people are part of the solution, they are more likely to support the outcome.
Collaborative problem-solving encourages team members to create a solution that incorporates the best elements of differing views.
Organise a structured problem-solving session where each person contributes ideas. Use techniques like brainstorming, prioritisation or compromise to merge different approaches into a cohesive plan.
Promote buy-in by ensuring that everyone has a say in the final solution. By fostering open communication, focusing on common goals and encouraging collaboration, you can find agreement and align your team on the path forward.
Having the courage of your convictions
Throughout this process, it’s crucial that business leaders understand alternative perspectives. But understanding the difference between having a conviction and being closed to other viewpoints is just as important.
In my experience, it’s always good to be open-minded, without losing your own perspective along the way. Above all, as a leader, you need to be prepared and willing to make a decision – even if it’s not a decision which everyone agrees with.
Sairah Ashman is global CEO of brand consultancy Wolff Olins
Encouraging people with differing views to reach an understanding is a regular challenge for business leaders. Mediating these debates effectively takes experience, time and skill.
Success depends on leadership, facilitation and an ability to foster collaboration. Throughout my career, I have learnt that one way to achieve this is to break the process down into three steps: discuss, identify and engage.
