THE POWER OF TRUE CONSENSUS
(Salamat sa iyo Edward Marshall ng "In the Workplace".)
“Tayo na lang ang magdesisyon para sa kanila; mas alam natin ang nararapat.”
“Don’t mind them, they’re only an insignificant few.”
The Consensus Myth is the idea that consensus is impossible to reach and can be a barrier to progress in our workplace. Let Us look at some aspects of this myth:
1. Napakalaking oras at pagod ang ginugugol: Kinakailangan pa ng maraming diskurso. Napakasakit sa ulo ang makinig, intindihin at pag-isipang mabuti kung nararapat ang pinapanukala ng katrabaho. Kung ikaw ay miyembro pa ng ibang komite, siguradong makukulta ang utak mo sa sangkatutak na diskursong haharapin. Dagdag-parusa pa ang haharapin mong debate kung ikaw naman ang siyang may panukalang nakasalang sa miting.
2. "Can live with" consensus is as good as it gets: Another common view is that the only type of consensus possible is one in which people state their views, and if they don't agree with the decision, they "can live with it." In truth, a "can live with" decision typically results in those individuals saying later that they did not agree with it, especially if it goes against their will.
3. Ang consensus ay demokrasya. Ito ay ang 100% kasunduan sa pinaka-angkop na desisyon matapos kilalanin ang pagkakaiba ng pananaw at pagbibigay respeto sa kanya-kanyang prinsipyo. Ito ang nakasisigurong kikilalanin at igagalang ang anumang napagkasunduan sapagkat ang bawat isa ay may pag-aari sa desisyon na siguradong kanilang ipatutupad.
So the real question for leadership to address is not whether consensus is of any value, but whether it is a better decision to pay the costs of internal conflict, misalignment, miscommunication, arguments, politics, power plays, and ineffective implementation than to spend the time getting key leaders and teams to agree on how they will make decisions and work together -- and to do so by consensus.
Ang tunay na Konsensus: Ito ang alternatibong paraan ng pangangasiwa ng mga tao na may iba’t ibang prinsipyo, paniniwala at pag-uugali sa trabaho tungo sa kulturang pag-aari ng desisyon base sa prinsipyo ng tunay na consensus. Narito ang iilang paraan:
1. 100 percent alignment: If a team invests in building 100 percent ownership of its strategic decisions, it is guaranteed to have 100 percent alignment on the strategic direction and vision of the institution. Rather than managers being told what to believe, they believe because they own it. There is substantial bottom-line value when a company's leadership is all on the same page. It makes it more likely that the rest of the organization will be as well.
2. Igalang ang pananaw at prinsipyo ng iba. Sa halip na ibasura ang panukala ng katrabaho, unawain ang kabutihan nito. Narating ninyong lahat ang kasalukuyang pwesto dahil sa mabuting prinsipyo at pag-uugali ng bawat isa. Di lamang ikaw ang magaling at matalino. Magkaaway man sa katwiran at prinsipyo, kapwa kayo may maisusulong na magandang ideyang makakabuti sa organisasyon.
3. Reduce the cost of conflict by up to 90 percent. In company after company, we have found that when the front-end agreements are made, they reduce interpersonal and cross-functional conflict by up to 90 percent.
4. Itaas ang antas ng pagtitiwala at morale hanggang 100%. Makakabawas ito ng mga interpersonal or cross-functional conflict. Sa madaling salita, mas maraming panahon para sa kapaki-pakinabang na gawain sa paaralan.
5. Increase decision-making speed 50 to 100 percent: What is the value of making a strategic decision quickly, say, in two hours? Many organizations take weeks, if not months to make these key decisions, and then do so without true consensus, leading to all the other costs we have discussed. When there is true consensus, leadership trusts each other, motives are not questioned, politics no longer determine the outcome, and the right thing is done for the company. In a high-speed world, consensus will produce higher quality decisions faster than silo- or power-based decision-making.
At the end of the day, there is a choice to be made. But let us be clear about the choice. It is not the Consensus Myth that is the choice. Rather, it is a choice among ownership, alignment, speed and quality in the decisions we make, as opposed to decisions based on power, politics, personalities and misalignment.
The question is not whether true consensus decisions can be made. It is whether you want to pay the price in time to build ownership and alignment or pay for the rest of your organization's life in the form of conflict, disagreement and misalignment.
"Di na baleng sumakit ang ulo ko at gumugol ng maraming panahon bago makapag desisyon, sigurado naming makakabuti ito sa nakararami dahil pinagtulung-tulungan namin, di lang ng aking mga kakampi, kundi pati na rin ng aking mga katunggali sa trabaho."
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