{"id":12004,"date":"2020-09-21T20:18:40","date_gmt":"2020-09-21T18:18:40","guid":{"rendered":"https:\/\/managementberatung-coaching.de\/?p=12004"},"modified":"2024-10-07T12:25:12","modified_gmt":"2024-10-07T10:25:12","slug":"decision-culture","status":"publish","type":"post","link":"https:\/\/managementberatung-coaching.de\/en\/entscheidungskultur\/","title":{"rendered":"Increasing the decision-making authority of teams - a step towards more self-organisation"},"content":{"rendered":"<h2 id=\"was-ist-der-nutzen-einer-entscheidungskompetenten-organisation\" class=\"gb-headline gb-headline-2187bdfd gb-headline-text\">What are the benefits of a decision-making organisation?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Traditional decision-making processes lead to a bottleneck in many companies, the \"bottle neck\" boss. Productivity increases in companies whose employees and teams are able to make the decisions they need for their work independently. Available time is utilised more effectively and in the interests of the corporate design and development process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees feel their contribution to the company's success and are therefore more committed.<\/p>\n\n\n\n<h3 id=\"was-sind-weitere-nutzenpotenziale\" class=\"gb-headline gb-headline-16cb4b5d gb-headline-text\">What are the other potential benefits?<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The meeting time is reduced<\/li>\n\n\n\n<li>the number of meetings is reduced<\/li>\n\n\n\n<li>The time freed up can be used for substantive work in line with the defined objectives<\/li>\n\n\n\n<li>Managers experience relief<\/li>\n\n\n\n<li>Employees gain creative freedom<\/li>\n\n\n\n<li>The interaction between manager and team is at eye level<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The ability to deal with conflict within the team increases as employees have learnt to make decisions together<\/li>\n\n\n\n<li>Conflicts decrease<\/li>\n\n\n\n<li>The follow-up costs due to smouldering or open conflicts are significantly reduced<\/li>\n\n\n\n<li>Employees feel better and are healthier<\/li>\n\n\n\n<li>Absenteeism and internal resignation dwindle<\/li>\n<\/ul>\n\n\n\n<h2 id=\"welche-rahmenbedingungen-sind-voraussetzungen\" class=\"gb-headline gb-headline-1ebd5956 gb-headline-text\">What framework conditions are required?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">There are three key prerequisites for the development of a decision-making organisation:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Clarity of purpose and objectives<\/li>\n\n\n\n<li>Trust<\/li>\n\n\n\n<li>Transparency<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Let's look at these three requirements in detail:<\/p>\n\n\n\n<h3 id=\"zielklarheit\" class=\"gb-headline gb-headline-7b640fe4 gb-headline-text\">Clarity of purpose and objectives<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In order for employees and teams to be able to make decisions in line with the company's objectives, these must be clear to everyone involved. It is therefore essential to regularly clarify the following questions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What do we want to achieve and by when?<\/li>\n\n\n\n<li>What decisions are needed to achieve what we want to achieve?<\/li>\n\n\n\n<li>What else is important to achieve the goals?<\/li>\n<\/ul>\n\n\n\n<h3 id=\"vertrauen\" class=\"gb-headline gb-headline-83c87220 gb-headline-text\">Trust<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Trust is important at various levels. Employees need healthy self-confidence in order to feel secure in the decision-making process. They also need trust in relationships and in the organisation. Relational trust in the form of a tangible advance of trust granted by the manager. Organisational trust in the team that everyone is pulling in the same direction and acting in line with the defined objectives. Another component of relationship trust is the knowledge that you are allowed to make mistakes. Without a strong culture of error tolerance, it is not possible to build a decision-making organisation.<\/p>\n\n\n\n<h3 id=\"transparenz\" class=\"gb-headline gb-headline-fc668d6d gb-headline-text\">Transparency<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Transparency is needed at various levels:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The level of decision latitude <br>What is the team allowed to decide alone and what is not? How are decision-making processes that lie outside the team's competency handled? Who is involved? The supervisor or another team? These questions need to be answered clearly in advance.<br><\/li>\n\n\n\n<li>The level of information <br>Knowledge and information no longer have a status character but are available to everyone.  Only in this way can employees make decisions in a productive manner in line with the company's objectives.&nbsp;<br><\/li>\n\n\n\n<li>Dealing with wrong decisions<br>Transparency must also prevail at the level of wrong decisions. How do employees and teams proceed when they realise that their decisions need to be revised? To whom is this addressed? Who is involved in the decision-making process? How might the team composition need to be changed in order to add another perspective to the decision-making process and thus improve the quality of the decision?<\/li>\n<\/ul>\n\n\n\n<h2 id=\"wie-sieht-der-weg-hin-zu-einer-entscheidungskompetenten-organisation-aus\" class=\"gb-headline gb-headline-8d122537 gb-headline-text\">What does the path to a decision-making organisation look like?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The path to a decision-making and self-effective organisation comprises five key steps:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Create framework conditions<\/li>\n\n\n\n<li>Allow time for cultural change<\/li>\n\n\n\n<li>Identify decisions that have a low risk<\/li>\n\n\n\n<li>Develop competences<\/li>\n\n\n\n<li>Establish short review cycles to gain security in the process<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Let's take a look at steps 2-5 in detail:<\/p>\n\n\n\n<h3 id=\"zeit-fur-den-kulturellen-wandel-einplanen\" class=\"wp-block-heading\">Allow time for cultural change<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Developing a decisive and effective organisation takes time. Time to accept, internalise and implement the many changes that come with it. This, in turn, is only possible if employees and managers are prepared to leave their comfort zones and develop. And this development takes time and a \"policy of small steps\".<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What can this change look like in everyday life? I will explain this in the next three steps.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"konsent\">Identify decisions that have a low risk<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">To explain this aspect, I would like to use an image from my family environment. Do you remember when you first learnt to swim? In the beginning you probably had water wings on, were in knee-deep water and swam back and forth between two adults. The distance was certainly no longer than five strokes. Over time, you became more confident and the swimming distance increased. At some point, they took off their water wings. You can imagine the rest.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-a819fafc gb-headline-text\">This is exactly how the development towards a decision-making and effective organisation should proceed. Water wings and knee-deep water are the decisions that, if they go wrong, have a minimal risk.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This allows employees to practise the process of making decisions independently and develop ever greater confidence in their competence. It is just as important in this \"practice process\" to build up the skills required to categorise decisions in an overarching context, to understand the consequences, to develop a plan B and to incorporate different viewpoints and perspectives into the decision-making process in an appreciative manner. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">What other skills are important and how do you build them up?<\/p>\n\n\n\n<h3 id=\"kompetenzen-entwickeln\" class=\"gb-headline gb-headline-0f4fff08 gb-headline-text\">Develop competences<\/h3>\n\n\n\n<p class=\"gb-headline gb-headline-ddb43e4b gb-headline-text\">An elementary skill is the ability to make productive decisions in a team. This is achieved with the consensus method from sociocracy. Consensus\" is defined as the absence of serious objections (that jeopardise the common goal).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Four attitude principles are a prerequisite for the successful use of the consensus procedure:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">1. Alignment with the common goal<br>A common goal replaces personal preferences and interests in decision-making, which otherwise often influence the discussion subliminally.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">2. Integration of multiple perspectives<br>The perspectives of all employees are consistently integrated from the beginning of the process.<\/p>\n\n\n\n<p class=\"bottom-10 wp-block-paragraph\">3. Separation of information and opinion<br>Before exchanging opinions in decision-making situations, there are first questions to clarify understanding.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What questions of clarification do you have? <\/li>\n\n\n\n<li>What is your opinion on the proposal?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">4. Solution-oriented inclusion of objections<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Objections are very welcome because they help to improve the solution. How objections are dealt with also has an impact on the acceptance of the solution and ultimately on the implementation of the decision made. It is important that the objections are received and integrated in a solution-focussed manner: \"How do we need to change the solution so that you can support the decision?\"<\/p>\n\n\n\n<p class=\"bottom-10 wp-block-paragraph\">In order to anchor these four principles in the team, the team members need the following competencies:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Communication skills: How can we bring individual perspectives into the team in an appropriate and understandable way?<\/li>\n\n\n\n<li>Conversation skills: How do I get relevant information about the other stakeholders in conversations?<\/li>\n\n\n\n<li>Facilitation skills: How can I set impulses that lead us to new solutions?<\/li>\n\n\n\n<li>Conflict skills: How do I manage to keep the group's focus on solutions even in controversial discussions and contentious decision-making situations?<\/li>\n<\/ul>\n\n\n\n<h3 id=\"kurze-reviewzyklen-etablieren-um-sicherheit-im-prozess-zu-gewinnen\" class=\"gb-headline gb-headline-e685e1f5 gb-headline-text\">Establish short review cycles to gain security in the process<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In order to give employees, teams and managers security in this new process, it is essential that decisions made are reviewed in short review cycles. Ideally, you should define when a review makes sense at the time of decision-making.<\/p>\n\n\n\n<p class=\"topline wp-block-paragraph\">Conclusion<\/p>\n\n\n\n<h2 id=\"eine-entscheidungskompetente-organisation-ist-die-voraussetzung-fur-eine-selbstorganisierte-und-wirksame-organisation\" class=\"wp-block-heading klein\">A decision-making organisation is the prerequisite for a self-organised and effective organisation<\/h2>\n\n\n\n<p class=\"gb-headline gb-headline-a61f00e1 gb-headline-text\">A decision-making organisation is the prerequisite for companies to work in a self-organised and effective manner to achieve their corporate goals. A decision-making organisation is therefore a prerequisite for maintaining long-term competitiveness, high employee satisfaction and entrepreneurial and economic success.<\/p>","protected":false},"excerpt":{"rendered":"<p>A decision-making organisation is the prerequisite for companies to work in a self-organised and effective manner to achieve their corporate goals. A decision-making organisation is therefore a prerequisite for maintaining long-term competitiveness, high employee satisfaction and entrepreneurial and economic success.<\/p>\n<p>I explain three questions in this article:<\/p>\n<p>What are the benefits of a decision-making organisation?<\/p>\n<p>What framework conditions are required?<\/p>\n<p>What does the path to a decision-making organisation look like?<\/p>","protected":false},"author":2,"featured_media":18583,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"Entscheidungskompetente Organisationen entwickeln","_seopress_titles_desc":"Wie entwickeln Sie eine entscheidungskompetente Organisation und sichern damit ihren unternehmerischen Erfolg?","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"none","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"https:\/\/managementberatung-coaching.de\/essenz-leadership\/","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"both","_seopress_redirections_param":"","_seopress_redirections_type":301,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[{"_seopress_pro_rich_snippets_type":"none"}],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[250],"tags":[],"class_list":["post-12004","post","type-post","status-publish","format-standard","has-post-thumbnail","category-praxis-fuehrung","masonry-post","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-33"],"acf":[],"_links":{"self":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts\/12004","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/comments?post=12004"}],"version-history":[{"count":0,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts\/12004\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/media\/18583"}],"wp:attachment":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/media?parent=12004"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/categories?post=12004"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/tags?post=12004"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}