For you as a manager, it is not just about making good decisions. Equally important is to implement them together with your employees in a sustainable way. The cooperative leading, or “leading at eye-level” of self-responsible and self-confident employees is becoming increasingly important.
Through “Systemic Consensing” (SC) you create a good basis for this. Particularly when making group decisions, you can develop creative and sustainable solutions with this method. The notable strength of this method is that the conflict potential can be measured, named and thereby often resolved. This means that you already know at the time of the decision being made whether you have to expect resistances or blockades. It can frequently even be achieved that better and more innovative solutions are found through a conscious examination of the concerns about proposals.
When using SC, it is not the usual opinion leaders who assert themselves but the group decides for a solution that has the highest acceptance overall. This way, over time a culture of discussion which is predominantly about finding the best possible solutions that are in the interest of everyone develops within the team.
Systemic Consensing is a versatile method you can apply in different variations according to your needs. You can promote the self-organization of teams but also let the team develop joint proposals for decisions while reserving the ultimate responsibility and final decision for yourself.