Recently over at Nonprofit AF, Vu Le talked about the problem of decision fatigue experienced by executives and other leaders. He mentions that his organization has been using an alternative decision making process called Advice Process though he doesn’t like that name and suggests,
Feedback-Informed Networked-Autonomous Lateral (FINAL)
In the FINAL decision-making process, whoever is closest to the issue area is the person who makes the decision, provided they do two things: Check in with people who will be affected by their decision, and check in with people who may have information and advice that might help them make the best decision.
The web page Vu links to explaining the Advice Process makes it clear this is not consensus building.
It is a misunderstanding that self-management decisions are made by getting everyone to agree, or even involving everyone in the decision. The advice seeker must take all relevant advice into consideration, but can still make the decision.
Consensus may sound appealing, but it’s not always most effective to give everybody veto power. In the advice process, power and responsibility rest with the decision-maker. Ergo, there is no power to block.
Vu lists a number of benefits to this approach including cultivating an environment where there is better decision making, critical thinking and relationship building. He also says employees feel more empowered and supervisors’ role in the relationship is more focused on coaching and support.
He also admits there is definitely a learning curve that requires trust, restraint, tolerance, and permission to fail as a result of poor decision making. He mentions it can occasionally be difficult to discern with whom decision making should reside and there are some decisions just too big to be made by one person.
There is also the issue that some people and organizational cultures may not be in a place to adapt to this approach. Shifting from a familiar dynamic is not always easy and people want to maintain known roles.
One of the commenters, A Nia Austin-Edwards, shared an anecdote about an organization whose executive director ceded decision making in a similar manner. The staff wasn’t educated and prepared in the process and consistent coaching wasn’t provided to guide the staff. This was exacerbated by some traumatic organizational history.
But overall this may be something your organization might want to consider adopting. Some of the burn out staff may experience may be attributable to a feeling a lack of control and authority within the organization–that they are subject to the whims of others whose motivations they don’t understand. A structure that allows people to become more involved in decision making may help alleviate some of that.
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