The LeaderShift: Moving Your Culture From Consensus to Collaboration

In today's rapidly evolving corporate landscape, fostering a culture that promotes collaboration and teamwork is often perceived as a cornerstone of success. Consensus-driven workplace culture is predicated on the idea of reaching agreement among all parties involved in decision-making processes. Unlike traditional hierarchical structures where decisions are made unilaterally by top management, consensus-building encourages participation and buy-in from all team members. In theory, this approach fosters a sense of ownership, enhances employee engagement, and promotes a shared commitment to organizational goals. Sounds effective, right?

The Laborious Cycle Of Gaining Unanimous Consent

As leaders, our ability to foster collaboration within our organizations is paramount to driving innovation, creativity, and ultimately, success. However, many workplaces still adhere to a consensus-driven culture, which can stifle innovation and limit growth potential. Being a leader in companies and organizations is exciting, challenging, rewarding, and sometimes slow. Before delving into the science, strategies, and best practices, let's take a look at a very common scenario in the workplace. 

You have formulated an innovative idea or solution to a pressing problem that is impacting consumers and it is time to socialize your well crafted proposal with key stakeholders. You understand the value of having diverse perspectives and seeking feedback to enhance the solution. Weeks and sometimes months have passed and you have met with your immediate leader, their leader, their peers, cross-functional representatives, peers who have upstream or downstream impacts, and a host of others, you are ready to proceed, but two people disagree. You are being advised to revamp your solution to ensure you obtain the buy-in of the two who disagree and recirculate the proposal. Frustration sets in and you wonder who is the decision maker? Does every person need to agree? 

Does this sound familiar? This is an opportunity for leaders to shift the mindset to anticipate failures, therefore creating the space for creative problem solving and experimentation. 

The Stumbling Blocks of Consensus Driven Cultures 

Setting the record straight, this article is not to dispel the power of stakeholder engagement, seeking out diverse perspectives or cross-functional feedback, it is to empower leaders like you to make decisions among dissension. Let’s explore the pitfalls of driving for consensus over true collaboration. 

Groupthink - Consensus-driven cultures prioritize agreement and harmony above all else, often at the expense of innovation and creativity. What’s wrong with workplace harmony and bliss? In today’s workplace cultures, individuals may feel pressure to conform to the prevailing opinion, leading to groupthink and a reluctance to challenge the status quo. According to research by Harvard Business Review, "consensus-driven decision-making tends to favor the status quo and suppress innovative thinking" (Smith, 2017). As a result, new ideas are stifled, and silenced and opportunities for innovation are lost. Most consensus driven cultures plan to never fail, rather than exploring new possibilities or taking calculated risks; because of that consensus-driven cultures tend to favor short-term stability over long-term growth. 

Psychological Safety - In environments where power dynamics are skewed, where hierarchy and titles prevail, or where dominant personalities dominate discussions, individuals from marginalized backgrounds may feel hesitant to express their opinions or may find their contributions dismissed. Especially in workplace cultures where dissenting opinions are criticized or marginalized in favor of unanimity, and those opinions may often lead to career stagnation or failure, leaders are unintentionally suppressing innovation and human potential. Without the diversity of thought that emerges from dissenting voices, organizations may fall into a pattern of complacency, inhibiting their ability to adapt to changing market conditions and technological advancements. However, achieving true inclusivity in consensus-driven cultures requires proactive and intentional efforts to amplify marginalized voices, promote participation, and create an environment where all employees feel valued and heard.

Is There Space for Healthy Tension and Discourse?

In consensus driven cultures, perfection is often synonymous with excellence. All work, employees, and deliverables have a requirement of perfection, which stimulates the human desire to “play it safe”. What if leaders asked employees to find the flaws and anticipate failures? 

Healthy tension and constructive discourse have a role in the workplace and are essential components of collaboration and innovation. Leaders must create an environment where team members feel comfortable challenging assumptions, voicing dissenting opinions, and engaging in rigorous, yet productive debate. This tension stimulates creativity, encourages critical thinking, and helps teams arrive at more robust solutions. According to a survey conducted by Gallup, only 30% of employees feel engaged at work, indicating a widespread need for greater empowerment and autonomy (Gallup, 2020). 

Effective communication is essential for fostering healthy tension and discourse in the workplace. Leaders should create the space by establishing clear communication channels and specific forums that facilitate open dialogue and encourage constructive feedback. By creating a culture where healthy tension and discourse are valued and encouraged, leaders can unleash the full potential of their teams and drive innovation forward.

The Path Forward: Creating a Culture of True Collaboration

To create a culture where collaboration thrives, there is one prerequisite: psychological safety, an environment where employees feel safe to express their opinions, ask questions, and challenge the status quo without fear of retribution or ridicule. Creating a culture where employees feel safe to authentically present themselves, question the dominant cultural norms and ways of working, and trust their leaders will advocate on their behalf fosters a breeding ground for innovation. Research by Google found that teams with high levels of psychological safety are more likely to innovate and achieve high performance (Google, 2015). However, consensus-driven cultures may inadvertently perpetuate exclusionary dynamics by prioritizing the voices of the majority or the loudest individuals in the room. According to a study by Deloitte, organizations with inclusive cultures are twice as likely to meet or exceed financial targets, highlighting the tangible benefits of fostering a sense of belonging among employees.

Embracing Problem Solving and Experimentation

Innovation thrives in environments where diverse perspectives are welcomed, and dissenting opinions are encouraged. A report by the Boston Consulting Group highlighted the importance of fostering a culture of innovation for long-term success, with 79% of executives surveyed citing innovation as a top priority. By embracing a mindset of experimentation, organizations can explore new ideas, validate assumptions, and adapt to changing market dynamics. Experimentation is not limited to scientific laboratories; it permeates all aspects of business, from product development and marketing strategies to organizational processes and customer engagement.

By actively seeking out challenges and experimenting with new approaches, businesses can uncover hidden efficiencies, reduce costs, and enhance productivity. Cultivating a growth mindset, can create a culture that values learning over perfection, resilience over preventing failure, and adaptability over predictability. Shift the narrative around failure from stigma to opportunity. Encourage employees to take calculated risks, experiment with new ideas, and learn from setbacks. Celebrate both successes and failures as valuable learning experiences that contribute to organizational growth and resilience. By embracing failure as a natural part of the innovation process, organizations can foster a culture of experimentation and continuous improvement.

Seeking Out and Including Diverse Perspectives

As leaders, embracing the word diverse as “different”, is empowering and exciting. To take on the charge of intentionally seeking out a different perspective or opinion to deliver a better solution. Create forums for idea generation, brainstorming sessions, think tanks, and knowledge sharing to spark creativity and foster a culture of collective problem solving. According to a study by McKinsey & Company, companies with diverse executive teams are 33% more likely to outperform their peers in terms of profitability.

Establish Clear Decision Making Processes

Again, this article is not to dispel stakeholder engagement, cross-functional communication, or seeking out feedback from diverse perspectives, it is to empower leaders like you to decide among disagreement. While collaboration and consensus-building can enhance employee engagement and morale, they must not come at the expense of efficiency or strategic agility. Organizations that strike the right balance between collaboration and decisive action are better positioned to adapt to market changes, capitalize on emerging opportunities, and drive sustainable growth.

Most organizations leverage tools such as RACI matrices to establish clear roles and responsibilities and determine whom to seek input from, but this model falls short of one key element. Who is the decision maker? Decision making models such as RAPID, promote engagement, collaboration, and decision making. In this model, only one person can make the The Decision. It empowers leaders to take in all of the inputs and allows key leaders to weigh in, but ultimately there has to be a decision made, even amongst dissension. 

Conclusion

Innovation is not a destination but a journey—one that is fueled by problem solving and experimentation. Achieving a healthy balance between consensus-building and decisive action requires intentional leadership, psychological safety, clear communication, and a commitment to continuous improvement. Organizations must foster a culture that values diverse perspectives, encourages constructive dissent, and prioritizes diversity and inclusivity at every level of the organization. By embracing these dynamic processes, organizations can unlock their creative potential, drive continuous improvement, and stay ahead of the curve in today's fast-paced business environment. From startups to established enterprises, the most successful companies are those that cultivate a culture of innovation through problem solving and experimentation, empowering employees to tackle challenges, explore new possibilities, and pioneer groundbreaking solutions.

Written by

Shayla N. Atkins, PHR, SHRM-CP, LSSBB

Workplace Culture Strategist | Leadership Expert | Organizational Effectiveness Leader

CEO of The Atkins Impact Consulting Firm

To learn more about The Atkins Impact Consulting Firm and how we implement workplace culture strategies and practical solutions, visit www.theatkinsimpact.com to book a complimentary discovery call. 

Sources:

• Gallup. (2020). "Employee Engagement on the Rise in the U.S." Gallup.
• Deloitte. (2019). "The Role of Conflict in Innovation and Change." Deloitte Insights.
• Google. (2015). "Re:Work - Guide: Understand Team Effectiveness." Google.
• Smith, J. (2017). "The Downside of Consensus Decision Making." Harvard Business Review.
• Hunt, V., Layton, D., Prince, S., & Dixon-Fyle, S. (2018). "Delivering through Diversity." McKinsey & Company.
• Tucker, E. (2019). "The Importance of Communication in the Workplace." Harvard Business Review.