It is the poor manager’s rigidity and myopia that employee welfare matters only to the employee and is a net cost to the business. They tend emphasis on accountancy, rather than understanding the business. They are ignorant of the links between employee engagement and business performance, and neglect the risk of loss of talent through indifferent management and poor leadership.
Some helpful hints:
Gather the right minds with the requisite range of expertise, orientation and opinion. You want creative, practical, analytical and value driven minds at the table.
Outline a structure for making decisions including defining the problem, criteria for evaluating outcomes, generating and testing potential outcomes, generating and testing potential alternatives, and closure.
Define early and commit to the desired outcome.
It is vital to bring any fundamental assumptions to the surface and then test the soundness of those assumptions through careful and honest analysis.
To get good decisions, you need disagreement.
Set deadlines to bring processes to conclusion. Demand that everyone around the table support the outcome, even it there is not a full consensus.
Posted by: Paul Robbins
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