![\"Managing_force\"](\"https:\/\/berkonomics.com\/wp-content\/uploads\/2011\/09\/Managing_force.jpg\")
<\/a>saving decisions).\u00a0\u00a0 In the non-profit sector, all decisions move slower, frustrating many board members who are business tycoons or entrepreneurs used to making rapid, final decisive moves in the workplace.<\/p>\nBut wait a minute.\u00a0 Is it appropriate for managers in any business to make a habit of making rapid, decisive moves as a matter of style?\u00a0 In a past insight, I used the phrase: \u201cBet the farm only when the crops are on fire!\u201d to underline the risk in making continuous bold decisions that obligate a company\u2019s resources in a single transaction.<\/p>\n
[Email readers, continue here…]<\/span><\/em>\u00a0 It is much more appropriate and certainly more appreciated if you take the time to bring your direct reports along in the thinking process, to obtain their input with issues that affect them, and to attempt to gain consensus from the leadership team before moving into implementing decisions where risk is involved or where the others are affected. \u00a0Many a time I have thought a solution was obvious until one of my board members, peers or direct reports pointed out a facet of the problem not previously considered.\u00a0 Bold decisions seem to reflect strong leadership.\u00a0 More often, they reflect a deficiency in willingness to cede power to the group unless for some reason necessary to withhold that power.<\/p>\n A decision made by consensus is probably a wiser decision and surely one that will be received down the line with more willingness to implement it than one posted as an order.\u00a0 Orders come from somewhere up there in the minds of most people below direct reports.\u00a0 And there is no better way to destroy a company\u2019s culture than having the majority of those in the workforce believing that they are just \u201cworkin\u2019 for the man\u201d (woman) when they walk in the door.<\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Surely you\u2019ve been exposed to articles, courses and lectures about various styles of management, and how each is appropriate for some companies and for some levels of organization and at some times.\u00a0 For example, a consensus-building leader works well in … Continue reading