When groups confront controversial decisions, differences can sometimes create fractures that make consensus decisions difficult. Typically, even when there is agreement on some factors, groups have difficulty adopting the narrow parts of the issue about which there is agreement. What follows is an exploration of some reasons for this difficulty, with suggestions for dealing with it. We'll use the term C-Issues to denote those issues about which there is Consensus, and D-Issues to denote those issues about which there is Disagreement.
In this Part I, we focus on what moves opinion minorities — those who withhold agreement on D-Issues and who are in the minority.
- Acknowledge concerns of opinion minorities
- In group discussions, members of opinion minorities — the dissenters — sometimes feel isolated and weak. Holders of minority opinions about D-Issues sometimes feel that if they give their consent to the C-Issues, the majority will have gained what it wanted without having given anything in return. In their own eyes, then, the members of an opinion minority can appear weak, and in some cases, foolish.
- The group can address this problem by taking into account some of the important concerns of the opinion minority. For example, they can adjust the framing of some of the D-Issues. If the group then adopts the new framing, even without reaching a decision on the reframed issues, the opinion minority might be moved to agree to some part of the C-Issues. The goal is to take an action that acknowledges in a material way the viewpoint of the opinion minority, so that they feel heard and so that they are, in fact, heard. Think broadly — what is changed can be anything that alleviates the minority's feelings of weakness or isolation. It need not be related to the issue at hand.
- Ban pressuring members of opinion minorities
- If the group has faced similar situations in the past, its past behavior can be a contributing cause of the current impasse. For instance, suppose that in the past, after reaching agreement on the C-Issues, group members pressured other group members with respect to the D-Issues. As a consequence, some group members might be withholding consent on C-Issues in the present instance as a tactic for avoiding being pressured with respect to the D-Issues.
- That is, Take an action that acknowledges
in a material way the viewpoint
of the opinion minoritythe source of the impasse might not be the questions under discussion. Rather, the source might be past pressuring behavior. If so, the group cannot resolve hurt feelings and bitterness from those past events through discussion of the current questions. Instead, it must address that past behavior directly, returning to the issue at hand only after reaching agreement that pressure tactics are unacceptable.
Next time, we'll examine some of the tactics that appear when some members withhold their agreement. Next in this series Top Next Issue
Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!
Your comments are welcomeWould you like to see your comments posted here? rbrenHoWzUJVeioCfozEIner@ChacbnsTPttsdDaRAswloCanyon.comSend me your comments by email, or by Web form.
About Point Lookout
Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.
Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.
Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.
Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.
More articles on Conflict Management:
- See No Evil
- When teams share information among themselves, they have their best opportunity to reach peak performance.
And when some information is withheld within an elite group, the team faces unique risks.
- Toxic Conflict in Virtual Teams: Dissociative Anonymity
- Toxic conflict in teams disrupts relationships and interferes with (or prevents) accomplishment of the
team's goals. It's difficult enough to manage toxic conflict in co-located teams, but in virtual teams,
dissociative anonymity causes toxic conflict to be both more easily triggered and more difficult to resolve.
- Compulsive Talkers at Work: Peers II
- Our exploration of approaches for dealing with compulsive talkers now concludes, with Part II of a set
of suggestions for what to do when peers who talk compulsively interfere with your work.
- Covert Obstruction in Teams: I
- Some organizational initiatives are funded and progressing, despite opposition. They continue to confront
attempts to deprive them of resources or to limit their progress. When team members covertly obstruct
progress, what techniques do they use?
- Reaching Agreements in Technological Contexts
- Reaching consensus in technological contexts presents special challenges. Problems can arise from interactions
between the technological elements of the issue at hand, and the social dynamics of the group addressing
that issue. Here are three examples.
See also Conflict Management and Workplace Politics for more related articles.
Forthcoming issues of Point Lookout
- Coming June 7: Toxic Disrupters: Tactics
- Some people tend to disrupt meetings. Their motives vary, but they use techniques drawn from a limited collection. Examples: they violate norms, demand attention, mess with the agenda, and sow distrust. Response begins with recognizing their tactics. Available here and by RSS on June 7.
- And on June 14: Pseudo-Collaborations
- Most workplace collaborations produce results of value. But some collaborations — pseudo-collaborations — are inherently incapable of producing value, due to performance management systems, or lack of authority, or lack of access to information. Available here and by RSS on June 14.
I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenHoWzUJVeioCfozEIner@ChacbnsTPttsdDaRAswloCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.
Get the ebook!
Past issues of Point Lookout are available in six ebooks:
- Get 2001-2 in Geese Don't Land on Twigs (PDF, )
- Get 2003-4 in Why Dogs Wag (PDF, )
- Get 2005-6 in Loopy Things We Do (PDF, )
- Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, )
- Get 2009-10 in The Questions Not Asked (PDF, )
- Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, )
Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info