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.
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!
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More articles on Conflict Management:
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of a lunch check to the nearest cent. In debate about substantive issues, a detour into quibbling can
be far more threatening — it can indicate much deeper problems.
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Forthcoming issues of Point Lookout
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- And on December 27: On Assigning Responsibility for Creating Trouble
- When we assign responsibility for troubles that bedevil us, we often make mistakes. We can be misled by language, stereotypes, and the assumptions we make about others. Available here and by RSS on December 27.
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- Person-to-Person Communications: Models and Applications
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read or write memos, or when we leave or listen to voice mail messages, we're communicating person-to-person.
And whenever we communicate person-to-person, we risk being misunderstood, offending others, feeling
hurt, and being confused. There are so many ways for things to go wrong that we could never learn how
to fix all the problems. A more effective approach avoids problems altogether, or at least minimizes
their occurrence. In this very interactive program we'll explain — and show you how to use —
a model of inter-personal communications that can help you stay out of the ditch. We'll place particular
emphasis on a very tricky situation — expressing your personal power. In those moments of intense
involvement, when we're most likely to slip, you'll have a new tool to use to keep things constructive.
Read more about this program. Here's a date for this
- Embassy Suites by Hilton Jacksonville Baymeadows, 9300 Baymeadows
Road, Jacksonville, Florida, 32256, USA: January 15, 2018,
Monthly Meeting, Northeast Florida Chapter of the Project Management Institute. Register now.
- Embassy Suites by Hilton Jacksonville Baymeadows, 9300 Baymeadows Road, Jacksonville, Florida, 32256, USA: January 15, 2018, Monthly Meeting, Northeast Florida Chapter of the Project Management Institute. Register now.
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