Consensus–How to do it well

I have used consensus decision-making for years and find that most people do not really have a good understanding of what this process is and how to make it work. I have to stop myself from groaning and rolling my eyes when someone says, “We should take a vote to see if we have consensus.”

The first thing to understand is that “consensus” does NOT mean “unanimous”! It means a general agreement in which even those who don’t fully agree feel heard and have accepted the “group wisdom” to move forward. Trusting the group wisdom is the core of the consensus process.

Consensus works when it rests on three principles:

1. Trust the group wisdom. In any group of people, the total years of experience and wisdom is far greater and more varied than that of any one person. When each person in the group recognizes and respects that fact, they can begin to internalize this first step in consensus.
2. Gift your ideas to the group. We tend to cling to an idea we have voiced; we tend to confuse our ideas with our identity and take it personally if others don’t embrace our ideas. If people can voice ideas as a gift to the group, it is easier to stop attaching ego significance to the idea. The idea belongs to the whole group once it is gifted.
3. Receive the idea-gifts with gratitude. We can appreciate gifts we receive even if it is something we would not choose for ourselves. In the same way we can receive the ideas and thoughts that others give to the group with gratitude for the wisdom and expertise behind the gifted idea.

Here is how the process ideally works:

1. Articulate the problem to be solved. It is important that folks are clear about the issue to be discussed. Encourage questions for clarity and understanding; do this without proposing solutions or taking positions on the problem. Ensure clarity before proceeding.
2. Brainstorm possible solutions (remember to “gift” the ideas to the group). This can be done as “pure brainstorming” (no reaction/judgement to any solution presented), as a “round robin” (each person suggests one solution, going around the circle until all the ideas are on the list), or as a more free-flowing discussion as ideas are gifted to the group. The facilitator needs to ensure that all ideas are heard.
3. Clarify, combine, work toward general agreement on the best solution.
4. When “general agreement” (consensus) is reached, the facilitator should say something like, “It seems we have consensus to …. Does anyone still feel uncomfortable with this solution?” Trusting the group wisdom becomes especially important in this step. Individuals may decide they don’t fully agree but they trust the group wisdom. In this case they may say, “I don’t like this very much (maybe restate the reasons) but I trust the group and will stand aside so we can move forward.”
5. If the group is struggling the facilitator or a member of the group can call for a period of silent reflection. This should be at least 3 minutes long (facilitator, time it to make sure you give enough time). Each individual should spend this time exploring two questions: 1) What is the experience and wisdom being brought by those people who disagree with me? and 2) How can we incorporate that experience and wisdom into a solution. It is critical that people do not use this time to continue to think about their arguments in favor of a particular outcome.
6. After the period of reflection, the group can start with #2 or #3 to again work toward a solution.

Consensus is neither easy nor quick. It is appropriate for some decision-making settings and not for others. But when done right it builds trust, respect, and belonging and often results in better, more creative solutions.