Strategies for Improving Group Decision-Making

Ever been in a meeting that feels like a hamster wheel of indecision? The same points circling endlessly, everyone is tired but no conclusion in sight? Decision paralysis costs organizations dearly—not just in wasted meeting time, but in missed opportunities and team burnout. After studying teams for years, I've noticed that most decision stalls happen for predictable reasons: • Unclear decision-making process (Who actually decides? By when?) • Hidden disagreements that never surface • Fear of making the wrong choice • Insufficient information • No one feeling authorized to move forward    The solution isn't mysterious, but it requires intention. Here's what you can do: First, name the moment. Simply stating, "I notice we're having trouble making a decision here" can shift the energy. This small act of leadership acknowledges the struggle and creates space to address it. Second, clarify the decision type using these levels: • Who has final authority? (One person decides after input) • Is this a group decision requiring consensus? • Does it require unanimous agreement? • Is it actually a collection of smaller decisions we're bundling together?    Third, establish decision criteria before evaluating options. Ask: "What makes a good solution in this case?" This prevents the common trap of judging ideas against unstated or contradictory standards. Fourth, set a timeline. Complex decisions deserve adequate consideration, but every decision needs a deadline. One team I worked with was stuck for weeks on a resource allocation issue. We discovered half the team thought their leader wanted full consensus while she assumed they understood she'd make the final call after hearing everyone's input. This simple misunderstanding had cost them weeks of productivity. After implementing these steps, they established a clear practice: Every decision discussion began with explicitly stating what kind of decision it was, who would make it, and by when. Within a month, their decision-making improved dramatically. More importantly, team members reported feeling both more heard and less burdened by decision fatigue. Remember: The goal isn't making perfect decisions but making timely, informed ones that everyone understands how to implement. What's your go-to approach when team decisions get stuck? Share your decision-making wisdom. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n

Are you solving problems—or just winning arguments? Adversarial thinking wastes energy: And it's limited thinking. Here's how to shift to a smarter approach: Parallel Thinking is a method where a group of people focuses on the same aspect of a problem or idea at the same time, rather than debating or arguing over different perspectives all at once. 𝗞𝗘𝗬 𝗙𝗘𝗔𝗧𝗨𝗥𝗘𝗦 𝗢𝗙 𝗣𝗔𝗥𝗔𝗟𝗟𝗘𝗟 𝗧𝗛𝗜𝗡𝗞𝗜𝗡𝗚 1. 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁, 𝗡𝗼𝘁 𝗢𝗽𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻: Instead of people taking opposing views and competing to “win” an argument, everyone works together in parallel to explore the issue from the same perspective or angle. 2. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴: It’s often associated with de Bono’s Six Thinking Hats framework, where each "hat" represents a specific mode of thinking (e.g., facts, emotions, creativity, risks). Everyone adopts the same "hat" in parallel before moving to the next one. 3. 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗢𝘃𝗲𝗿 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁: The goal is to create collaboration by eliminating adversarial approaches like "proving someone wrong" or "defending a position." This creates a more productive and creative environment. 4. 𝗘𝘅𝗽𝗹𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀: Even though everyone focuses on one perspective at a time, the process ensures every important perspective is explored thoroughly, ensuring a well-rounded understanding of the topic. 𝗕𝗘𝗡𝗘𝗙𝗜𝗧𝗦 𝗢𝗙 𝗣𝗔𝗥𝗔𝗟𝗟𝗘𝗟 𝗧𝗛𝗜𝗡𝗞𝗜𝗡𝗚 1. 𝗥𝗲𝗱𝘂𝗰𝗲𝘀 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁: By aligning focus, it reduces arguments and unproductive debates. 2. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲𝘀 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆: It allows for open exploration of ideas without judgment. 3. 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝘀 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗶𝗻𝗴: Ensures all perspectives are considered in a balanced way. 4. 𝗜𝗻𝘀𝗽𝗶𝗿𝗲𝘀 𝗧𝗲𝗮𝗺𝘄𝗼𝗿𝗸: Creates a collaborative environment where everyone feels heard. 𝗛𝗢𝗪 𝗜𝗧 𝗪𝗢𝗥𝗞𝗦 𝗜𝗡 𝗣𝗥𝗔𝗖𝗧𝗜𝗖𝗘: Here’s an example of Parallel Thinking applied to decision-making: 1. 𝗦𝘁𝗲𝗽 𝟭 (𝗪𝗵𝗶𝘁𝗲 𝗛𝗮𝘁 - 𝗙𝗮𝗰𝘁𝘀): Everyone focuses on gathering and analyzing the facts and data. 2. 𝗦𝘁𝗲𝗽 𝟮 (𝗥𝗲𝗱 𝗛𝗮𝘁 - 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀): Everyone shares their emotional responses to the issue or problem. 3. 𝗦𝘁𝗲𝗽 𝟯 (𝗚𝗿𝗲𝗲𝗻 𝗛𝗮𝘁 - 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗶𝘁𝘆): Everyone brainstorms creative solutions or approaches. 4. 𝗦𝘁𝗲𝗽 𝟰 (𝗕𝗹𝗮𝗰𝗸 𝗛𝗮𝘁 - 𝗥𝗶𝘀𝗸𝘀): Everyone looks at potential risks or downsides of the ideas. 5. 𝗦𝘁𝗲𝗽 𝟱 (𝗬𝗲𝗹𝗹𝗼𝘄 𝗛𝗮𝘁 - 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀): Everyone identifies the benefits and advantages. 6. 𝗦𝘁𝗲𝗽 𝟲 (𝗕𝗹𝘂𝗲 𝗛𝗮𝘁 - 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻): Everyone works to structure the plan or process based on the insights gained. Use Parallel Thinking to think better during brainstorming, conflict resolution, strategic planning, and problem solving. #leadership #productivity #innovation  

The # 1 trait of the most respected leaders Is something only 36% of people have. It's emotional intelligence (aka EQ). I used to think it was a personality trait. Some people just “had it.” It turns out, you can learn it. If you're paying attention. It's built along the way: In tense meetings. In messy feedback moments. In the silence after saying the wrong thing. Emotional intelligence isn’t soft. It’s strategic. The most respected leaders: Steady the room. De-escalate tension. Keep people aligned. Notice what others miss. That’s not charm. It’s skill. And yes, it’s learnable. Start here 👇 11 EQ Moves That Build Trust and Influence 1. Notice what’s unsaid. ↳ Who’s silent? Who looks tense? ↳ Reading the room is a power move. 2. Name the emotion in the room. ↳ “Feels like we’re stuck.” ↳ Naming it disarms it. 3. Manage your own tone. ↳ Frustrated ≠ unfiltered. ↳ EQ is volume control. 4. Pause strategically. ↳ Not awkward. Intentional. ↳ Space changes outcomes. 5. Ask before you assume. ↳ “Want advice or just space to vent?” ↳ Respect starts with clarity. 6. Say “you first” in tense moments. ↳ Not to defer. ↳ To understand before reacting. 7. Use questions to lead. ↳ “What would make this feel doable?” ↳ Open doors, not debates. 8. Reset instead of react. ↳ A walk. A breath. A playlist. ↳ Regulated leaders regulate the room. 9. Normalize not knowing. ↳ “That’s a new one for me—tell me more.” ↳ Curiosity beats cover-up. 10. Practice presence over polish. ↳ People remember how you made them feel. ↳ Your energy speaks louder than your resume. 11. Give feedback for someone, not at them. ↳ “Here’s something I’ve noticed…” ↳ Kind ≠ soft. These are habits that change how people respond to you. Because they feel seen, heard, and safe. What’s one EQ habit you’ll practice this month? Share below 👇 ♻ Repost to share with someone leading through relationships, not volume. 👉Follow Stephanie Eidelman (Meisel) for more ways to lead visibly and authentically.