Mismanaged Agreement

Has your group ever moved in a direction that you disagreed with? Have you ever been a part of a group that has come to an impasse that revealed everyone’s lack of enthusiasm for the original undertaking? Have you ever been a part of what seemed like well supported decisions, only to discover that most of the participants were not on board?

If you answered yes to any of these questions, you have experienced mismanaged agreement. This occurs when group members agree to the opposite of what they want because they don’t feel comfortable speaking up. Most of us can find many reasons to stay quiet in groups. Among them are:
1. I’m new here. I don’t have the right to speak yet.
2. I don’t want to risk offending anyone.
3. We all know the boss does not like to be challenged.
4. I’m not an expert. They pay the boss to make these decisions.
5. I’m tired of talking about this. Let’s just make a decision and move on.
6. And so on.

To overcome mismanaged agreement facilitators can:
1. Be aware that a lack of opposition to an idea does not translate into support.
2. Actively encourage dissent. It will improve the ideas and it is much better to have it out in the open than in the underground.
3. Use consensus building tools as outlined in Great Meetings Monday, issue 26 on Building Consensus.
4. Make sure you are creating a culture where disagreement and questions are rewarded and not punished.

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