Como você pode construir um consenso entre os membros da equipe com interesses diferentes?

To reach a consensus, you need to define the goals and what the team is collectively trying to achieve. If team members believe in your vision as a leader, you can pave the road to consensus by demonstrating the benefits of teamwork and how collaboration can result in more than the sum of its parts, akin to 1+1=3.

In my experience , you have to align and modify your approach as per the personality and needs & wants of each individual to get work done and build consensus. Very important to build a relationship and develop understanding of behavioral traits of each team member . Everyone is unique and one has got to respect that.

Building consensus is a difficult task. When all team members agree to your thoughts it at all doesn't mean that they consent to be along, it could be because of your position. However, bringing consensus be in a professional or personal space is an ongoing process and requires cultural traits to be followed: 1) Clarity and Brainstorming 2) Suggestion/ recommendation invited 3) Building trust 4) Listening 5) Coaching 6) Celebrate successes etc

I would say having clear goals for the business is a critical first step. Good data and reporting so everybody knows how the business is performing v's those goals is equally critical. But, for me, the most critical aspect is the need for a diverse team. This is the only way to ensure different thinking and new ideas permeate the business. Finally, every team and business needs a clear decision making process. Debate and discussion is great but when everybody has shared their views and ideas, a decision needs to be made so everybody knows what to do next to help the business reach its goals.

Throughout my career, I loved working with multiple teams and stakeholders. However, if your task is to create consensus amongst them, you need to have a robust plan on hand: 1- Do your research, get to know them and their personal/team objectives 2- Explain and communicate simply and clearly problem on hand 3- Share your initial proposal ( as needed you can connect 1 to 1 to get some initial feedback and fine tune ) 4- Find a catch to attract them by shaping your narrative how the proposal and consensus will help everyone come closer to their goals ( everybody loves some win - win ) 5- Be honest and authentic - people will realise if you are faking any information ..Finally, you got your consensus!

In my opinion, getting everyone on board is like crafting a recipe: you mix ideas, add compromise, and create a dish that satisfies the whole team. One of the most important ingredients in this recipe will be patience from everyone . The team needs to understand that, even if they don’t buy it, their opinion is considered, and if you listen enough at least they will understand that if not this time, maybe the next will go in a different way.

Team management entails championing the best performance of a group of people toward a desired outcome. At the heart of team management is a clear goal around which a team manager assembles and encourages their team.

The most important is to make them identify the common goal to be successfully achieved by using there different unique skills or talent. Team work doesn’t mean thinking or approaching in similar way, however multidimensional efforts will definitely result in miraculous outcomes. Cricket is a game where each individual has the different roles like a batsman, a bowler or a wicket keeper. Every player has to contribute to win the game as per their expertise. Which will give the opportunity to celebrate their success altogether. So in professional life too the combined effort will surely increase the chances to celebrate the success in a grand manner.

Pour parvenir à un consensus, il est nécessaire de mon point de vue de faire collaborer son équipe pour atteindre l'objectif fixé. Exposer clairement cet objectif, démontrer qu'on y croit en apportant les arguments clés, et solliciter la participation de l'équipe pour définir la feuille de route. En résumé il faut entretenir une dynamique pour générer la réussite.

First every member in the team needs to understand the end goal and how the organization is going to benefit the same. Importance of the teams contribution to reach the goal. Once that is clear, leader needs to define a path and team should work towards the same. Leader should encourage and eliminate roadblocks on the way.

Quando as pessoas participam da solução, gera engajamento e engajamento gera entrega. Assim, terá a melhor entrega de cada um.

Pour établir un consensus dans une équipe aux intérêts variés, impliquer tout le monde est essentiel. Par exemple, lors d'un projet de développement produit, réunir les ingénieurs, les marketeurs et les financiers pour brainstormer ensemble peut mener à une compréhension mutuelle et à des idées innovantes. Des ateliers où chaque membre partage ses perspectives et ses priorités, suivis de sessions de vote ou de pondération des options, peuvent également aider à trouver un terrain d'entente. La création de petits groupes mixtes pour travailler sur des aspects spécifiques du projet permet d'intégrer divers points de vue, conduisant à des solutions plus équilibrées et acceptées par tous.

Variety of people with special skills form a team, identifying these skills and leveraging it for the benefit of the organization is what leaders need to evaluate. Bifurcation of the larger problem statement into smaller ones and then assigning those to the right people is the key, alongwith that asking suggestions and opinions from other team members ensures that anything that might be overlooked/missed by an appointed person can be covered as well.

A frequent issue I've observed is leaders sometimes approach problems with a predetermined solution, leaving little room for genuine discussion or debate, despite inviting input from the team merely as a formality. This inadvertently fosters an environment where people hesitate to challenge ideas or refrain from doing so, fearing potential dismissal of any disagreement. Effective leaders initiate discussions by presenting proposed solutions, recognizing that team members will contribute valuable insights stemming from diverse perspectives, experiences, and ideas. This inclusive approach fosters a more comprehensive understanding and implementation of solutions, enhancing overall team effectiveness and goal achievement.

In my experience building consensus among team members with different interests can be a challenge. However, it is important to involve everyone in the process in order to reach a decision that everyone can support. Make sure everyone understands the goal of the consensus-building process and what is expected of them. Everyone should feel comfortable sharing their ideas and perspectives, even if they are different from the majority. Encourage everyone to ask questions, share feedback, and negotiate. Be patient, consensus-building can take time By involving everyone in the consensus-building process, you can help to ensure that everyone feels heard and respected. This can lead to a more productive and collaborative team environment.

Team involvement is crucial because it encourages valuable ideas and possible solutions to make systems or processes run smoothly. Teams are likely to perform well when they're involved in the day-to-day efficiency of the organization.

Collaboration practically does not exist without consensus, and consensus happens with collaboration. Consensus is give-and-take in information sharing. It's the ability to discuss differences calmly and come to some form of an agreement. By discussing differences in opinion, new ideas are free to surface. With those thoughts of what a consensus is, look at what a consensus is not: Authoritarian or dictatorial Perfect Conforming or bending to one belief over another My way or the highway Hierarchical decision making Unanimous Representative of a priority listing for a particular group A group agreement decision process A majority vote A watered-down agreement

The essence lies in creating a safe space where diverse ideas are encouraged, fostering a culture of active contribution and respect. This approach is deemed essential for true collaboration and successful decision-making.

You might also want to seek to understand the project team's interests on a 1:1 basis. Giving them a safe space to share their thoughts and ideas will allow you to tailor solutions or advocate for those whose voices may not be the loudest in the room.

Why does everyone have to agree? I like the idea of people challenging others thinking to evolve ideas and concepts. Obviously you want harmony and respect in the team and everyone to have a voice, but our differences and our experiences are what sets us apart.

This kind of collaborative efforts shows up as an extension of the agency agreement - one for all , all for one . Truly focused approach within a team is possible only when the path identified is clear and movement is effected , even if in patches , batches or even as a relay run without dithering of any sort whatsoever . It will ensure success at the end of it all .

Now once we have collected all ideas using all different modes. It's time to sit together and reflect on those, find what we have in common here and what's not . To do an analysis from a feasibility point of view and then to see if that can be taken forward from this point.

Common ground is a topic, opinion, or interest that two or more people can agree about. Even when two people disagree on something, common ground can help bring them together. Too often, whether at work or in life, we focus on our differences.

Valores e princípios precisam ser o ponto de convergência de uma equipe, as ideias e estratégias não! É possível unir conservadorismo e inovação na mesa de debate, se aproveitando do potencial de ideias disruptivas ao mesmo tempo em que o time se une para embasar essa mesma ideia de forma estruturada e sólida. Os pontos em comum, em geral, vão seguir o fluxo da sintonia e da conexão. São necessários, mas não há com o que se preocupar a respeito. As diferenças são de fato o aspecto mais importante em uma equipe, por dois motivos: 1) Se não identificadas, podem sabotar e levar ao fracaso; 2) Se mapeadas, podem ser vencidas promovendo a união e a confiança na equipe.

This is again a collaborative effort. Identifying the common ground and the common interest is the crucial points to build a successful and winning team. We need to understand the perspective of each team members and the value of them.

Eine strukturierte Vorgehensweise entscheidend. Starte mit offenen Gesprächen, in denen jedes Teammitglied Perspektive teilen kann. Höre aktiv zu, um Gemeinsamkeiten in Zielen und Werten zu erkennen. Nutze Teamworkshops oder Brainstorming, um gemeinsame Interessen und Ziele zu identifizieren. Achte darauf, Unterschiede in Herangehensweisen und Prioritäten herauszuarbeiten. Dies fördert Verständnis und Respekt für die Vielfalt im Team. Implementiere regelmäßige Feedback-Runden für Vielfalt und Individualität. Biete einen Rahmen für den Austausch. Betone Stärke und Vielfalt des Teams. Insgesamt ist ein kontinuierlicher, offener Dialog entscheidend, um Gemeinsamkeiten und Unterschiede zu identifizieren und einen robusten Konsens abzuleiten.

Teniendo en cuenta que cada miembro del equipo conoce el objetivo que tienen como grupo y saben lo importante que es llegar a acuerdos para avanzar hacia ese fin. Deben establecer pautas o una guía de trabajo donde cada uno pueda expresar libremente sus opiniones e intereses y en conjunto buscar aquellos puntos en común, siendo estos los primeros en definir y luego revisar aquellos cuyo resultado fue distinto con el fin de ampliar un poco más las posturas y dentro de un ambiente de respeto y apertura lograr entender en doble vía si pueden considerarse con los demás, o se puede redefinir o definitivamente declinar. De tal manera que en caso de ser negativa la respuesta se logre una explicación constructiva entre todos.

A diversidade tem ganho cada vez mais destaque nas discussões sociais e também no ambiente de trabalho. Parece razoável sim, pressupor, que temos avançar cada vez mais na proteção da diversidade, mas sem negligenciar que cada indivíduo tem a suas singularidade que deve ser respeitada. O trabalho do líder, neste aspecto, consiste em achar este equilíbrio, dentre os seu liderados, e combater a idolatria e o fanatismo que, eventualmente, se manifestem ao longo da jornada de convivência entre pessoas diversas.

Base decisions on objective criteria, facts, and data rather than personal opinions or emotions. This can help take the focus away from individual interests and promote a more rational discussion. If reaching consensus on all issues at once is challenging, consider breaking down the decision-making process into smaller, more manageable steps. Addressing one issue at a time allows for incremental compromise and may lead to a more comprehensive agreement. Encourage the mindset that successful negotiations result in a win for all parties involved. Look for solutions that benefit everyone to create a sense of shared success. Avoid zero-sum thinking where one party's gain is perceived as another's loss.

Don't settle for concessions, strive for consensus; it is about striving for a shared understanding and alignment — even excitement — for your project. -Understand the stakeholders by mapping out who is involved in the project -Agree on the main problem -Test assumptions and hypotheses -Collaborate with a group brainstorming session to encourage idea sharing and understanding -Build a shared digital space for feedback -Avoid overcomplicating the consensus-building process -Focus on co-designing a solution together -Check-in with teammates regularly to boost engagement -Celebrate successes and recognize everyone's efforts

One needs to create a working environment where ideas are valued, opinions are heard, feedback is taken positively and actioned, issues and concerns are addressed effectively. Hear them out, ask for suggestions, inputs, views and can be solutions. Put all the thoughts together and evaluate. identify the best way possible with the team and set goals

The process of resolving it can open a useful discussion where team members are able to gain a deeper understanding of other members' beliefs and goals. Negotiating a decision that the group is all happy with increases a team's cohesion and helps individual members examine their own motivations.

A compromise is an agreement where neither party gets 100% of what they wanted. How you make the decision between what parts of the compromise favor which parties is what actually matters. Ideally you will have a clear picture as the manager to guide the resolution to not only a compromise between the parties but a resolution that will also be best for your organization. This requires you to be aware of your organization's goals and standards, as those goals also deserve a seat at the table in the compromise discussion.

We can consider the below points before reach to an agreement - 1. Find out the main stake holder and involve only with them in the future discussion. 2. Find out the main problem and act accordingly. 3. Try to avoid over complicating things. 4. Hear the voice from the team mates. 5. Maintain the hygienic conversation. 6. Don't forget to cheers the success with everybody.

Maintain clear and transparent communication channels. Keeping everyone informed about decisions, progress, and challenges ensures a shared understanding and minimizes misunderstandings. Address conflicts promptly and impartially. A proactive approach to conflict resolution prevents issues from escalating and helps maintain a positive team dynamic.

Moving from identification to action, the key to consensus lies in adept negotiation and skillful compromise. Negotiation isn't just about finding a solution; it's the art of crafting win-win scenarios that meet the diverse needs and interests of every team member. Steering clear of win-lose or lose-lose outcomes is the hallmark of a collaborative approach. Compromise, on the other hand, is the strategic willingness to yield or make concessions for the greater good of the team. It's not surrender; it's a calculated investment in the collective benefit. Deploying strategies like active listening, empathy, assertiveness, & reframing transforms negotiation and compromise from tasks into dynamic processes that fuel effective consensus-building.

In Verhandlungen ist es als Leader zwischen unterschiedlichen Interessen des Teams entscheidend, auf offene Kommunikation zu setzen. Identifiziere gemeinsame Ziele, fördere kreative Lösungsansätze und sei kompromissbereit. Zeige Flexibilität, betone die langfristigen Ziele, und kommuniziere transparent. Überwache die Umsetzung der Entscheidungen und passe sie bei Bedarf an. So stärkst du die Teamkultur und förderst eine erfolgreiche Zusammenarbeit.

Consensus means coming to an agreement. Creating consensus in a team setting means finding a proposal acceptable enough that all team members can support it, with no member opposing it.

Test and confirm the consensus Show drafts Testing and confirming consensus is a crucial step in the decision-making process, especially when aiming for agreement from a group. Here are some effective ways to do this: 1. Summarize and Reiterate: Briefly restate the proposed decision or plan in clear and concise terms. Make sure everyone has a chance to voice any remaining concerns or questions. 2. Use Consensus Checks: Ask direct questions like "Does everyone feel comfortable moving forward with this decision?" or "Are there any strong objections that haven't been addressed?" Encourage open communication and allow people to express any hesitations they might have. 3. Identify Levels of Agreement.

This ensures that the consensus is clear, consistent, feasible, and acceptable to everyone, fostering a sense of ownership and commitment, the consesus should be tested. Testing the Consensus: Clarity: Ask team members if they have any questions or concerns about the consensus. Ensure everyone understands the agreed-upon decision and its implications. Consistency: Check if the consensus aligns with previous decisions and team values. Address any inconsistencies or potential conflicts. Feasibility: Evaluate whether the consensus is practical and achievable. Consider resource allocation, timelines, and potential obstacles. Acceptability: Gauge the level of agreement among team members. Address any reservations or concerns raised.

Building consensus among team members with diverse interests involves active listening, understanding each perspective, and finding common ground. Facilitate open discussions where everyone feels heard. Highlight shared goals and how each person's interests contribute to the overall objective. Encourage compromise and demonstrate how diverse viewpoints can lead to innovative solutions. Emphasize collaboration over competition to foster a sense of unity.

Cette réunion m'intéresse dans le sens où cela peut tous nous faire évoluer. Comment faire pour que tous les équipiers s'approprient cette notion d'évolution en partageant le savoir ?

Feeling appreciated and valued as a team member drives commitment and engagement. Recognizing and valuing everyone's contribution different viewpoints fosters an inclusive and innovative team culture.

Nach dem erfolgreichen Finden eines gemeinschaftlichen Konsens feiern wir als Team mit einer informellen Zusammenkunft oder einem virtuellen Event, um den Erfolg zu würdigen. Sich gut zu fühlen. Dabei betonen wir die individuellen Beiträge aller, zeigen Anerkennung. In regelmäßigen Feedback-Runden teilen die Teammitglieder ihre Erfahrungen und Meinungen, um die Kommunikation offen zu halten. Kontinuierliche Team-Building-Aktivitäten stärken die Beziehungen, während Mitarbeiterbefragungen und individuelle Gespräche sicherstellen, dass sich alle wohlfühlen und potenzielle Probleme frühzeitig erkannt werden. Zusätzlich gibt es Fortbildungs- und Entwicklungsmöglichkeiten, um das Engagement und die Zufriedenheit im Team langfristig zu fördern.

Celebration does miracles in both private and professional life, but, at the same time, it is underrated. Psychological studies confirm that behavior changes are correlated with PICs - Positive & Immediate Consequences. Do you want your team members to continue with the consensus they just experienced? Celebrate each and every positive outcome related to it - yes, a verbal encouragement like "Well done!" counts!

Acknowledge and appreciate the team's efforts and contributions. A simple "thank you" or a team lunch can go a long way in fostering a sense of accomplishment. Follow Up for Continuous Improvement Establish clear action plans, milestones, and indicators to track progress and measure outcomes. Regularly review the implementation, providing feedback and support to the team. By celebrating consensus and ensuring effective follow-up, teams can maximize the benefits of their collective wisdom and achieve sustainable success.

Pequeños logros nos dan aliento para los futuros logros más grandes, si nos acostumbramos a ganar creamos cultura de ganadores

In agile, success is a team sport. Celebrating wins should involve the whole squad, emphasizing collective effort over individual glory. Acknowledge everyone’s role and use team rewards to foster unity. Follow-up is crucial, employing agile tools to track progress, ensuring the team's continuous improvement and readiness for future challenges.

Most important to identify the mutual interest among the team. Draw the mutual interest and define the segment of boundaries and allocate job accordingly to unite and accomplish the job in unified manner.

It’s important to bring team members with different interests come together informally and formally to share their perspectives, opinions and ideas. That creates an environment of open communication which build trust and helps getting allys slightly faster :)

Consensus is aligning the team toward a common objective and hence the first step is that the goal should be clearly defined. In defining the goal communication plays a very vital role .The goal should be explained showing the benefits the team will have by achieving the goal.Cynical character in the team should be identified and firmly made to understand that team goal is important than individual interest .Last but not the least the leader should walk the talk and there shouldn't be intentional or non intentional bais .

Identifying benefits and key influencers in the group - It is essential that when we are trying to drive consensus, it is utmost important to identify what benefits can be achieved from the outcome and that can immensely interest the individuals in the group. Also driving consensus requires identifying key influencers in the group and they can be convinced, then they can in turn convince others in case there is a divide or a disagreement!

The first step in building consensus is to understand “why do people disagree & what is the degree of disagreement” Building consensus is a critical skill. In a team with varied interest disagreement may be due to one of the 3 reasons: 1. Not clearly heard and understood the other’s alternative and reasons for support 2. Had different experiences or hold different values 3. External factors such as personality, past history with one another, etc. Once the reason/s for disagreement are well understood, it’s easier to build consensus. One may begin by: 1. Listing the Alternatives 2. Discussing Pros & Cons of each alternative 3. Merging alternatives (best of both world) 4. Building criteria lists and scoring 5. Converging on an Alternative

Everyone can rate the different options on a defined scale and ask how important is this? These ratings can be revised again further down the line so the best option comes thru.

#1 things to do is understand the personality of each person. That way you know exactly what is motivating them and what is their greatest fear. This in turn facilitates conversations with diverse perspectives while respecting each other.

While consensus decision making can work better than a majority vote, it is not always a great idea. The negatives are:- - agree-ability can box ideas. Dissenting voices which allow for ideas to be re-evaluated can be silenced/not heard or not advanced due to fear of social censure. - Group-think. If the group is relatively homogeneous, they won't be able to see the pink elephant in the room. Lastly, consensus doesn't happen in a vacuum. We cannot discard the power hierarchy at play where individuals/groups might be "influenced to agree" to decisions. Does this absolve the powerful from their responsibility because "everyone agreed"?