{"id":92157,"date":"2023-02-11T15:08:00","date_gmt":"2023-02-11T19:08:00","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=92157"},"modified":"2023-02-17T16:41:37","modified_gmt":"2023-02-17T20:41:37","slug":"integrative-decision-making","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/integrative-decision-making\/","title":{"rendered":"Why Businesses Need Integrative Decision-Making"},"content":{"rendered":"\n<p>What is Integrative <a href=\"https:\/\/www.shortform.com\/blog\/methods-of-decision-making-crucial-conversations\/\">Decision-Making<\/a>? Why is democracy important at work?<\/p>\n\n\n\n<p>If you want to integrate autonomy and flexibility into an organization, you need to facilitate a democratic process. According to Aaron Dignan&#8217;s book <em><em>Brave New Work<\/em><\/em>, a key way to do this is by using a consent process such as Integrative Decision-Making.<\/p>\n\n\n\n<p>Discover what Integrative Decision-Making means and how it can improve work culture.<\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-establishing-a-consent-process\"><strong>Establishing a Consent Process<\/strong><\/h2>\n\n\n\n<p>In addition to psychological safety, establishing a consent process is another important early step for integrating autonomy and flexibility into an organization. The <strong>consent process is meant to enable workers to shape structural change from within<\/strong>, rather than to create an additional hurdle for people to get things done.&nbsp;<\/p>\n\n\n\n<p>To facilitate a democratic process, Dignan recommends using a consent process such as Sociocracy or Integrative Decision-Making (IDM).\u00a0<\/p>\n\n\n\n<p>In the IDM process, each participant has the opportunity to speak and give input on a proposal. Toward the end of the process, participants can either consent to the proposal or raise an objection if they think the proposal is either unsafe to try or would cause irreversible harm. Any objectors then work with the proposer to edit the proposal to get consent to move forward. In a system such as this, the <a href=\"https:\/\/www.shortform.com\/blog\/rational-decision-making-process\/\">decision-making process<\/a> is inclusive, but it\u2019s also designed to make progress rather than having ideas thrown out if there\u2019s no consensus.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: IDM is also commonly referred to as Holacracy. <a href=\"https:\/\/www.holacracy.org\/governance-meetings\">HolacracyOne is the company that formalized IDM<\/a>, and IDM is actually a procedure that fits within the overarching philosophy of Holacracy.)<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Challenges of Implementing Holacracy<\/strong><br><br>Although several major businesses and organizations have experimented with Holacracy, <a href=\"https:\/\/hbr.org\/2016\/07\/beyond-the-holacracy-hype\">some have experienced challenges with it<\/a> that Dignan doesn\u2019t discuss. For example, the shoe company Zappos adopted Holacracy and later offered employees severance packages if they didn\u2019t like the self-management system or wanted to leave the company for a different reason. Eighteen percent took the severance package and 6% of employees said that Holacracy was a specific motivator for quitting.&nbsp;<br><br>Some people said there was too much ambiguity around the work processes and responsibilities, or that not much had changed about the way work was done despite meetings and trainings. However, it\u2019s difficult to determine what factors may have led to these perceived shortcomings for some employees, and <a href=\"https:\/\/www.zapposinsights.com\/about\/holacracy\">Zappos continues to evolve and use Holacracy throughout the company<\/a>.&nbsp;<br><br>In another example, the publishing company <a href=\"https:\/\/medium.com\/@rubzie\/medium-drops-holacracy-how-we-deal-with-their-problems-after-3-years-12428b373b5f\">Medium tried Holacracy and then ended the practice<\/a> because it was too difficult to coordinate efforts for larger projects across company groups, and public perceptions of Holacracy made recruiting employees more difficult.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">Meta Decision-Making<\/h3>\n\n\n\n<p>Your decision-making process can help you <strong>clarify different levels of decision-making power<\/strong>: what decisions people can make independently in their day-to-day work, what decisions require seeking advice from a peer, and what <a href=\"https:\/\/www.shortform.com\/blog\/kinds-of-decisions\/\">kinds of decisions<\/a> require the group\u2019s consent.<\/p>\n\n\n\n<p>For example, someone might be able to change strategies on their project or purchase a piece of necessary equipment without asking anyone. However, if a person wants to form an entirely new team to work on a project, the group may recommend seeking advice from another colleague first. And if someone wants to restructure the company\u2019s salary system, this may require using the <a href=\"https:\/\/www.shortform.com\/blog\/decision-making-method\/\">decision-making method<\/a> described above to get the entire group\u2019s consent.&nbsp;<\/p>\n\n\n\n<p>(Shortform note: In contrast to Dignan\u2019s preference for different layers of decision-making power, Laloux\u2019s <a href=\"https:\/\/shortform.com\/app\/book\/reinventing-organizations\"><em>Reinventing Organizations<\/em><\/a><em> <\/em>advocates <a href=\"https:\/\/shortform.com\/app\/book\/reinventing-organizations\/1-page-summary#decision-making\">letting employees make any decision on their own<\/a>, as long as they seek advice from the people impacted by the decision first. Laloux points out that transparent information and the advice-seeking process are key to helping people make informed decisions. Similarly, Reed Hastings and Erin Meyer\u2019s <a href=\"https:\/\/www.shortform.com\/app\/book\/no-rules-rules\"><em>No Rules Rules<\/em><\/a><em> <\/em>emphasizes the importance of <a href=\"https:\/\/www.shortform.com\/app\/book\/no-rules-rules#empower-employees-by-giving-enough-information\">making company information transparent<\/a> so that employees can make autonomous decisions.)Dignan points out that this consent process doesn\u2019t have to be set in stone\u2014using these methods, participants can also consent to a <em>different<\/em> decision-making process, like delegating authority to a sub-group.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Dignan\u2019s Goals Parallel Those of Holacracy<\/strong><br><br>The official <a href=\"https:\/\/www.holacracy.org\/\">mission of the Holacracy governance system closely mirrors Dignan\u2019s overall vision<\/a> for organizations.<br><br>Both are focused on complex, human systems and aim to decrease hierarchy management, increase <a href=\"https:\/\/www.shortform.com\/blog\/job-engagement\/\">employee engagement<\/a>, and distribute authority widely through dynamic roles. Both philosophies recommend tailoring strategies to the unique context of the organization based on these overarching principles. Similar to Dignan\u2019s recommendations for constant, iterative experimentation (discussed later in the guide), Holacracy recommends \u201cincremental evolution\u201d to adapt to new challenges.&nbsp;<br><br>However, Dignan<em> <\/em>also discusses more specific strategies and experiments, not limited to Holacracy, that have been successful in revolutionizing businesses. For example, Dignan recommends experiments like letting employees set their own salaries and write their own <a href=\"https:\/\/www.shortform.com\/blog\/job-role-vs-job-description\/\">job descriptions<\/a>.<\/td><\/tr><\/tbody><\/table><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>What is Integrative Decision-Making? Why is democracy important at work? If you want to integrate autonomy and flexibility into an organization, you need to facilitate a democratic process. According to Aaron Dignan&#8217;s book Brave New Work, a key way to do this is by using a consent process such as Integrative Decision-Making. Discover what Integrative Decision-Making means and how it can improve work culture.<\/p>\n","protected":false},"author":14,"featured_media":69012,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[45,14,30],"tags":[898],"class_list":["post-92157","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business","category-management","category-work","tag-brave-new-work","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Why Businesses Need Integrative Decision-Making - Shortform Books<\/title>\n<meta name=\"description\" content=\"A Holacracy is a modern type of organization, but it&#039;s proven to be successful thanks to the Integrative Decision-Making process. Learn why.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/integrative-decision-making\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why Businesses Need Integrative Decision-Making\" \/>\n<meta property=\"og:description\" content=\"A Holacracy is a modern type of organization, but it&#039;s proven to be successful thanks to the Integrative Decision-Making process. 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