Five Steps to Collaborative Decision Making

Clients have often asked me: “Vanessa, is there ever a time as a leader where I can just ‘pull rank?'”

When it comes to being in a position of leadership, I find a lot of my clients grapple with this question.

The Cambridge Dictionary defines “pulling rank” as using positional power to make others do what you want.?

But my answer might surprise you…

No, you shouldn’t pull rank – ever.

Let me illustrate why with a personal example. As a parent of two teenagers, I frequently “pull rank.”

I am responsible for their health and well-being, and without helping them set boundaries, they’d likely spend 24 hours a day gaming, neglecting sleep, meals, and school!

But here’s the crucial distinction: while this approach works with children under our care, it falls flat in professional settings because we’re dealing with adults.

You cannot force an adult to do what you want them to do.

This fundamental misunderstanding of human behavior explains why a staggering 70% of change initiatives fail.?

People won’t change unless they see the value in doing so.?

If you resort to pulling rank, you could quickly lose the trust and engagement you’ve built with your team.

But what about those crucial moments when decisions must be made, and your team seems gridlocked?

While the temptation to break the deadlock with authority might be strong, I’ve developed a more effective approach:

1. Gather your team to clearly identify the core issue at hand.?
2. Engage in collaborative brainstorming to generate potential solutions.
3. Have team members vote on their top three choices to narrow the field.?
4. For these finalists, create a comprehensive pros and cons analysis.?
5. Hold a decisive vote on the path forward, securing clear commitments for implementation.

Yes, this process takes more time upfront.?

But it’s worthwhile because collaborative decisions generate authentic buy-in and kick-start action.?

Dictated solutions often face resistance, delays, and passive avoidance.

Consider your ultimate goal as a leader.?

If you’re aiming to build a high-trust, collaborative environment where your team operates at its best, then consensus-building will always trump pulling rank.?

The short-term efficiency of authority might be tempting, but the long-term costs to team morale and effectiveness make it a losing position.

Leadership isn’t about wielding power – it’s about building the trust and engagement that make power moves unnecessary.

Ready to discover your authentic leadership style??

Take my free leadership assessment quiz to discover what natural strengths you can leverage to lead more effectively without relying on positional power.