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Zinvol Beslissen

Niet iedereen hoeft of kan bij een beslissing (te) worden betrokken.  Door klakkeloos iedereen in een beslissing te laten deelnemen kun je verkeerde beslissingen nemen. Door bijvoorbeeld kennisgebrek, is niet iedereen in staat om mee te beslissen en bij sommige beslissingen is het niet nodig dat er veel mensen in betrokken worden. Daarom is het zinvol op basis van een beslismodel na te gaan hoe de beslissing tot stand moet komen.

  • Het kan een team helpen in hoe ze bepaalde beslissingen behoren te nemen ten aanzien van de verschillende vraagstukken die ze hebben. Daarbij kan het voorkomen dat niet steeds ‘dogmatisch’ vast staat dat iedereen overal bij betrokken moet zijn;

 

  • Een goede keuze in het beslissing model bespaart tijd en kan ook leiden tot een betere beslissing.  Het vermijdt dat mensen proberen een consensus te bereiken voor problemen, waar een echte ‘expert oplossing’ vereist is. Aan de andere kant voorkomt het dat mensen beslissingen zelfstandig nemen,  waar nu net het in overleg beslissen essentieel is om tot een goede en uitvoerbare oplossing te komen.


Wat en wanneer?

Het beslissingsmodel geeft aan in welke situaties  en op welke manier het beste beslissingen kunnen worden genomen.  Er kunnen situaties zijn dat technisch expertise vereist is of dat mensen zich geëngageerd weten door de beslissing. Het dient om:

  • uit te maken wanneer mensen beslissingen autonoom kunnen nemen;
  • te bepalen wanneer overleg gepleegd moet worden om tot een gedeelde beslissing te komen. (andere team leden, interne klanten, andere beslissingsniveaus, …);
  • een analyse te maken van hoe een team omgaat met beslissen;
  • te onderzoeken hoe efficiënt en doelmatig hun manier van beslissen is.

Model

Dit model (een vereenvoudiging van de werkelijkheid) is gebaseerd op twee dimensies in iedere beslissing.

  • Het belang van ‘technische expertise’:
    Hoe belangrijk is specifieke kennis, competentie, ervaring, etc.. om tot een goede oplossing te komen. Het gaat hier over complexe beslissingen, met een hoog gehalte aan expertise, waarbij een gebrek aan kennis een ‘slechte’ beslissing oplevert. Het is het soort beslissing waar een leek bitter weinig zinvols over kan zeggen;
  • Het belang van ‘aanvaarding’ van anderen van de beslissing:
    In welke mate is ‘buy-in’ cruciaal om tot een beslissing te komen, die ook zal uitgevoerd worden, die ook kan werken.

Deze dimensies zijn beiden in meerdere of mindere mate in elke beslissing aanwezig.

 

De inschatting van hoe belangrijk die twee ‘parameters’ zijn bepalen dat je voor een expert beslissing gaat of eerder kiest voor een gedeelde beslissing of een consensus. Dit wil meteen ook zeggen dat er geen goede of slechte manier is om tot een beslissing te komen, maar dat het afhangt van het soort beslissing dat genomen moet worden.

Een democratisch, consensus proces, om tot een beslissing te komen over welk soort software in het nieuwe sales IT systeem moet worden aangeschaft is absurd. Zoals het ook zou absurd zijn om over de ‘werkprocessen’ en ‘grondregels’ van een team door de baas of door een ‘specialist’ te laten beslissen.


Een ander element is de ‘timing’ van het proces. Als je voor een dringende of gevaarlijke situatie staat is het te laat om een “volksraadpleging” te organiseren. Dan neemt de baas zijn verantwoordelijkheid en op basis van zijn beste inschatting neemt hij de beslissing. Als het huis in brand staat willen we geen brainstorm meemaken van brandweermannen die eerst hun aanpak bespreken. Het is weliswaar heel belangrijk dat de brandweer mensen zich kunnen vinden in de manier waarop ze de brand aanpakken (zij riskeren hun leven en als ze denken dat ze op de verkeerde manier worden ingezet zou het wel eens toe kunnen leiden dat ze zich aan hun taak onttrekken). Daaropm worden zulk soort zaken vooraf besproken bij simulaties, opleidingen, teamdiscussies rond de aanpak, enz., maar niet op het moment van de brand zelf.

Het probleem is natuurlijk dat de meeste situaties niet zo ‘glashelder’ zijn. Zo zie je vaak dat op de domeinen van ‘Human ressources’ iedereen zijn zegje wil doen. Het gaat hier veelal over dingen waar op het eerste gezicht iedereen over mee kan praten. Dat leidt heel vaak tot slechte beslissingen die het gevolg zijn van touwtrekken en machtspelletjes maar waarbij vergeten wordt dat er achter heel veel HR processen een echte professie schuilgaat, Bijvoorbeeld  bij een ‘evaluatiesysteem’ of een ‘opleidingsbeleid’ is het geen kwestie van een opinie maar van expertise en inzicht in veranderingsprocessen.
 

In tegenstelling tot andere professies hult HR zich veel minder in technisch en specifiek jargon (zoals bijvoorbeeld ingenieurs) waardoor het ook voor niet HR mensen ‘toegankelijk’ blijft. (en dat is meteen een voordeel en een nadeel) Niemand zou het in zijn hoofd halen om de betonkeuze voor een grote brug over te laten aan een groepje toevallige voorbijgangers die vinden dat ze moeten meebeslissen. Voor HR issues komt dat soort zaken helaas maar veel te vaak voor.


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