Consensus vs Consultation: Only one is vital for leaders
Consensus means everyone agrees before you move forward. Consultation means you seek input — and then you decide. They are not the same. I would urge every leader to consult others before making decisions, especially on big issues. But achieving consensus is not only difficult, it's unnecessary. That's because someone is bound to have a different view and will disagree with your decision. Spending effort trying to get everyone on board is not likely to be the best use of your time.
Good leaders consult widely. They use their team’s experience to sharpen judgement. They invite dissent. They identify risk and decide how much they can accept. They test assumptions. They ask, “What am I not seeing?”
Seeking consensus feels inclusive. It feels safe. It often feels “nice.” But in complex, high-stakes environments, consensus can dilute accountability and slow momentum. Indeed, if you can quickly gain consensus from a large team, it is likely no one is willing to dissent. Consensus can actually be a warning sign about your leadership. I'll speak about this in my next post.
High-performing teams don’t need unanimity. They need clarity.
Consultation builds trust because people know their perspective is heard and considered. Decision-making builds confidence because people know someone is accountable.
The leader’s role is not to run a vote. Ok, the leader of a democracy has to run a vote, but she doesn't need consensus to be elected.
You can — and should — use your team to inform decisions.
But once informed, you must decide, which is a unique privilege of leadership.
Consult broadly.
Decide positively.
Own your decision.
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