Catharsis, the final chapter, the end.
Whatever you call it, humans need closure. Whether it’s reading the last chapter of a good book to find out what happens, hearing the punchline of a joke, or making a decision at the end of a strategic planning or business meeting.
That’s right – even in the boardroom, the rules of human nature apply.
Enter the Decisional level of thinking, the final step to the ORID methodology.
In a sense, this is the easiest step of the process. To complete it, you and your participants don’t need to make a big “D” decision, but you do need to bring the conversation to some kind of resolve or conclusion, what I call a small ‘d’ decision. It is often as simple as planning a single next step – like scheduling a follow-up meeting to determine how to put the day’s work into action, or assigning some takeaway actions.
But as small a thing as those seem, they can be surprisingly easy to overlook, especially because they often come during the final minutes of a long session!
Yet, without a final decision to close the session, you risk provoking a sense of futility, frustration or reluctance among you participants. They feel their time has been wasted, are unsatisfied and may never want to take part in another planning session again if this one doesn’t give them that all-important conclusion.
So, make sure you nail the Decisional phase, and you’ll ensure you win supporters – and generate commitment – throughout the room.
Here’s how to do it.
Leave enough time.
The clock is counting down. People have begun gathering their belongings, packing away their laptops, checking their watches and staring at the door.
Maybe the room you booked is about to be taken over by the next group. Or, perhaps you have out of town participants eager to catch their flights.
You can’t hold them back much longer … do you really need to complete this final phase?
The Decisional phase is the conclusion to the long, fruitful hours you’ve already invested. Pay it the attention it deserves.
What to do: Take an extra few minutes if you do run over time. I, myself, won’t let my groups leave until we’ve at least created some sort of decision or next step.
Even if you just agree that the conversation isn’t finished and a follow-up discussion is needed. Briefly summarize what you hope to achieve and you wil have brought the discussion to conclusion.
You can avoid this problem altogether by ensuring throughout your workshop or session that you are constantly checking the schedule to prevent the hours from getting away from you.
Know what you’re deciding on.
If you don’t know what you want to get out of your session, it will be hard to know what the end should look or feel like. So, ensure you carefully and thoughtfully determine the objectives for this discussion.
What to do: Work with your team to define your intention for the meeting, and what success at the end of the day will look like. Refer back to these when planning the Decisional steps to ensure you’ve met your intention. Are you:
- Making a decision? (What is our decision?)
- Putting forward a recommendation? (What is our recommendation?)
- Ensuring your group is fully informed? (What is your comfort with this topic?)
- Seeking feedback on a topic? (What else do we need to know?)
Your objective will tell you what your decisional step needs to be.
Design your process fully.
You’ve run through your entire agenda, thought through some difficult dilemmas and agreed what’s wrong or what solutions might work. But if you haven’t included time in your agenda to make some concrete decisions, you risk your intelligence evaporating into thin air. Clues that this has happened sound like “There’s an hour of my life I’m never getting back!”
What to do: Careful planning, again, makes the difference here. Paying attention to the ORID structure (what are the facts, what are the internal/emotional responses, what are the insights and finally, what next?) makes a tremendous difference. Intentionally planning the part of the meeting where you ask for closure, resolve, what the group has decided, or the next step matters.
This will help you solidify the idea that, after all the brainstorming, ideation and discussion, you are committed to coming away with a result (or perhaps even just a plan on how to create that move the result forward).
Flesh out each preceding stage.
If participants in the room aren’t on the same page, can’t seem to agree on facts, or are stuck in endless ideation, you may have gaps in the Objective, Reflective or Interpretive stages of the discussion.
What to do: If you find yourselves stuck when you go to make a binding decision or agree on a future step, consider returning to a previous stage to make sure you’ve completely explored it. It may be necessary to obtain additional facts, or explore past experiences more, or consider additional alternatives. A clue that this might be the case is when you hear “ I just don’t know enough to make a decision”.
Include the right people in the room.
I’ve been in a situation where groups reached the Decisional stage, and only at that point realized that no one present had actual decision-making power (or, in some cases, budget) to implement any changes.
What to do: Planning, again, at the outset can prevent this problem to ensure your end state is in line with your group’s influence level. If you’ve come too far, rather than letting your work go to waste, consider creating a recommendations report that you can present to the decision-makers, with the supporting rationale. Determining which recommendations you intend to put forward is decisional-level of thinking or identifying the right people that need to be included. That clarity is also decisional level of thinking, which in this case informs your next step.
There is a theory called the “Ladder of Involvement”, which defines what kind of input a group is actually being asked to provide. Be sure at the outset that you’re honest with stakeholders which level of decision making the meeting is asking for.
Deciding to decide
People have committed time, ideas, efforts opinions and have worked hard to understand their fellow participants. Ensure that if you’re organizing, or moderating, a strategic planning or feedback session that you’ve included all the important ingredients, from the O to the R to the I and crucially, the D, so that everyone goes home happy. Both your group and your organization will then be able to benefit from real action – not just hours stolen from their busy schedules.