Easy, Clear Decision-Making Tool

a gem that works (when used)

Emotions at work get elevated when decision-making is in progress. How someone shows up to a meeting can be greatly impacted by how the decision is being made. Enter this handy leadership tool:

The Four Vs

When any decision is being made and a group is involved, the people around the decision have one of the following Vs:

View

If I am making a decision, but I want you to be aware of the options, the forces at play, my assessment and my thinking, but you have no real influence into the decision, I am not really looking for feedback, and you certainly have no responsibility for the decision: you have a view. I am giving you a view into the decision-making process, and that is all. It is information without anything required.

Voice

If a decision is being made and I would like your thoughts, your arguments, your recommendations: you have a voice. I am sharing as much context and information for the decision and seeking your input. The voice does not carry final decision-making weight, but it provides me with more information. This is where “using emotions in decision-making” plays a helpful part.

Vote

In the fraternity, ΔΣΦ, we followed Roberts Rules of Order and had by-laws that indicated how decisions were made. When a vote was called, it was pre-established if that item required a simple majority or a two-thirds vote to pass. When the decision-making weight rests on you and other members of the group, you have a vote.

The energy and emotions brought to a meeting where I must cast a vote will be significantly higher than where I only have a view or a voice. Help your people and their mindset and their emotional temperature by sharing ahead of time if they have a vote—and provide them with as much information as possible to inform said vote. Clarify the stakes of the voting outcome as well. If we vote on the company dinner location and it flops, it’ll be okay. If we hire the wrong new team member, the cost is significantly higher. Set up the vote casting process for success.

Veto

The most rare of the 4 Vs is the Veto Power. This would involve decisions where complete consensus is required in order to move forward. The emotional weight and stress of the veto will be highest, but the veto is only involved in the most intense and risky decisions. The veto power means if anyone of us says no, it’s a no. If we have 4/5 and we said it was a veto and we go ahead anyways, you lied, and you have broken trust. If we have 4/5 and the veto-er has a firm belief in their veto, it’s a no-go. You can see how heated this decision-making process could be.

Misunderstanding Which ‘V’ I have

There is great danger and frustration that comes when someone arrives at a meeting feeling like they have veto power, but they really only have a voice.

I remember distinctly a meeting with my team to discuss the hiring of a new member and to debrief the interview results. One of my teammates and I were heated because we thought we needed to be ready to cast a vote or a veto. When our leader clarified at the start,“I appreciate all of your insights and feedback, but please know: this decisions rests with me. I will take your input and your thoughts, but ultimately, I will make the final decision. It is my responsibility,” the emotional temperature in the room dropped about 10º.

Knowing we only had a voice completely changed how we interacted in the meeting. We would have likely fought, argued, and exchanged strong words if we had veto power, and even a vote. The clarity made all the difference.

Teach this tool and these 4 Vs to your team over the next several weeks. Clarify and classify where they have a view, a voice, a vote, and if-ever, a veto.

Pro-tip: you can use this with your partner or spouse, or your family unit as a whole. On vacation or planning holiday events. It may be a helpful boundary tool in more than just work decisions…