Communication is important at any stage in a group decision-making process. But to get through the groan zone requires special attention to your communication and leadership.
The Groan Zone
Signs that you are in the groan zone
- it seems that the discussion is going around in circles
- misunderstandings and miscommunication abound
- tensions are rising as people press for a solution when none seem obvious
- people are defensive, short tempered and insensitive
- exasperation, confusion, frustration, boredom and aggravation are present
The groan zone is the most difficult place in the process of group decision-making. Yet it is the essential bridge on the way from a wide collection of divergent ideas to the development of an agreed decision.
The dynamics of group decision-making
When discussion commences on a new topic what usually happens is that people start with a “business as usual” approach. So the first ideas are familiar opinions. Suggestions are usually to follow a well known path – even if it is known not to work!
Stage two is possible when the culture and practices of the group encourage the sharing of different perspectives. This is where different approaches and life experiences can be shared; “left field” ideas get floated; and new insights can come forward. At this point the thinking of the participants is becoming more divergent – the range of the discussion is widening, looking less controlled, the possible outcomes expanding and the end point less certain.
Stage three is the groan zone – more on this later.
Stage four is where the ideas of people start to coalesce and come closer together. The thinking of the group is converging. From being like the wide end of a funnel it gradually narrows down to a clear point from which a solution can emerge.
Stage five is the decision point – all these divergent ideas from the start of the process have converged to one agreed point of decision.
Communication in the groan zone
As a group moves into the place of greatest divergence in its thinking, and least clarity about where this is all going, there are key communication messages. The first responsibility of a facilitator or leader is to encourage people to hang in there.
People don’t like uncertainty. They stress out when they think that a process is not going anywhere. They get angry if they see a solution and other people keep slowing things down by talking about “other stuff”. Therefore many people want to get out of this space as fast as possible. So they simplify things too quickly – rushing prematurely to a decision.
When people experience discomfort in a process they often judge the group to be dysfunctional and the / or the process to be bad. Communication that helps people to see that this phase is normal and necessary encourages them to stay with it for a bit longer. The groan zone is a direct and inevitable consequence of the diversity that exists in a group. Assure people that this cluster of many ideas and perspectives are the ground from which a solution will come.
Communication strategies
- When people are rambling – paraphrase what they are saying
- If there are misunderstandings and miscommunication ask open questions or check with people what they have said
- Where people press for a premature solution ask what areas of the discussion this solution may not be taking into account
- Encouraging empathy and supporting openness are responses to defensiveness, short tempers and insensitivity
- Explore the sources of exasperation, seek clarity and respect feelings
The goals of your communication strategy
People have to sit with the tensions and the desire to “get this over with” that is inherent in a group discernment process. It is by spending sufficient time growing insight and understanding of one another and our ideas that make it possible to see common ground.
Therefore the key goals of your communication strategy in the groan zone are to encourage patience, enable perseverance and to foster tolerance. By using your communication skills to create this culture in the group you create the space for the process goals to be achieved.
The process goals are increased understanding of one another, recognition of options that meet the needs of more people in the group, and beginning to explore for common ground. Convergence will not happen unless the leader makes the groan zone a tolerable experience. It will always be hard but it can always be worse!
Conclusion
Group decision-making provides the most creative, effective and long term successful form of decision-making. However the path is not a straight line. First there must be an expansion of the conversation from the familiar to the new. Later these new insights will be incorporated into a solution that will be reflected in a well supported decision. The link between the divergence phase and the convergence phase is the groan zone. Here the disparate pieces are processed, the common ground discovered and collaboration is fostered – community is built! There are many resources available for how to build consensus through this stage. Please avoid the trap of pressing for premature agreement just because it gets a bit too hard.
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