10 steps process of Deliberative Decision Making process ( thanks to Harvard Stats Nov 2011 ! )

 What is Deliberative Decision Making process ?

( 10 steps ) . Make a one day program on Decision Making .

Deliberative decision-making is a process that involves carefully considering various options, perspectives, and relevant information before making a decision. It emphasizes thoughtful and inclusive discussion among individuals or a group to arrive at a well-informed and reasoned choice. Here are the key steps in a deliberative decision-making process:

1. Problem Identification: Clearly define the problem or decision that needs to be addressed. This involves understanding the context, identifying the goals, and recognizing the factors that need consideration.

2. Information Gathering: Collect relevant information related to the decision at hand. This may involve data, expert opinions, research findings, or other sources of information that can contribute to a comprehensive understanding of the issue.

3. Stakeholder Involvement: Identify and involve relevant stakeholders who have an interest in or will be affected by the decision. This step emphasizes inclusivity and ensures that diverse perspectives are considered during the deliberative process.

4. Deliberation: Facilitate open and constructive discussion among the participants. This can take place through various formats, such as group meetings, forums, or online platforms. Participants are encouraged to share their views, listen to others, and engage in a collaborative exploration of the options.

5. Critical Evaluation: Encourage participants to critically evaluate the information presented and the arguments made during the deliberative process. This involves assessing the strengths and weaknesses of various options and considering the ethical implications.

6. Consensus Building: Strive for consensus or agreement among the participants. While complete unanimity may not always be possible, the goal is to reach a shared understanding or compromise that reflects the collective will of the group.

7. Decision-Making: Based on the deliberation and consensus-building process, make the final decision. This decision should be well-informed, taking into account the diverse perspectives, information, and considerations discussed during deliberation.

8. Implementation: Develop a plan for implementing the decision. This may involve assigning responsibilities, allocating resources, and establishing a timeline for carrying out the chosen course of action.

9. Monitoring and Evaluation: After implementation, continuously monitor and evaluate the outcomes of the decision. This step ensures that the intended goals are being achieved and provides an opportunity for adjustments if needed.

10. Reflection and Learning: Reflect on the deliberative process and decision-making outcomes. Consider what worked well, what could be improved, and apply lessons learned to future decision-making processes.

Overall, the deliberative decision-making process is designed to foster collaboration, inclusivity, and thorough consideration of relevant information, ultimately leading to decisions that are well-grounded and acceptable to those involved.

Chat GPT search prompt . Books on Organizational Development

I asked this question to Chat GPT . A prompt . Suggest me some books on Org Dev. First response was only 5 th Discipline. First regenerate or second response has been more elaborate. It is this. Read all Amazon reviews, Good Reads before make a buying decision . Even if you take a course, certification course, they will recommend reading some books anyway . Do it yourself. 

There are several excellent books on Organizational Development (OD) that provide valuable insights, theories, and practical strategies for fostering positive change within organizations. Here are some recommended books on Organizational Development:

1. "Reframing Organizations: Artistry, Choice, and Leadership" by Lee G. Bolman and Terrence E. Deal

   • This book offers a comprehensive framework for understanding organizations and leadership. It explores various perspectives, such as structural, human resource, political, and symbolic frames, providing a well-rounded view of organizational dynamics.

2. "The Fifth Discipline: The Art & Practice of The Learning Organization" by Peter M. Senge

   • Peter Senge introduces the concept of the learning organization and discusses how organizations can develop the capacity to learn and adapt. The book emphasizes the importance of systems thinking and personal mastery in organizational development.

3. "Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework" by Kim S. Cameron and Robert E. Quinn

   • This book presents the Competing Values Framework, a powerful tool for diagnosing and changing organizational culture. It provides practical insights and case studies to help organizations understand and transform their cultural dynamics.

4. "Organizational Culture and Leadership" by Edgar H. Schein

   • Edgar Schein, a pioneer in the field of organizational culture, explores the relationship between culture and leadership. The book provides a deep understanding of how culture influences organizational behavior and offers practical guidance for leaders.

5. "Managing Transitions: Making the Most of Change" by William Bridges

   • William Bridges focuses on the human side of organizational change. The book provides a framework for understanding and managing transitions during times of organizational change, offering practical advice for leaders and employees.

6. "The Advantage: Why Organizational Health Trumps Everything Else in Business" by Patrick Lencioni

   • Lencioni emphasizes the importance of organizational health and its impact on overall success. The book provides practical insights into building a healthy organizational culture, effective teamwork, and clear communication.

7. "Organizational Development: A Process of Learning and Changing" by W. Warner Burke

   • W. Warner Burke provides a comprehensive overview of the field of organizational development. The book covers various theories, models, and interventions used in OD, making it a valuable resource for practitioners and students.

8. "Appreciative Inquiry: A Positive Revolution in Change" by David L. Cooperrider and Diana Whitney

   • This book introduces the concept of Appreciative Inquiry, a positive approach to organizational change. It focuses on identifying and amplifying the strengths and positive aspects of an organization to drive change.

These books cover a range of topics within organizational development, and depending on your specific interests and needs, you may find some more relevant than others. Consider exploring a few to gain a well-rounded understanding of organizational development principles and practices.

chat GPT answers on Negative Capability

 I asked Chat GPT , Does this quality, " Negative Capability " really help leaders ? Or is it just a fad ?

Anwer : Negative Capability" is a term coined by the poet John Keats, and it refers to the ability to embrace uncertainty, doubt, and ambiguity without reaching for logical answers. In the context of leadership, it can be a valuable quality. Leaders who possess negative capability are often more open-minded, adaptable, and comfortable with ambiguity.

In a rapidly changing world, where situations and problems may not have clear-cut solutions, negative capability can help leaders navigate complexity. It allows them to tolerate uncertainty, be creative in problem-solving, and foster innovation within their teams.

So, it's not just a fad; it's a quality that has enduring value in leadership, especially in dynamic and unpredictable environments. It's about being comfortable with not having all the answers and being able to lead through uncertainty.