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Training Activity
Building Consensus : The Heart Transplant Scenario
To provide team members with an opportunity to practice the skill of reaching consensus. This is also a great exercise for practicing listening skills and resolving conflict. I would suggest using this exercise at the outset of a team retreat, project management meeting or brainstorming session. If your team is preparing to make some big decisions, be it staffing, budgetary or goal oriented, this could be a good kickoff exercise to get people talking and in a "consensus mood".
Preparation:
1. Have a copy of the definition of the word consensus prepared to share with the participants.
2. Copy and paste exercise below and create a handout. Make copies for every participant.
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HANDOUT:
You are surgeons at a big hospital. Your committee must make a very important decision. Seven patients need a heart transplant. There is only one heart donor at this time. All patients could receive the heart.
Which patient would you chose to receive the heart?
Why?
Your committee must agree on a choice.
Have each team member present their choice to the group. Then as a team, come to consensus on a decision.
POSSIBLE HEART RECIPIENT CANDIDATES
- A famous brain surgeon at the height of her career. A single black woman, 31 years old.
- A 12 year old musician who is Japanese.
- A 40 year old teacher who is a Hispanic male with 2 children.
- A 15 year old pregnant teenager who is unmarried, white and has no other children.
- A 35 year old Roman Catholic priest.
- A 17 year old waitress who is white, a high school dropout and helps her family with her earnings.
- A 38 year old Chinese scientist close to discovering a cure for A.I.D.S. who is a single woman with no children. She is a Lesbian.
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Delivery:
Put participants into groups of 6 -8 people. Tell the participants to take a few minutes to read the scenario and decide individually on the top 2 recipients who they feel should be chosen for the heart transplant. Then have the members of the group share their selections with each other and come to consensus on their number 1 choice.
Debrief:
Once the groups have made their decisions, ask the following questions:
- Was it hard to come to a decision that everyone could agree on?
- Did anybody feel like they "gave in" to a choice they weren't comfortable with? If so why did you give in? Does this ever happen at work?
- What role did our values and beliefs play in the discussion?
- How hard is it to listen to other peoples points of view?
- Were you able to see another perspective and shift your thinking?
- While this scenario was not work related, can you think of a work related situation in which you might seek a consensus decision?
*As always, feel free to add your own questions to line up with your goals for the exercise.
Exercise adapted from Sidney Simon's, "A Manual of Teaching Techniques for Intercultural Education"
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The Coaching Corner
Building Better Relationships
One of the most common complaints I hear from my corporate clients revolve around relationship problems. Damaged or difficult relationships can create stress and tension for one or both parties. Frustrations build and feelings fester. When left unattended to, productivity declines, employees quit, lawsuits are filed and quite simply put ... all hell breaks loose. So what can you do prevent management meltdowns, business blow ups and coworker clashes? Below are a few suggestions that can help relieve the pressure and create more harmonious and productive relationships.
4 TIPS for CREATING BETTER WORKPLACE RELATIONSHIPS
- "Seek first to understand and then to be understood understand" Steven Covey's 5th habit of highly effective people* is an excellent place to begin. So often we get wrapped up in planning our response that we don't fully hear what the other person is saying. Focus on listening intently to understand the speaker. Ask questions to gain clarity. Pay attention to both the verbal and non-verbal cues to fully understand not just the message, but the emotion behind it. This will help you to capture the full picture.
- Walk a mile in my shoes: When listening to another person's perspective, take a moment to try to see the situation from their vantage point. Consider their feelings and the impact the situation has on them. By understanding their situation, you may find it easier to explore alternatives you might not have considered. In addition, showing empathy has a positive impact on the emotional needs of the speaker to be heard and understood. This creates a more positive interpersonal exchange.
- Focus on the aim and avoid blame: When confronted with a conflict situation, try to focus on the problem versus the person. Avoid highly charged words and accusatory language. Identify the common goal and work together to create options, come to consensus or create a compromise.
- Don't stockpile your frustrations: Many people hate conflict and will do anything to avoid a confrontation. When unresolved issues are allowed to build up, a breaking point is reached and the dam breaks. Negativity and ill will comes gushing out. This type of scenario is like gasoline on a fire. The setting is inflammatory and reaching resolution is longer and more painful. Address issues as they occur.
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Relationship Repair
- Is there a person at work that you have difficulty working with:
- Your Boss? Your Employee? A Co-worker?
- Does the friction impact your ability to get things done?
The Coaching Compass
offers Mediation and Relationship Repair sessions to help you resolve differences, improve productivity and move forward. Call us today to schedule your session. 949-387-3436
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