1
Most employees are more committed to decisions when they feel genuinely heard during the process.
100%
agree
Agree 1 | Disagree 0 | Needs work 0 · 1 votes
Earned $0.00 USD
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← Making Smarter Workplace Decisions with Crowd Wisdom
Scoreboard
Why do so many workplace teams spend more time discussing problems than deciding how to solve them?
Podium
2 winning claims · settled
1
Healthy disagreement can improve decision quality when teams use structured deliberation.
100%
agree
Agree 1 | Disagree 0 | Needs work 0 · 1 votes
Earned $0.00 USD
85% agreement ✓
Most employees are more committed to decisions when they feel genuinely heard during the process.
100%
agree
1 agree (100%)
0 disagree (0%)
0 needs work (0%)
1 votes
85% agreement ✓
Healthy disagreement can improve decision quality when teams use structured deliberation.
100%
agree
1 agree (100%)
0 disagree (0%)
0 needs work (0%)
1 votes
Organizations that build trust and psychological safety among their members or employees make better long-term decisions under uncertainty.
0%
agree
0 agree (0%)
0 disagree (0%)
1 needs work (100%)
1 votes
Did not reach 85%
It's generally easier to focus on problems than solutions. To propose a solution means to run a risk that one's innovative proposal won't be accepted. Many people don't wish to take such a risk.
0%
agree
0 agree (0%)
0 disagree (0%)
1 needs work (100%)
1 votes
Did not reach 85%
1 suggestion on what needs work
- @Suave Heron — It speaks to the importance of responsibility, but might be too general to say that people find it hard to focus on solutions; they may be simply confused by what is the right solution, rather than unwilling to focus on a solution.
Tour stats
- Participants
- 3
- Ticket holders
- 0
- Free participants
- 3
- Survey responses
- 10
- Claims submitted
- 4
- Claims voted on
- 4
- Claims that reached 85%
- 2
- Total votes cast
- 4
Leaderboard
No payouts yet.
Audience Survey
What most commonly causes decision paralysis in workplace teams?
Multi-select: 2 respondents made 6 selections, ranked most to least selected.
6
selections
- 1. Employees not feeling heard 33.3% (2)
- 2. Fear of conflict or disagreement 33.3% (2)
- 3. Lack of leadership clarity 16.7% (1)
- 4. Too many stakeholders involved 16.7% (1)
When teams face difficult or “wicked” problems, what decision-making style works best?
Multi-select: 2 respondents made 5 selections, ranked most to least selected.
5
selections
- 1. Deliberative consensus discussion 40.0% (2)
- 2. Small delegated working groups 40.0% (2)
- 3. Expert-led recommendations 20.0% (1)
What is the biggest weakness of traditional workplace meetings?
Multi-select: 2 respondents made 5 selections, ranked most to least selected.
5
selections
- 1. Dominant personalities control outcomes 40.0% (2)
- 2. Meetings produce discussion but no action 40.0% (2)
- 3. Teams revisit the same issues repeatedly 20.0% (1)
What makes employees more willing to support difficult workplace decisions?
Multi-select: 2 respondents made 4 selections, ranked most to least selected.
4
selections
- 1. Team trust and transparency 50.0% (2)
- 2. Clear accountability from leadership 25.0% (1)
- 3. Data and evidence 25.0% (1)
How each claim's votes split (agree, disagree, needs work) among people who gave the same survey answer, so you can see whether different groups judged it differently. An answer group too small to stay anonymous is withheld.
Votes-in-Context
Organizations that build trust and psychological safety among their members or employees make better long-term decisions under uncertainty.
What most commonly causes decision paralysis in workplace teams?
Too many stakeholders involved
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Fear of conflict or disagreement
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Employees not feeling heard
1 votes
0.0% agree
0.0% disagree
100.0% needs work
When teams face difficult or “wicked” problems, what decision-making style works best?
Deliberative consensus discussion
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Small delegated working groups
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Expert-led recommendations
1 votes
0.0% agree
0.0% disagree
100.0% needs work
What is the biggest weakness of traditional workplace meetings?
Dominant personalities control outcomes
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Teams revisit the same issues repeatedly
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Meetings produce discussion but no action
1 votes
0.0% agree
0.0% disagree
100.0% needs work
What makes employees more willing to support difficult workplace decisions?
Data and evidence
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Team trust and transparency
1 votes
0.0% agree
0.0% disagree
100.0% needs work
It's generally easier to focus on problems than solutions. To propose a solution means to run a risk that one's innovative proposal won't be accepted. Many people don't wish to take such a risk.
What most commonly causes decision paralysis in workplace teams?
Employees not feeling heard
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Too many stakeholders involved
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Fear of conflict or disagreement
1 votes
0.0% agree
0.0% disagree
100.0% needs work
When teams face difficult or “wicked” problems, what decision-making style works best?
Expert-led recommendations
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Small delegated working groups
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Deliberative consensus discussion
1 votes
0.0% agree
0.0% disagree
100.0% needs work
What is the biggest weakness of traditional workplace meetings?
Dominant personalities control outcomes
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Teams revisit the same issues repeatedly
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Meetings produce discussion but no action
1 votes
0.0% agree
0.0% disagree
100.0% needs work
What makes employees more willing to support difficult workplace decisions?
Data and evidence
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Team trust and transparency
1 votes
0.0% agree
0.0% disagree
100.0% needs work
Healthy disagreement can improve decision quality when teams use structured deliberation.
What most commonly causes decision paralysis in workplace teams?
Employees not feeling heard
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Too many stakeholders involved
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Fear of conflict or disagreement
1 votes
100.0% agree
0.0% disagree
0.0% needs work
When teams face difficult or “wicked” problems, what decision-making style works best?
Deliberative consensus discussion
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Expert-led recommendations
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Small delegated working groups
1 votes
100.0% agree
0.0% disagree
0.0% needs work
What is the biggest weakness of traditional workplace meetings?
Meetings produce discussion but no action
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Dominant personalities control outcomes
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Teams revisit the same issues repeatedly
1 votes
100.0% agree
0.0% disagree
0.0% needs work
What makes employees more willing to support difficult workplace decisions?
Data and evidence
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Team trust and transparency
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Most employees are more committed to decisions when they feel genuinely heard during the process.
What most commonly causes decision paralysis in workplace teams?
Fear of conflict or disagreement
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Too many stakeholders involved
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Employees not feeling heard
1 votes
100.0% agree
0.0% disagree
0.0% needs work
When teams face difficult or “wicked” problems, what decision-making style works best?
Expert-led recommendations
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Deliberative consensus discussion
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Small delegated working groups
1 votes
100.0% agree
0.0% disagree
0.0% needs work
What is the biggest weakness of traditional workplace meetings?
Meetings produce discussion but no action
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Dominant personalities control outcomes
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Teams revisit the same issues repeatedly
1 votes
100.0% agree
0.0% disagree
0.0% needs work
What makes employees more willing to support difficult workplace decisions?
Data and evidence
1 votes
100.0% agree
0.0% disagree
0.0% needs work
Team trust and transparency
1 votes
100.0% agree
0.0% disagree
0.0% needs work
The average self-rated confidence (1–100%) claim authors gave their own claims, grouped by the authors' survey answers; it is not how those claims fared in the vote. It counts claims, not people, and an answer group shows only once it has enough rated claims to stay anonymous, so a small tour may show little or nothing here.
Claim Confidence
What most commonly causes decision paralysis in workplace teams?
Employees not feeling heard
25.0%
avg confidence · 1 claims
What most commonly causes decision paralysis in workplace teams?
Fear of conflict or disagreement
25.0%
avg confidence · 1 claims
What most commonly causes decision paralysis in workplace teams?
Lack of leadership clarity
25.0%
avg confidence · 1 claims
When teams face difficult or “wicked” problems, what decision-making style works best?
Deliberative consensus discussion
25.0%
avg confidence · 1 claims
When teams face difficult or “wicked” problems, what decision-making style works best?
Small delegated working groups
25.0%
avg confidence · 1 claims
What is the biggest weakness of traditional workplace meetings?
Dominant personalities control outcomes
25.0%
avg confidence · 1 claims
What is the biggest weakness of traditional workplace meetings?
Meetings produce discussion but no action
25.0%
avg confidence · 1 claims
What makes employees more willing to support difficult workplace decisions?
Clear accountability from leadership
25.0%
avg confidence · 1 claims
What makes employees more willing to support difficult workplace decisions?
Team trust and transparency
25.0%
avg confidence · 1 claims
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