Deciding with consent – a training course for anyone who wants to make decisions more efficiently

The Decision-Making by Consent training helps you make decisions that are both actionable and broadly supported — without hours of consensus discussions.

THE METHOD

Module overview

What is consent-based decision making?

The principle of consent-based decision-making starts with the question: “Is this proposal good enough for now, safe enough to try?” It is not the same as consensus. With consensus, we seek full agreement; with consent, all stakeholders indicate they no longer have any reasoned objections to the proposal. This results in a decision everyone can live with — and one that enables agility and action.

In this training, you will learn how to:

Preparing clear, actionable proposals,

Engaging stakeholders in an efficient manner,

And guiding the group process as a facilitator toward supported decisions without endless discussions.

Do you recognize these situations?

Your team struggles to reach decisions despite good intentions.

There is a lot of consultation, but little execution.

Evaluations show that decisions were made, but lack support.

You notice hidden unrest, resistance, or frustration during decision-making.

You are looking for a method to make decisions that are faster, supported, and more effective.

What do you want to achieve?

Making decisions that are actionable and concrete,

Involving employees without slowing down decision-making,

Strengthening your role as a leader or HR professional as a facilitator of buy-in and execution.

Implementing consent-based decision-making in your organization,

Guiding groups as a facilitator toward supported decisions,

Preventing decision-making from getting bogged down in endless discussions or chaotic execution.

In summary

After this training, you will make decisions that are both actionable and broadly supported — without hours of consensus discussions.

What do you learn in the training?

In this practical session, you will learn step-by-step:

The differences between decision-making methods, including why consensus often fails and when consent works better.

How to understand and apply consent-based decision-making, tailored to your situation.

How to formulate a clear problem or objective as a starting point for decision-making.

Techniques for taking a participatory approach to proposal formation and leveraging collective intelligence.

How to facilitate consent — including exercises with your own cases — so that decisions become supported and effective.

The conditions for the successful application of consent in teams and organizations.

Result

Upon completing this training, you will have the skills to make decisions that are supported and actionable; insight into how to organize decision-making in your team or organization more intelligently; and the capacity to take on the role of facilitator as a leader or HR professional — toward better execution, engagement, and results.

Ready to get started with this in your team?

We would be happy to help you develop an approach that works in practice.

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Frequently Asked Questions

You may still have questions about how we work or what you can expect. Here, we answer the most important ones.

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What are the concrete practical results of this training?

Participants will approach their communication with others differently in the broadest sense of the word, even when situations become difficult or tense. They experience more calm and self-confidence, and have a better understanding of what to do instead of simply reacting to events. The difference lies in conscious action: not being at the mercy of the situation or the conversation, but engaging with it actively and curiously. The focus is on individual behavioral change, which has a visible impact on interactions with colleagues, employees, and clients. Participants often notice a difference during the training itself, which is then further reinforced through practical application.

Is this training adapted to our context and reality?

Yes. Content, methods, language, and cases are fully tailored to the organization’s context. Where necessary, I explicitly immerse myself in the sector, the role, or the workplace itself. Context determines how people communicate and make decisions, and therefore determines how a training program is designed.

Who is your training suitable for (and who is it not)?

Our training programs are suitable for anyone who works with people and is willing to examine their own behavior. They are less effective when participants are under heavy pressure to attend and show no willingness to open up. We address this explicitly.

How do you ensure that what is learned is applied in the workplace?

Transfer is central. We work on awareness and practice with real-life situations during the training, so that participants gain successful experiences. Where possible, we provide follow-up with participants and the client, and together we examine which contextual obstacles might hinder practical application.

How practical and interactive is the training?

The training always starts from the participants’ reality. We work with their own cases, combine reflection with practice and dialogue, and only introduce insights when they are needed. It is not a classroom-style transfer of theory or a PowerPoint-driven training.

How do you handle resistance or tension within the group?

Dealing with resistance is a core competency. We create safety and neutrality, name what is happening, and investigate the needs behind the resistance. We do not force anything, but create space so that participants can move forward again and take responsibility for their own learning process.

How much time does this require from our people?

We always start from what is feasible within the available time. There is no fixed format: we adapt to needs, context, and workload. Where meaningful and desirable, we supplement physical sessions with preparation, digital elements, or phased trajectories to use time efficiently.

What makes BrainTrain different from other providers?

We do not work with tricks or imposed behavior. We also look “below the waterline” at beliefs, fears, and automatic patterns that block new behavior. As a result, people dare and are able to apply what they have learned outside the training, in their actual work situation.

How do we evaluate or measure the impact of the training?

Impact becomes visible in behavior. We work with observations from the client and participants, targeted reflection questions, and feedback during the training. Satisfaction is a starting point, but more important is whether people feel confident enough to effectively apply the new behavior.

What follow-up steps are possible after the training?

Follow-up steps are always discussed with the client. This could be a debriefing on transfer, additional depth on specific themes, or individual coaching. The client decides what is desirable and feasible within their own context.

Ready to make a difference when it matters most?

We are happy to think along with you about your context, challenges, and objectives. Not a standard solution, but a targeted approach that works in practice.