Using consensus gives us a taste of how things might be done differently. It aims to dismantle all kinds of hierarchies and replace them with shared power. It is based on the values of equality, freedom, cooperation and respect for the needs of all. Effective group decisions are a ability that can be learned. For example, many large cooperatives are successfully using consensus to manage their business and have developed innovative techniques to support and accelerate decision-making. Particular attention to the “consensus verification” phase. When a group practices informal consensus, the opinions of confident people can be shared as decisions simply because no one objects. Take the time to check everyone`s views and, as soon as you agree, check that the minutes also reflect what everyone thinks they have accepted! Many people simply think of consensus as an expanded voting method, where everyone has to vote in the same way. Since unanimous unanimity of this type rarely manifests itself in groups of more than one member, groups attempting to apply this type of procedure are usually either extremely frustrated or compulsive. Either decisions are never made (resulting in the fall of the group, their transformation into a social group that does not perform any task), or they are made in secret, or one group or individual dominates the rest. Sometimes a majority, sometimes a minority, sometimes an individual who employs “the Bloc” dominates. But no matter how it is done, there is NO CONSENSUS.
 If a pending decision is considered by a member to be a violation of its core values, for example. B fairness, integrity, honesty, asset maintenance, etc., continue the debate until you can make a decision that is not contrary to values. What for? If you make a decision that goes against someone`s core belief system, the group becomes that member`s enemy. Or, in other words, the group creates an enemy. Once this is done, the board member leaves the board at a certain level because he can no longer believe in his decisions or support them for that member. Allowing this can likely lead to a disillusioned board member who, in the worst case, can hurt the group in public relations or, at best, retain valuable contributions. . . .