Assigning decision-making authority isn’t a magic wand that solves everything. Being the “decision maker” doesn’t mean going it alone and calling all the shots. It means leaning into collaboration, gathering input, and communicating clearly — especially when your decision might not align with everyone’s preference.
Imagine a product team hashing out a launch date. Marketing wants to go early to ride a seasonal campaign; engineering wants more time to fix bugs. The project manager’s role isn’t to pick a side and ignore the other. It’s to listen, weigh the risks, and make a call that serves the bigger goal. Then, they explain why they chose that path — the tradeoffs, the reasoning, and the business needs. Everyone may not get exactly what they wanted, but they understand they were heard.
Or consider a nonprofit board setting funding priorities. The treasurer is responsible for budget allocation. Their job isn’t to crunch numbers in isolation and drop a verdict. It’s to talk with program leads, understand the community impact, and share how the decision aligns with the mission. Transparency doesn’t eliminate disappointment, but it can build trust.
Without this kind of clarity, teams may not buy in — and there’s a potential for trust to erode. Middle managers often feel the weight of being the “final say” without the support or authority to make it work. That disconnect frustrates everyone.
Here’s the takeaway: decision makers aren’t lone rangers, and they don’t always hold the highest-ranking title. Their role includes gathering input, sharing context, and explaining why a choice was made — especially if it’s controversial and/or unpopular. Open communication about the process helps even dissenting voices feel heard and respected. That’s how you build psychological safety and trust.
As a leader, make sure your team knows who the decision makers are, what their authority includes, and how collaboration works. Being the decision maker doesn’t make you a dictator. If you’re the decision maker, collaboration is your superpower — bring your team along.
At its heart, this is about balance: taking decisive action while staying rooted in collaboration and transparency. That’s the kind of leadership that lasts.
Photo by Thomas Jarrand on Unsplash
