Before summarizing, first draw out the "secretariat power"

My name is Kitai and I am mainly in charge of workplace projects at our company.
When trying to gather the opinions of people with different positions, each person tends to insist on their own correctness and wishes.
Of course, it's all for the best, but when there are only unyielding hopes lined up, it's hard to find common ground, and completely opposing opinions emerge. When this happens, rather than reaching a consensus, the direction is decided by "power relations" and "volume of voice"... This is something that happens often.
However, this is not something that only happens in certain workplaces or with certain people; it can happen in any workplace.

The reason why we can't summarize it is because the information is not available

It's not often that opinions start to flow enthusiastically.
For example, when we propose a new workplace, if we ask, "What kind of office do you want?", the answers we get are mainly "easy to work in" or "bright," and while all of these seem correct, they don't get to the heart of the matter.
This is not a question about the way you ask the questions or your enthusiasm, but rather a lack of material to think about. The main reason we are unable to reach a consensus is due to a lack of material.
In other words, it's not that they can't be put together, but rather that they haven't all been released yet.

Ingenuity to "draw out"

The key here is to "pull out."
Instead of jumping straight into the main topic, start with some small talk to lighten the mood.

Recently, other companies have been doing similar things.
"We are seeing this trend in work styles."

Sharing these topics creates a comparative perspective among participants.
"I wonder what would happen at home?" "Should we adopt this?"
Words like these will come out naturally.
In the workplace, it is effective to start with topics that everyone can talk about that are personally relevant, such as human resources and working styles.

Ask "What do you like" rather than "What do you want"

Start the conversation by discussing your preferences, such as "favorite spaces," "memorable displays," or "places where you feel relaxed." As you talk about your likes and dislikes, your values and the characteristics of your way of thinking will naturally become apparent.

"The texture of wood is more relaxing than inorganic metal."
"Indirect lighting that is not too bright helps people concentrate better than the recessed tube lighting fixtures that are common in offices."

The culture of the organization and the individual's preferences are revealed in these intuitive words.
This is how you finally get the materials to put it all together.
Before deciding what to make, dig deep into why you think it's good.
From there you will be able to see the direction you really need.

Secretariat power is the "power to draw out"

When you feel like you can't reach a consensus, it's often just that people haven't fully expressed their opinions yet.
Only when a variety of opinions are gathered can we make choices and adjustments.
In fact, the more information you have, the more commonalities and priorities you can see.

Design meetings not as a place to "summarize," but as a place to "draw out" information.
To draw out people's thoughts and feelings and create a foundation for consensus building through dialogue.
This is what true "administrative power" is all about, and it's the same attitude that NOMURA Co.,Ltd. adopts in creating spaces.

Instead of asking, "What kind of layout would you like?", ask, "When do you feel comfortable working?"
Just by changing the question a little, you can start to change the other person's way of thinking.
Don't rush to form an opinion, but first open the drawer.
Beyond that, there is a truly satisfactory agreement to be reached.

When you're stuck on organizing, try starting by "pulling it out."