Surviving the ‘Polderen’: A leader’s guide to the Dutch consensus meeting 

You’re in a meeting. It’s been 90 minutes. You are discussing a minor decision. Everyone. Has. Spoken. You, as the leader, stated your preference an hour ago, but the debate continues. You feel your frustration rising. You just want to say, “This is what we’re doing. Now, let’s get back to work.” 

Stop. If you do that, you will have failed. 

Welcome to the polderen (the Polder Model). For an international leader, this is the most baffling and maddening part of Dutch work culture. But here’s the secret: This isn’t a pre-meeting; this is the work. 

In the Netherlands, a top-down decision is a suggestion everyone will quietly ignore. A decision made by consensus is a law that everyone will champion. Your job as a leader isn’t to make the decision; it’s to facilitate the consensus. 

Here’s how to “crack the code” of the Dutch meeting: 

1. Reframe Your Role: From “Decider” to “Facilitator.” Your goal is not to win the argument. Your goal is to get 100% buy-in. Open the meeting with the problem, not your solution. Your new favorite phrases are: “Sanne, what is your perspective?” “Jan, what obstacles do you see?” and “How can we find a solution that works for everyone?” 
2. Reframe the Timeline: “Slow Now = Fast Later.” Yes, the meeting is long. But the time you spend now saves you weeks of passive-aggressive resistance, missed deadlines, and a disengaged team later. Getting buy-in is the fast track. 
3. Reframe “Debate” as “Engagement.” When your colleague says, “I don’t agree with that plan,” they are not being disloyal. They are engaging. They are showing you respect by being honest. Your job is to listen, acknowledge their point, and integrate it into the group’s solution. 

Open ears, open doors. 

You’ve read the guide. You know how to facilitate a consensus-driven meeting. But theory is one thing. Practice is another. 

• Does your frustration and impatience get in the way? 

• Are you struggling to find the line between facilitating and just losing control of the meeting? 

• Do you feel like you’re wasting time instead of leading? 

This is where leadership confidence is built. You don’t need more articles; you need a safe place to practice. You need a sparring partner. 

A Gort coach helps you turn these 3 steps from an awkward script into your natural, professional advantage. We run drills, practice meeting scenarios, and help you find your authoritative-yet-open leadership voice in a new cultural context. 

Don’t let frustration be your strategy. Turn theory into action. Plan your free, no-obligation orientation call today and learn to master the Dutch meeting this week.