In business, all important decisions are achieved by negotiation, such as partnership with companies, communication with staff or with clients, etc.
In this article, we will talk about the type of negotiations and the strategies of the agreement.
- People- separate the people from the problem
- Interest- Focus on interests, not position
- Position- Generate a variety of possibilities before deciding what to do.
- Objective strategy– insist that the result be based on some objective strategy
Getting what you want from others. It is back-and-forth communication designed to reach an agreement when you and the other side have some interests that are shared and others that are opposed.
Standard strategy often leave people dissatisfied worn out or aligned – frequently all three exist two ways:
- Soft – wants to avoid personal conflict and so makes concession readily to reach an agreement. Someone wants an amicable resolution yet he often ends up exploited and filling better.
- Hard – sees any situation as a contest as wills in which the side that takes the more extreme positions and holds out longer fares better. He often ends up producing an equally hard response which exhausts him and his resources;
- Third way – (both hard and soft) On their merits rather than through a haggling process focused on what each side says it will and won’t do. It suggests that you look for mutual gains whenever possible and that where your interest conflict. You should insist that the result be based on some fair standards independent of the will of the other side. The method of principled negotiation is hard on the merits, soft on the people principle negotiation shows- How to obtain, what you are entitled to and still be decent.
To find a way through the jungle of people problems, it is useful to think in terms of three basic categories
First, recognize and understanding emotions theirs and yours. They too like you have personal feelings, hopes, fears, dreams. Their carriers may be at stake.
Emotions are more important than talk! Make emotions explicit and acknowledge them as legitimate. Freedom from the burden of unexpressed emotions, people will become more likely to work on the problem.
Allow the other side to let off steam. Deal with people’s anger – help them release those feelings. Don’t react to emotional outbursts.