How can you identify the root cause of conflicts in a negotiation?

1 Identify the type of conflict

Conflicts in a negotiation can be classified into three main types: substantive, procedural, and emotional. Substantive conflicts are related to the issues, interests, or goals of the negotiation, such as price, quality, or deadlines. Procedural conflicts are related to the process, rules, or methods of the negotiation, such as agenda, roles, or communication. Emotional conflicts are related to the feelings, values, or identities of the parties, such as trust, respect, or fairness. Identifying the type of conflict can help you choose the appropriate response and focus on the relevant aspects of the situation.

2 Use active listening

Active listening is a skill that involves paying attention, reflecting, clarifying, summarizing, and questioning what the other party says and does. Active listening can help you identify the root cause of conflicts in a negotiation by showing respect, building rapport, and uncovering hidden needs, interests, or concerns. Active listening can also help you prevent misunderstandings, reduce defensiveness, and create a positive atmosphere for dialogue and collaboration.

3 Ask open-ended questions

Open-ended questions are questions that cannot be answered with a simple yes or no, but require elaboration, explanation, or reasoning. Asking open-ended questions can help you identify the root cause of conflicts in a negotiation by encouraging the other party to share their perspective, feelings, and motivations. Open-ended questions can also help you explore options, generate alternatives, and find common ground. Some examples of open-ended questions are: How do you see this situation? What are your main objectives? How do you feel about this proposal? What are some possible solutions?

4 Use the 5 Whys technique

The 5 Whys technique is a method of asking why repeatedly until you reach the underlying cause of a problem. Using the 5 Whys technique can help you identify the root cause of conflicts in a negotiation by digging deeper into the reasons, assumptions, or beliefs behind the positions or demands of the parties. The 5 Whys technique can also help you discover hidden interests, values, or needs that can be addressed or satisfied in the negotiation. For example, if the other party rejects your offer, you can ask: Why do you reject this offer? Why do you think this offer is unfair? Why is fairness important to you? Why do you value this criterion? Why do you have this preference?

5 Use the iceberg model

The iceberg model is a metaphor that compares a conflict to an iceberg, where only a small part is visible above the water, while a larger part is hidden below the water. Using the iceberg model can help you identify the root cause of conflicts in a negotiation by looking beyond the surface issues or positions and exploring the deeper interests, needs, values, or emotions that drive the behavior or attitude of the parties. The iceberg model can also help you identify potential areas of alignment, compatibility, or complementarity that can be leveraged to create value and reach a win-win outcome.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?