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You’re dealing with a difficult person at work. How can you negotiate effectively?

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You’re dealing with a difficult person at work. How can you negotiate effectively? Negotiation is a vital skill for any executive, but it can be especially challenging when you have to deal with someone who is uncooperative, hostile, or irrational. Whether it’s a colleague, a client, a boss, or a stakeholder, you need to find a way to communicate your interests, understand their perspective, and reach a mutually beneficial outcome. Here are some tips to help you negotiate effectively with a difficult person at work.

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Nair Crispim de Deus

Gest?o de Pessoas | Gest?o de Projetos | Scrum Master | M?e | Agilista | LACP

1 Identify the problem

The first step is to identify the root cause of the conflict or disagreement. Is it a personal issue, a professional issue, or a combination of both? What are the underlying needs, goals, and emotions of both parties? How does the situation affect your relationship, your performance, and your reputation? By answering these questions, you can clarify the problem and avoid assumptions, generalizations, or personal attacks.

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Nair Crispim de Deus

Gest?o de Pessoas | Gest?o de Projetos | Scrum Master | M?e | Agilista | LACP
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Negociar com pessoas difíceis pode ser um processo desafiador, mas é possível alcan?ar um acordo mutuamente benéfico com paciência, empatia e comunica??o eficaz. O objetivo final é encontrar uma solu??o que atenda às necessidades de ambas as partes e fortale?a o relacionamento profissional.

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2 Prepare your strategy

The next step is to prepare your strategy for the negotiation. This involves setting your objectives, priorities, and alternatives. What do you want to achieve from the negotiation? What are the most important issues for you? What are the best and worst-case scenarios? What are your options if the negotiation fails? By defining your strategy, you can establish your bargaining power, your leverage, and your flexibility.

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3 Build rapport and trust

The third step is to build rapport and trust with the other person. This involves showing respect, empathy, and curiosity. How can you make them feel comfortable and valued? How can you acknowledge their feelings and concerns? How can you learn more about their situation and perspective? By building rapport and trust, you can reduce tension, increase cooperation, and create a positive atmosphere.

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Dr. Dennis Azara

Rechtsanwalt I General Counsel
(已编辑)
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Often the reasons for dissatisfaction lie in the private sphere and not so much in the job. However, you have to find out ,ore about his oder her reason and that can often be very difficult. So listen very carefully and try to understand what the underlying problem is. Is it pent-up emotions and disappointments outside the company or is it about conflicts that affect co-workers? If the reasons lies outside the company, then your options are quite limited. You can only try to support the person emotionally or financially. If the problems are within the company, you have many more options for responding. To do this, you need to find a confidential basis with the other person and offer support.

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4 Focus on interests, not positions

The fourth step is to focus on interests, not positions. This means looking beyond the surface-level demands or proposals and finding out the underlying reasons or motivations. Why do they want what they want? What are their fears, hopes, or challenges? How can you align your interests with theirs? By focusing on interests, not positions, you can avoid deadlock, discover common ground, and generate creative solutions.

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5 Use objective criteria

The fifth step is to use objective criteria to evaluate and justify your proposals. This means using facts, data, standards, or benchmarks to support your arguments and counter their objections. How can you prove that your proposal is fair, reasonable, or beneficial? How can you challenge their proposal if it is unfair, unreasonable, or detrimental? How can you avoid subjective opinions, emotions, or biases? By using objective criteria, you can increase credibility, transparency, and accountability.

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6 Seek a win-win outcome

The final step is to seek a win-win outcome that satisfies both parties’ interests and preserves the relationship. This means finding a balance between assertiveness and cooperativeness, between giving and taking, and between short-term and long-term goals. How can you make concessions without compromising your core interests? How can you show appreciation and recognition for their contributions? How can you ensure that the agreement is implemented and monitored? By seeking a win-win outcome, you can enhance satisfaction, commitment, and trust.

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7 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?

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Sahil Shrivastav

Purchase engineer (Sourcing electronics component & misc. buyer)
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- Keep your communication professional. - Remain calm and collected. - Speak softly. - Practice active listening. - Give them time to talk. - Understand the customer's point of view. - Assess their needs. - Seek a solution.

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You’re dealing with a difficult person at work. How can you negotiate effectively?

1

2

3

4

5

6

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1 Identify the problem

2 Prepare your strategy

3 Build rapport and trust

4 Focus on interests, not positions

5 Use objective criteria

6 Seek a win-win outcome

7 Here’s what else to consider

Negotiation

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You’re dealing with a difficult person at work. How can you negotiate effectively?

1

2

3

4

5

6

7

1 Identify the problem

2 Prepare your strategy

3 Build rapport and trust

4 Focus on interests, not positions

5 Use objective criteria

6 Seek a win-win outcome

7 Here’s what else to consider

Negotiation

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