The first three ways to be more persuasive base on neuroscience were presented in this blog on November 19, 2018. Given the length of the blog here are the last four for closure. Enjoy!
What are the influences that persuade us to change are minds? Tali Sharot is the author of a new book entitled The Influential Mind: What the Brain Reveals About Our Power to Change Others that offers some great ideas. She suggests seven key thoughts on this topic that I found very insightful that I thought you may find interesting too. Here are the last four:
Trust is critical in a negotiation, mediation or collaboration. Trust can be defined as being straightforward, open, accepting and responsible, but when are times when you should not be open? That is the focus of this commentary.
In some negotiations it seems like the deal will never close. This can be a technique used by one side to wear down the participants of the other side, it could be the result of factors beyond the control of participants or something else that you may never know. This commentary addresses such a situation, when you need or want to close the deal and the other side does not. What should you do? This article addresses this question.
You know how it is. You have been to training and you know that you are supposed to do. You are supposed to listen. You are supposed to be empathetic and develop a relationship. That is great in theory, but what about with a difficult person.
In general, when someone comes with a question the typical response is to respond with an answer or what we believe to be a solution. This sets up a supply process for answers, but is this what is really needed? If we want collaboration, because that increases team work, reduces resources, reduces toil, reduces stress and increases productivity and therefore profit, there are three things to consider.
Fostering creativity at work can produce some pretty fantastic results. This article focuses on creativity and offers some creative ways to promote this process at work. Last month I had the opportunity to attend a presentation by Araela Kumaraea, an Assistant Professor at the University of Minnesota at the annual Conflict Resolution Minnesota Conference in St. Paul for mediators. She shared some ideas that we practiced in class. Upon reflection and a little research, I wanted to offer you some ideas too.
Wait a minute. Isn’t competition good in the work place? Isn’t competition what makes America great?
The question really is which is better for your team?
You are only as good as your weakest link when the chain breaks. You might have one super link in the chain, but that does not matter when the chain breaks. By shoring up your weakest link the entire chain is stronger.
It has been demonstrated that collaboration is important in the work place and it works. It has also been shared why collaboration is so hard. Today’s focus is on why collaboration does not work.
We are all oriented to either minimizing pain or maximizing reward. This is what plays out related to conflict resolution versus collaboration. This article addresses the benefits of collaboration in the workplace and how you can create a more collaborative environment. Pioneering companies get it.
When you form a new relationship through a negotiation everyone feels very good, but inevitably something comes up. Someone misses a deadline, quality was not what was anticipated, terms have been interpreted differently between the parties, or something else has happened to negatively impact the relationship. When something like this happens, the relationship can turn stormy. This commentary addresses how to bring the relationship back. There are three keys. These are: be empathetic, potentially change the participants, and consider reframing the issue.
We all negotiate with others. Sometimes the other party can be very difficult to work with. Our best option may to avoid that negotiation and go elsewhere, but sometimes that is not an option. This article addresses this issue.