How to Kick-Start Stalled Negotiations

Even with the best of intentions on both sides, negotiations can stall as we have seen in recent times with the spluttering Brexit negotiations. Sometimes there are sticking points that initially seem impossible to overcome. There are advanced strategies, however, that high performing negotiators can use to problem solve and get around these roadblocks. The following strategies will show you how to Kick-Start Stalled Negotiations.

How to Kick-Start Stalled Negotiations
Negotiation skills training
Know Your Alternatives

It is important that you consider your alternatives before you start because this helps you to negotiate with a cool head and gives you confidence as other courses of action are available if your negotiations with this counterpart fail.

Take a Break

When negotiations stall, the atmosphere can become heated. When this happens, emotions surface and effective decision-making is unlikely. Therefore, it is worth giving each side a break: a change of environment; a change of perspective; and time to think. Members can reflect on the situation, talk amongst themselves, and develop a plan for moving the negotiation forward. This is often enough to break the deadlock.

Consider Additional Options

Negotiations can be categorized as “fixed-sum” or “variable-sum”. Fixed-sum negotiations are single-issue negotiations where the parties’ interests are directly opposed.

If you only have a limited set of options, it is difficult to negotiate because when one side gains something, the other loses, and vice-versa. The most common example is a negotiation over price.

At first sight, many negotiations appear to be fixed-sum in nature. Through careful planning and creative thinking, however, negotiators can open up the scope of negotiations so that they become variable-sum.

For example, they can:
  • add an issue which is not currently under discussion.
  • split a single issue into multiple issues.

The process of identifying more than one negotiation issue is called “unbundling”. By unbundling single-issue negotiations into multi-issue ones, negotiators create further options and therefore opportunities for win-win agreements.

Find Common Ground

Besides that, when negotiations stall, it can help both sides move forward if you focus on shared objectives rather than the differences that have caused the breakdown. Something as simple as re-stating a common goal can be enough to keep eyes on the prize and help overcome your differences.

Give Concessions

Giving concessions is important at any stage of the negotiation process. It becomes most important when you are trying to break out of a deadlock situation because even a token concession can help build goodwill and help get negotiations back on track.

With this in mind, when you are preparing for your negotiation, think about what you might ask for in return so there is mutuality and compromise on both sides. This will involve careful consideration of how you can split the concessions that you are prepared to make into many smaller ones.

If you can’t gain anything in return, don’t assume that the other party will see the full benefit of the concessions you offer. You need to label it by explaining what you have given up or its benefit to the other party.

Conclusion 

Resistance and reluctance are an inevitable aspect of negotiations. These strategies will help you to navigate the barriers and deadlocks of negotiation with the creativity and goodwill that will power the relationship beyond the negotiation.

How to Increase Your Emotional Intelligence at Work

Counterproductive emotions can affect decision-making, performance, and profitability in an organisation.

Emotional Intelligence at work means being able to build powerful and trusting relationships with colleagues whilst enjoying greater confidence and security.

How to Increase Your Emotional Intelligence at Work
How to Increase Your Emotional Intelligence at Work
Using ‘Emotional Intelligence at work’ to Understand Ourselves

Before we can work better with others, Emotional Intelligence requires us to look within and understand ourselves through the effective use of Intrapersonal skills:

  1. Self-awareness: being conscious of how we react to different situations
  2. Self-management: anticipating and preparing for difficult situations before they happen, and exercising a balance between controlling our emotions and allowing them to flow when we are challenged
  3. Motivation: improving and moving towards our goals despite the challenges that confront us
Using Emotional Intelligence to Handle Our Relationships with Others

Once we understand and can manage ourselves better we are in a good place to remove the barriers that prevent us from working effectively with others. We can do through the use of Interpersonal skills:

Empathy:

Observing people, identifying the emotions they display and putting ourselves in their shoes to better understand their perspectives

Social Skills:

Any skills that help you to strengthen the relationships with the people you work with including:

  • asking questions to learn about others
  • active listening such as paraphrasing to clarify information and others the satisfaction of being heard
  • non-verbal and para-verbal skills such as leaning forward or using more eye-contact to connect, demonstrate interest and build trust with others
Motivation:

In almost every situation in the workplace, when we are trying to get others to collaborate, their core concerns may be in play, such as feeling valued, empowered or receiving the recognition they deserve. Addressing these concerns serves to motivate others and ultimately leads to a greater sense of trust.

10 Questions to Get You Started

A quick and effective way to improve Emotional Intelligence is to keep a journal to reflect and analyse your experiences at work.

If something happens that triggers an emotional reaction in you or the other person, write down your answers to the following questions:
  1. What happened?
  2. What do I think about what happened / What story am I telling myself about what happened?
  3. How do I feel about what happened?
  4. How are my thoughts or interpretations affecting the way I feel?
  5. Is there another way of thinking about what happened that could lead to a more desirable emotional response? For example, if viewed from a different perspective, the belief that “he criticized my ideas because he doesn’t respect me” might be that “he criticized my proposal because he wants to help me improve my idea”
  6. How did the other person feel?
  7. Why did the other person feel that way?
  8. What did I do to manage the situation?
  9. What was the result?
  10. What could I have done better?
Emotional Intelligence takes time to develop. By answering the questions above when faced with challenges at work, and with a little time and effort, you’ll be well on your way.