Negotiation

Negotiating personality types

How do you usually act when you try to put forward your personal agenda?

See how your personality fits into one of four general categories below.

1. Push/ Assertive

You will push for your ideas to be heard. In this case, views, opinions, feelings, desired outcomes, incentives and pressures would be considered and shared. The outcome of this method is resources will be used and your personal agenda followed.

2. Fight/Aggressive

Your agenda is paramount and the end justifies the means. Methods used are put-downs, ignoring other people’s views, needs or opinions, and dismissive or attacking conflicting ideas. The outcome would be your personal agenda followed but many ill-used resources.

3. Passive/Flight

Instead of supporting your own ideas, you allow others to win you over. Methods include changing your stance without valid reason, changing your mind prematurely, putting yourself down, and avoidance. The outcome is completely negative, your agenda will be ignored and resources will be used inefficiently.

4. Pull/ Responsive

Your aim is to find a solution, your personal agenda is irrelevant. Methods used are active listening, exploring different options, building common ground and openness. The outcome is an effective use of resources but your agenda shaped by others.

Conclusion

Personality types 1 or 4 will gain the best results but this is dependent on the conditions of the situation. The important factor is seeing the goal as a solution and information as a resource.

Influencing Styles

Listed below are eight styles of influencing matched with appropriate situations in which they can be used.

1. Views and Opinions

Use when:

• The issue is unemotional

• You are seen as a technical expert

• You can draw on facts and examples

2. Expressing Feelings

Use when:

• You are dealing with an emotive topic

• You feel strongly about the issue

• You need to add weight to your basic assertion

3. Stating Expectations

Use when:

• You are clear about what you want

• It would be helpful for the other person to understand your needs

4. Incentives and Pressures

Use when:

• Information about incentives and pressures would clarify the choices available

• There are positive and negative consequences to your demands not being met

• You require resolution of the issue

5. Active Listening

(see also Active Listening article)

Use when:

• You do not have the information you need about the person’s position

• You wish to show support and encouragement

6. Exploring

Use when:

• A new problem has arisen

• You have not worked with the other person before

7. Common Ground

Use when:

• It is important to generate excitement

• Your vision would appeal to the other person

8. Disclosing

Use when:

• You would like to build trust in the relationship

• The other person perceives you to be a threat

More Information

• See Team Negotiation Skills (from Mindtools)