Principled Negotiation
Principled negotiation, also known as interest-based or integrative negotiation, is a method developed at the Harvard Negotiation Project and detailed in the book "Getting to Yes" by Roger Fisher and William Ury. Creative sector coach and mentor Alec McPhedran introduces us to the basic fundamentals of Principled Negotiation. Principled negotiation focuses on achieving mutually beneficial outcomes by addressing the underlying interests of the parties involved rather than their initial positions. Here are the key elements of principled negotiation: 1.Separate the people from the problem: Treat the relationship between the parties as distinct from the substantive issues, allowing negotiators to address problems without damaging relationships. 2.Focus on interests, not positions: Understand the underlying reasons behind the positions that parties take. By identifying and addressing these interests, negotiators can find solutions that satisfy the needs of all parties. 3.Generate options for mutual gain: Brainstorm multiple options before deciding on a final agreement. This encourages creative solutions that can benefit all parties. 4.Use objective criteria: Base the agreement on objective, fair standards rather than the will of either party. This can include market value, expert opinions, legal standards, or precedent. Principled negotiation aims to create a win-win situation where all parties feel they have achieved a satisfactory outcome. It encourages collaboration, open communication, and problem-solving, which can lead to more durable and satisfactory agreements. How do I use principled negotiation? Using principled negotiation involves a systematic approach to ensure that negotiations are conducted in a fair, efficient, and mutually beneficial manner. Here’s a step-by-step guide to using principled negotiation: 1. Prepare Thoroughly: - Understand Your Interests: Identify your own interests and needs clearly. Know what is important to you and why. - Research the Other Party: Understand the interests and needs of the other party. Try to see the issue from their perspective. 2. Separate the People from the Problem: - Build a Relationship: Establish a rapport and build trust with the other party. Recognize their emotions and concerns without letting them affect the negotiation process. - Communicate Effectively: Listen actively and express your own points clearly and calmly. Focus on the issue at hand, not on personal differences. 3. Focus on Interests, Not Positions: - Identify Interests: Discuss and clarify the underlying interests of both parties. Ask questions to understand why each party holds their positions. - Prioritize Interests: Determine which interests are most important to you and the other party. 4. Generate Options for Mutual Gain: - Brainstorm Solutions: Collaboratively generate a wide range of possible solutions without immediately judging or dismissing any ideas. - Evaluate Options: Discuss the pros and cons of each option, focusing on how well they meet the interests of both parties. 5. Use Objective Criteria: - Agree on Standards: Identify objective criteria that can be used to evaluate options. These can include market values, legal standards, expert opinions, or precedents. - Apply Criteria Fairly: Use these criteria to compare and assess options impartially. 6. Develop a Fair Agreement: - Integrate Interests: Look for ways to integrate the interests of both parties into the agreement. Aim for solutions that provide mutual benefits. - Create a Clear Agreement: Ensure that the agreement is specific, clear, and feasible. Define how it will be implemented and monitored. 7. Maintain and Build Relationships: - Stay Positive: Throughout the negotiation, maintain a positive attitude and seek to preserve and enhance the relationship between the parties. - Follow Through: Ensure that both parties follow through on the agreement and address any issues that arise promptly and collaboratively. Example scenario using principled negotiation Imagine you are negotiating a salary with a potential employer: Preparation Research the average salary for the position, your qualifications, and the employer’s ability to pay. Separate People from Problem Focus on the job and your qualifications, not personal issues or emotions. Focus on Interests Instead of simply asking for a higher salary (position), explain why you need it (interest), such as covering living expenses, or your skills that justify it. Generate Options Discuss various compensation packages, including benefits, flexible working hours, or opportunities for advancement. Use Objective Criteria Refer to industry standards, salary surveys, or company pay scales to justify your request. Develop Agreement Find a balanced solution, like a slightly higher salary combined with performance bonuses. Maintain Relationship Ensure a positive relationship by expressing gratitude for the opportunity and discussing future goals. By following these steps, you can engage in principled negotiation to reach agreements that are fair, durable, and beneficial to all parties involved. Alec McPhedran Chtd Fellow CIPD, Chtd Mngr CMI, MAC, MCMI is a recognised creative sector coach and mentor. He specialises in one to one talent coaching, facilitated learning, media training and team development. For further information, visit www.mcphedran.co.uk. Copyright © Alec McPhedran 202
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AuthorAlec McPhedran is a long established creative arts coach and mentor. Archives
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