Many people out there are frustrated at not being heard. If you ask them to participate in the goal-setting process, the list of demands may get a bit excessive. Before long, the list of goals contains demands that are outside the particular negotiation in which you are involved. This result is especially true in workplace negotiations because, when asked to contribute, frustrated employees may feel that this is finally their chance to relieve their frustration. Allowing people with specific agendas to take your goal off course can keep you from getting what you want.
This caveat doesn’t contradict the good advice in one of my favorite mantras:
“There is no harm in asking.” If your goals relate to the specific negotiation, you can choose to add an unrelated matter to the discussion. You can raise an unrelated issue appropriately, but be prepared to abandon it quickly if the reaction is too adverse. Although asking for a few extras probably won’t hurt, you should be conscious that you are doing so. Be careful that you don’t sabotage the primary goals you’re trying to achieve in the negotiation.
This caveat doesn’t contradict the good advice in one of my favorite mantras:
“There is no harm in asking.” If your goals relate to the specific negotiation, you can choose to add an unrelated matter to the discussion. You can raise an unrelated issue appropriately, but be prepared to abandon it quickly if the reaction is too adverse. Although asking for a few extras probably won’t hurt, you should be conscious that you are doing so. Be careful that you don’t sabotage the primary goals you’re trying to achieve in the negotiation.
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