Communication is a two-way street that involves not just getting, but giving as well. Affording your counterpart the chance to obtain information complies with the norm of reciprocity, and can affect their attitude, trust level, and, most of all, expectations. Hence, care must be take early on to send consistent, coherent, and timely messages that are in accordance with your ultimate bargaining objects.
So, what is said and done - or not said and left undone - prior to the bargaining event will have an enormous impact on the final outcome.
This is especially significant when you recognize that the person or group you’ll be trying to influence has erroneous assumptions and unrealistic expectations. As soon as you realize this, you must give them reality-based information in order to alter their thinking. Otherwise, proposed changes when introduced during the formal strategic interaction will be seen as unexpected and unreasonable. Predictably, they will react by saying “no”.
Reminder: It takes a while to digest and get comfortable with anything that’s different. This is the principle of acceptance time, that people need the opportunity to get used to a new idea, concept, or approach.
To illustrate, let’s look at a simple scenario:
Three years ago, you gave a valuable employee a 7 percent salary increase. The next year, this increment was repeated. Again, last year, this person got the same raise in pay.
Since then, however, your business has had reverses and cash flow problems. Let us further stipulate, as lawyers would say, that you cannot increase expenses in the coming fiscal period and that the employee is unaware of these circumstances.
If this is the case, what does he or she expect when the two meet to discuss compensation?
Definitely 7 percent. Truly, this person may be counting on these funds to pay for an expenditure that was already made. If you, in a magnanimious gesture, offered a 5 percent raise out of your own pocket, I suspect the employee would still feel short-changed by 2 percent.
The way to avoid such a dilemma is to share this negative information with the employee as early as possible, months before the formal compensation get-together. Of course, these relevations will cause him to conform to the new reality. More significantly, if you get people involved at the outset by soliciting their input, they tend to be more understanding and supportive of the outcomes.
ITEM: Years ago, I asked a congressman why he had not come to the aid of the President of the United States, a member of his own party, who was in a great deal of political difficulty. His reply was illuminating: “If I wasn’t present during the plane’s takeoff, how can I be there when it crash-landed?”
Consider another example of how lead time can be used to affect expectations and change behaivor.
When I last lived in an apartment building, a neighbor approached me in the elevator and asked, “Does all that racket and merrymaking in 11E keep you up at night?”
“Actually, I don’t know what you’re talking about,” I said. “Remember, I live in apartment 11B at the other end of the hall.”
“Well, unfortunately, I’m in 11F, right next door to 11E,” he said. “These thirty-year-old kids party and play that rock ‘n’ roll music till 2:00 A.M. I’ve banged on the wall, rung on the phone, and complained but nothing helps.”
From all indications, he was upset or, as kids would say, “ticked to the max.”
Trying to lighten things up, I said, “Maybe you should try to relax and relate to the hullabaloo. It’s rather unique you know, it’s the only music where the melody is played by the drummer.”
He didn’t appreciate my attempt at humor, but I was saved when the elevator doors opened at the lobby.
A month later, at the same place I met him again.
“I’ve got good news and very bad news,” he said. “The thirty-year-olds moved out, but they are being replaced by an even younger and wilder-looking couple.”
“The new ones are musicians. I watched them move in. They have amplifiers and the biggest stereo and speakers I’ve ever seen.”
Feeling compassion for his situation, I decided to give him some unsolicited advice: “Obviously, your past strategy of wall banging and phoning in the midst of a party didn’t work. So why don’t you try something different?”
“If I were you, I would use the current lead time to try to influence their behavior, instead of reacting during the event when you’re upset and emotional.”
“What I would do is buy or bake a pie for the new neighbors. Delivering it in person, I’m sure you’ll get invited into their residence. Once inside, you’ll be able to answer all their questions about local restaurants, shops, transportation, and so on.”
“Then, you might discreetly tell them how happy you are to have them as neighbors, because their predecessors played their music so loud.”
Actually, this counsel comes from my own experience, which has shown me that if desired behaivors are communicated early in the developmental stages of a relationship they have a good chance of taking hold.
Two months later, I received a visit from the beaming occupants of 11E. They indicated that my plan had worked. Not only were they friends of the people next door, but they had attended two of their parties.
Most surprising of all was that they had become big fans of Bruce Springsteen and had tickets for his next concert. As Linda Ellerbee has said, “And so it goes.”
Negotiate This! By Caring, But Not T-H-A-T Muchamazon.com
Herb Cohen
ISBN 0-446-52973-7
Chapter VIII : Information
pp 207-210