Dealing Difficult People And Managing Conflict Effectively - Hone In Your Negotiation Skills

In dealing difficult people and managing conflicthappy and what you can do is ensure that what
effectively, you need to understand and applyyou have suggested, recommended, solved or
your negotiation skills with tact to deal with everyanticipated is reasonable and/or acceptable to
relationship and it could be your boss, colleagues,everyone.
business contacts, friends or even spouse orWhen dealing with those of bullying, intimidating,
acquaintances. The ways to dealing difficult peopleprovocative and those resort to threats.
or managing conflict is also to first look at yourBe assertive right from the start when dealing
own expectations and agendas and then, skillfullywith this group of people. Confront and tell him if
apply your negotiation skills fairly.he is behaving in a way that is not acceptable to
Difficult people can be of many personality typesyou and name that behavior. Leave no doubt
that you may encounter and that can be thosewhat is acceptable and what is not and as to
of intimidating and provocative type to thosewhere you would draw the line.
resort to threats to get what they want.Create negative consequences that far outstrip
There are those who always sidestep an issue,the benefits that they think they will get from
procrastinate and avoid talking the topic. While ontheir bullying behaviors. After having the upper
the contrary; there is the "touch-me-nots" typehand in this situation, always offer alternatives
whom shows physical fear when confronted.deals so that he does not loose his pride and
Another type is the "take-it-or-leave-it" oroffer solution like "why don't we work together
"all-or-nothing" attitude.on this...." This way it causes him to be more
The answer to dealing difficult people is not to tryconscious of his behavior that has an effect on
to eliminate it or sweep its problem under theothers.
carpet as sooner or later; there will be somethingDealing with those who tend to procrastinate,
else that triggers it to surface again. The secret ispostpone decisions, change the subject or avoid
to how to deal with different kinds of people youthe topic and the "touch-me-nots" type.
interact with daily and have the upper hand inShow him the consequences of his decision.
reaching well-negotiated settlements that are inPresent it as a non-threatening factual report and
the interest of all concerned.you are merely stating obvious consequences
Managing conflictthat he cannot take it lightly.
Conflict is the result of two different points ofOffer these people reassurance, help to build their
view and it can be used as a tool for both partiesself esteem and make them realize that they
to grow. It is also neutral and what makes ithave something to contribute.
positive or negative is how conflict or theWhen dealing with "take-it-or-leave-it" or
differences is managed."all-or-nothing" attitude.
You cannot change or manage another personSilence is the most effective weapons in dealing
behavior but knowing which approach works bestwith people with attitude problem. Remember, in
with which personality is your key to betterthis situation say absolutely nothing and who ever
negotiation experiences.open its mouth first, looses. With no ammunition
Conflict can be summarized into just two: personalto keep the confrontation going, he will start to
and / or organizational issues and everyone isbacktrack and becoming more reasonable.
right in his own mind and entitled to his opinion. ItAnother tactic is to cut the exchanges with these
gives the opportunity to grow, learn, modify orpeople short by saying: I'll talk with you further on
adjust a person beliefs or behavior.this when you are more reasonable and change
What to say and what not to say is alsothe subject. Pretend not to hear the demand and
important in managing conflict. For example;only when the attack stops; bring the real
"What" warrant factual responses and "Why" areproblem back and treat the attack that has never
judgmental. Compare the followings;happens.
- Why did you do that? (Confrontational)When people makes unreasonable demands, do
- What was the motivation for doing that?not object outright and instead, allow him to
(Information seeking)justify his position or vent his feelings. Turn that
Negotiation skillsinto a problem-solving activity that will make the
Never be pressured into unacceptableother feel that he has contributed positively
agreements. Insist on fair, reasonable agreementLearn in dealing difficult people and managing
terms that are beneficial to all and continue toconflict with your negotiation skills as teaching
negotiate only if fair procedures can be agreedabout you and your tendencies. It takes two
upon.people or more to trigger the above.
You cannot always make everyone 100 per cent