Avtec Fundamental #16: Listen Generously A few years ago, a teammate (Brad) and I called a meeting with another department to agree on a plan to resolve a complex issue with our web services servers. Given there had been some history of tension between our departments in the past, I was a little reluctant about the meeting. Although there were a couple of tense moments during the meeting, overall it went well. We were able to cover a lot of complex technical data and put together a plan to address the issue. After we left, I realized that Brad was very unhappy with the outcome of the meeting. Although we had walked into the meeting with a proposal that was much different than the outcome of the meeting, I was confident that the plan that …show more content…
He replied, “You caved! You just took what they said hook, line, and sinker!! Why didn’t you stick to ‘our’ proposal?” I was perplexed! How did we sit in the same meeting but have such different views of the outcome? Brad was a bright person and had a good grasp of the technologies involved. Why couldn’t he see that our previous proposal was flawed? I was confident in the new plan was a better solution given what I had learned in the meeting. This evolved into a discussion where Brad and I talked through a many of the points that were hashed through in the meeting. I explained why some of the new data presented in the meeting made me recognize short-comings to our original proposal. While talking with Brad, it became evident to me what had happened. Throughout the meeting with the other department, Brad had gotten so caught up in proving them wrong that he got locked into his point of view, only able to hear what supported his viewpoint. His brain was actively countering each of the other department’s points, constantly searching for some of their words to leverage to sell his point of view. He was so focused on this that he was totally missing the important points that were being
The use of this last option was kept to a minimal and the team was able to figure out the solution to most of the problems that occurred. iii. Changes When discussing major changes to either the programming or circuit board of the project, the whole team had to be present and agree on the changes. The team never had the issue of disagreements about making changes. Also, major changes generally never occurred due to the straightforwardness of the project.
One of the main issue was the lack of communication and understanding between the key decision makers and IT team. These two parties were very disconnected in
This deal doesn’t provide a permanent solution to the problem, and thus sends him to the next stage of Kubler Ross
Although I attempted to implement effective negotiation tactics, the situation resulted in my commander implementing the final decision due to the organizational structure of my company. Negotiation Process Since my boss and I disagreed about the implementation about
He thought he was happy but turns out he was entirely wrong. Why is he not
“Rubio was truing to reach out to the other side to work out the issue in a good faith effort to create a solution but it didn’t work and now we have a
“We couldn't do that. We won't even talk about it.” (Tyler 83) said by his daughter shows that she is just as stubborn as he is. If his daughter acts this way then he must have acted this way when she was younger, leaving an imprint on her. If he was this way from a younger than he has plans from the start, and has stuck to them.
Candidate Smith briefed a detailed five paragraph order, ensuring that his team fully understood the mission requirements. SNC articulated his order well and with confidence by not using filler words and including voice inflection for emphasis on pertinent parts of his order. During the execution, SNC had difficulty with maintaining awareness of his team member’s movements and did not adequately utilize verbal or non-verbal communication to control their movements. Because of this lack of focus on his team, SNC was unable to develop a sense of urgency or make effective use of his subordinates. Once he received contact, SNC’s commands to his team were weak and quiet, and did not foster a sense of urgency.
Personally, I believe an open line of communication is key to a great environment. If the left hand does not know what the right hand is doing, there is bound to be trouble brewing. 9. What is the overall action plan? Mission?
Crucial Conversations Team 4: Jay Dave, Renee Kelley, Guillaume Lardeux, Matt Wieringa, Matt Wood Leadership Communication, EMBA 200C -- 20 August 2015 Acknowledgement: This learning module was inspired by the bestselling book Crucial Conversations (2012), written by Kerry Patterson, Joseph Grenny, Ron McMillian, and Al Switzler. The following learning modules have been created independently based on themes from the book. Introduction What is common in each of the following scenarios: giving the boss feedback about his/her behavior, discussing problems about physical intimacy with your spouse, and dealing with a rebellious teen?
Bob’s Meltdown In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. (http://www.emeraldinsight.com/doi/abs/10.1108/14777280310795784)
It was hard for him to cooperate when he was the subject of argument among the other
Fortunately, those weaknesses can be improved by understanding the reasons behind and learning what were the proper way to conduct a negotiation. Drawing on the learning points from this course, now I know that negotiation is not a win-lose game. There is no need to be tough and totally competitive to obtain the best negotiation outcomes. We can definitely achieve the win-win outcomes by good preparation, active listening, wisely sharing information to create values and expanding the bargaining zone. I have learned that compromising, even-splitting or building trust are not the right tactics in a win-win negotiation.
Not until the negotiation ended, did I realized that both parties somehow had misinterpreted the counterparty behaviours. Specifically, the aggressiveness of Alpha team did not mean that they were rude and superficial. They just wanted to show their true desire in Alphan – Beta collaboration and that they were business – focused negotiators. In addition, our indirect negotiation style did not mean that we did not respect the counterparty or we did not appreciate this relationship. In fact, we just intended to make a friendly business atmosphere and negotiated step by step.