How to Talk to Unfair Leadership or Management in Your Work Place!

Get FREE access to The Black Swan Group’s book 5 Negotiation Tactics for Dealing with Difficult People here: bit.ly/3duQVyW
Stop losing and start WINNING. Negotiations can feel intimidating, but our methods make it easy. We rely on emotional intelligence and empathy to get the job done. Explore our content and find the best skills and strategies to ace negotiations. Head to our website to subscribe to our newsletter and attend one of our live events. See you there!
===============================================================
Don’t Miss Out on the Latest Negotiating Insights
🔔Subscribe ⬇️
@Blackswanltd1
✉️Join our free Newsletter: blog.blackswanltd.com/the-edge
About The Black Swan Group
Founded and led by former lead FBI hostage negotiator, Chris Voss, the Black Swan Group has 10+ years of experience working with companies and individuals on taking their negotiation skills to the next level. Chris’ book, Never Split the Difference, is a Wall Street Journal bestseller and has sold over 2 million copies worldwide. Our expert team of coaches discuss everything from silence techniques to influential empathy.
Connect with The Black Swan Group
📨Website: www.blackswanltd.com
Instagram: / blackswangroupltd
Twitter: / blackswangrp
Facebook: / blackswanltd
LinkedIn: / the-black-swan-group
Connect with Chris
Linkedin: / christophervoss
Instagram: thefbinegot...
Grab a copy of #ChrisVoss book Never Split the Difference© today. Find it here: amzn.to/3dutw0L
Thanks for watching!

[@dameanvil]

00:03 🗣 Instead of bluntly stating failure, use a mirror to reflect their idea and guide them subtly.
01:00 💬 Summarize their idea and add a subtle nudge about potential obstacles.
01:39 🤔 Use calibrated questions to let them realize issues on their own while preserving their authority.
02:37 🧩 Powerful people need to be heard, understood, and respected, similar to anyone else.
04:30 📣 For assertive individuals, use labels and let them express themselves to reveal useful information.
06:02 🚀 Assertive people often focus on winning in the moment, less on detailed plans.
07:29 📝 Ensure concrete steps for the future are agreed upon to avoid issues later.
08:01 🗨 Make assertive individuals feel in control by asking for detailed explanations.
08:22 💼 Assertive people are easy to handle by guiding them with questions and mirrors.
09:06 🧠 Analysts with power are harder to deal with due to their reliance on data.

[@operationblackbishop4785]

Great point from Sandy that dealing with Analysts in power is not that easy as well, as Analysts overrely on information and data even when that data might be not absolutely correct. This happens a lot.

[@user-px3je4ch3z]

I imagine dealing with accommodators in power is the worst. They'll either just say "ok" in the moment to get you off their back and never go through with it, or worse, they'll maybe feel slighted and retaliate later and you'll have no idea what's coming up at the meeting two weeks from now.

[@operationblackbishop4785]

Being an analyst as well I'd say my mind working like this "I will decide what to do when I figure out how to do it". Had conflicts with my father because his thinking model was assertive, meaning "I decide what to do, and the HOW is secondary, we will figure".
Assertives can see Analysts non confident and slow, because Analysts immediately go to figuring out HOW to do something.
So when you immediately say "how" to the assertive, you are kinda breaking his thought process. They need their request to be accepted (or heard) first, and only then analyzed.

[@vincentcorso1688]

You all are Pros - excellent work
Can you do a piece on how to deal with the other 2 types
Analysts in power
Accommodators in power

[@darkinferno6862]

4:00 - 4:48 Facts

[@Kwolfx]

It's called human engineering. What I'm about to suggest may take some careful planning and sometimes prepared documentation to back up the point you are trying to make. In a worse case scenario, you show that the actions you don't want see implemented will hurt the organization and the bosses career. You are threatening them, but in a way that isn't personal. In other words, you are not performing a power play, "Do it my way or else." Even if you could pull it off; which is highly unlikely, you would almost certainly face a backlash latter on. Your victory would be pyric and your future at this organization would be a short one.
You explain the situation in a way that the higher up or several higher ups will see the downside they will be facing if they ignore your preferred course of action. If you do it really well; and I have on a couple of occasions, you don't actually spell out what your preferred course of action is, because that might sound like extortion. You explain the situation in a way that your preferred course of action is one they can obviously grasp on their own, the one that doesn't threaten them and might help them. When they say it out loud, you reply, "Yes, good idea."
What I just recommended may sound amoral, because it is. Empathy is fine when dealing with equals or people above you who have empathy for your situation. Unfortunately, you may have to work with, and for people who don't have any empathy for you or your situation. You need to identify them and you need to know their points of vulnerability. In business it's usually pretty simple. No one wants to be blamed for causing falling sales, incurring higher than predicted costs, creating negative publicity or unexpected legal woes. Of course, if you can find a more personal motivation, something that appeals to the ego of the person whose mind you are trying to change, that is even better. It is manipulation, but not for the fun of it or self-aggrandizement. If you do this too often, it will be noticed by smarter people and may be detrimental to you in the long-run. You use it for self-defense.

[@schlirf]

Thanks for the lessons! currently residing in a dysfunctional Veterans in Connecticut, hopefully someone will listen.