How Can A Business Negotiation Partner Lose Temper?
Chinese names are
Ceremony
The state of etiquette can make you achieve twice the result with half the effort.
We should pay attention to different situations on different occasions.
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Etiquette...
In negotiation, human factors are not only conceptual, but also emotional.
negotiation
Can produce important influence.
Of course, we look forward to the emotional leakage of our negotiating partners, which will contribute to the smooth progress of the negotiations.
For example, your opponent has just made a beautiful business, or won the first prize in the lottery, which made him happy in the negotiations.
The high spirits of the other party may make the negotiations very smooth and soon reach an agreement.
However, you will also encounter individual undesirable opponents, low spirits, or even furious with you.
Occasionally, we encounter in stores. Individual customers argue with the salesperson about the quality of the goods sold or other reasons. They are angry, and the salesperson feels that they are not their own problems and often try to explain, but the customers simply can not listen. Not only do they want to return the goods, but they continue to make a lot of noise, sometimes even bitter arguments between the two sides.
Emotional disclosure is sometimes hard to suppress in negotiations.
Personal emotions may also be contagious.
Sometimes, improper handling and intensification of contradictions make negotiations impossible to extricate themselves.
The two sides will never compromise with each other in order to take care of their faces.
As a result, it is very difficult for them to cooperate.
Therefore, treating and holding the emotional expression of negotiators is also an important aspect of solving human problems.
In business communication, the mood of a person can determine the atmosphere of negotiations. How to deal with the emotional disclosure of negotiators, especially dealing with the low emotions of negotiators and even angry feelings, will have a far-reaching impact on further cooperation between the two sides in the future.
Experienced negotiators suggest that dealing with emotional conflicts in negotiations can not be done face-to-face.
Adopting hard solutions often escalate the conflict, but is not conducive to the continuation of negotiations.
To deal with extreme emotional problems, we may as well solve them from three aspects.
1. first, focus on and understand each other's emotions, including your own emotions.
If your opponent is very angry or angry at you, be sure to pay close attention to the emotional changes of the other party, of course, including your own emotions.
We should first find out why the other person is angry.
Is it the way the other person is looking for retaliation, or whether the personal family problem interferes with the business problem? Is the other party trying to get your concession through a temper tantrum, or is it an emotional vent on the other side's helpless situation? Make sure that the reason is the way to solve the problem.
But when the other party is in a mood of instability, it is not appropriate to rush to explain and clarify.
2. let the opponent's emotions be released.
It is not the best time to solve the problem when the other person is feeling the same way.
At this time, the best way is to listen to each other quietly, and never fight back.
In order to stabilize the mood of the other party, we should guide the other side to clarify the reason and let the other person continue to vent to the best moment.
3. use symbolic body language to ease emotional conflict.
In business, the winning or losing of personal feelings is of no real significance.
It is not the ultimate goal to find out who is right and who is wrong.
Negotiators pursue a win-win situation on the basis of mutual benefits.
Therefore, in alleviating emotional conflict, some symbolic body language often plays an unexpected role in reversing the situation, such as shaking hands with the other side, giving away a small gift, indicating eating.
Experienced negotiators believe that using behavior to apologize is the least cost and the most rewarding investment in negotiation.
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