Handling Disagreements Without Burning Bridges In Negotiation

Let me share a story from early in my career, which I often reflect on when facing disagreements at work. It was during a team meeting at my first serious job, and I found myself in disagreement with a proposal put forward by a senior leader. The stakes felt high, and the room was tense. Here’s how I navigated the situation: 1. Seeking Clarification: Instead of jumping in with a “that won’t work,” I paused and said, “I see the direction we’re heading, but could you help me understand how we arrived at this approach?” This opened up the floor for the manager to explain their reasoning, and it gave me valuable insights into their thought process. Sometimes, understanding the ‘why’ can change your ‘no’ to a ‘maybe’ or even a ‘yes.’ 2. Expressing Experience: Once I had a clearer picture, I shared my perspective—not as a direct opposition but as an insight. “From what I’ve seen in previous projects, we might encounter some challenges with this strategy. For instance, last year we tried something similar, and we had to pivot because…” Sharing from my experience, rather than imposing my views, made the conversation more about learning from the past rather than confronting the present. 3. Finding Common Ground: Before diving into my reservations, I acknowledged the merits of the proposal. “I agree that targeting this demographic is a smart move, and I see how this strategy aligns with our goals. However, I’m concerned about the scalability based on last year’s metrics.” This not only showed my support for parts of the plan but also softened the introduction to my concerns, facilitating a more receptive discussion. Why This Matters: That day, I learned that disagreeing doesn’t have to be about conflict. It’s about fostering richer discussions that can lead to better decisions. By seeking to understand before being understood, sharing experiences, and finding common ground, we turn potential conflicts into opportunities for growth. It positions us as thoughtful contributors, valued for helping navigate complex decisions. 🔥 Pro Tip: Keep your tone positive and aim to build, not break. It’s about progressing together towards the best outcomes for everyone involved. 👥 Over to You: Have you found certain approaches more effective? #LeadershipSkills #ProfessionalGrowth #WorkplaceCommunication #Teamwork

Navigating difficult conversations…we know the terrain well in supply chain and sustainability —complex stakeholder relationships, competing priorities, and tough tradeoffs that demand honest dialogue. The first quarter of 2025 has been challenging for some clients and colleagues. Behind every successful initiative lies countless challenging conversations.I wanted to share this list that captures what I've learned (often the hard way) about handling challenging discussions: 1. Lead with empathy - acknowledge feelings before diving into issues 2. Stay calm - pause and breathe when tensions rise. Cooler heads prevail. 3. Prepare but remain flexible - rigid scripts rarely survive contact with reality 4. Ask genuine questions - "help me understand your perspective" 5. Give authentic appreciation - recognize effort before suggesting changes 6. Own your emotions - acknowledge feelings without manipulation 7. Respect others' viewpoints - validation doesn't require agreement. You can disagree and still find a happy path. 8. Be specific - vague criticisms like "you always" rarely help 9. Collaborate on solutions - problem-dumping without brainstorming fixes nothing 10. Set clear boundaries - know what you can and cannot commit to 11. Listen actively - not just waiting for your turn to speak. Read this again… 12. Apologize sincerely when needed - take responsibility, not half-measures. Accountability helps build trust. 13. End with concrete next steps - clarity prevents misunderstandings. Playing back throughout tough conversations with key points and actions shows active listening and understanding. 14. Reflect afterward - what worked? what could improve? In my experience leading global teams, the conversations I've handled poorly weren't failures of strategy—they were failures of approach and understanding context. For example, a recent negotiation with a supplier facing severe capacity constraints could have deteriorated into finger-pointing. Instead, by focusing on understanding their challenges first (point #4) and collaborating on creative solutions (point #9), we found a path forward and workable compromise. Staying calm helped too ;) What's your experience? Which of these principles has been most valuable in your leadership journey? Or is there a 15th point you'd add to this list? ___________ 👍🏽 Like this? ♻️ Repost to help someone ✅ Follow me Sheri R. Hinish 🔔 Click my name → Hit the bell → See my posts. #SupplyChain #leadership #sustainability

Conflict is inevitable. How we manage it is both an art and a science. In my work with executives, I often discuss Thomas Kilmann's five types of conflict managers: (1) The Competitor – Focuses on winning, sometimes forgetting there’s another human on the other side. (2) The Avoider – Pretends conflict doesn’t exist, hoping it disappears (spoiler: it doesn’t). (3) The Compromiser – Splits the difference, often leaving both sides feeling like nobody really wins. (4) The Accommodator – Prioritizes relationships over their own needs, sometimes at their own expense. (5) The Collaborator – Works hard to find a win-win, but it takes effort. The style we use during conflict depends on how we manage the tension between empathy and assertiveness. (a) Assertiveness: The ability to express your needs, boundaries, and interests clearly and confidently. It’s standing your ground—without steamrolling others. Competitors do this naturally, sometimes too much. Avoiders and accommodators? Not so much. (b) Empathy: The ability to recognize and consider the other person’s perspective, emotions, and needs. It’s stepping into their shoes before taking a step forward. Accommodators thrive here, sometimes at their own expense. Competitors? They might need a reminder that the other side has feelings too. Balancing both is the key to successful negotiation. Here’s how: - Know your default mode. Are you more likely to fight, flee, or fold? Self-awareness is step one. - Swap 'but' for 'and' – “I hear your concerns, and I’d like to explore a solution that works for both of us.” This keeps both voices in the conversation. - Be clear, not combative. Assertiveness isn’t aggression; it’s clarity. Replace “You’re wrong” with “I see it differently—here’s why.” - Make space for emotions. Negotiations aren’t just about logic. Acknowledge emotions (yours and theirs) so they don’t hijack the conversation. - Negotiate the process, not just the outcome. If you’re dealing with a competitor, set ground rules upfront. If it’s an avoider, create a low-stakes way to engage. Great negotiators don’t just stick to their natural style—they adapt. Which conflict style do you tend to default to? And how do you balance empathy with assertiveness? #ConflictResolution #Negotiation #Leadership #Empathy #Assertiveness #Leadership #DecisionMaking

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.

How I Keep Disagreements Productive as a Program Manager at Amazon Disagreements are part of the job. Different teams…different incentives…different perspectives. But disagreements don’t have to derail progress. Here’s how I keep them productive…not personal: 1/ I start by clarifying the shared goal ↳ “We’re both trying to deliver a great customer experience” ↳ Alignment on why helps reduce tension around how ↳ It shifts the tone from debate to collaboration 2/ I seek to understand before being understood ↳ I ask questions before I push opinions ↳ “Can you walk me through your reasoning?” ↳ People are more open when they feel heard 3/ I keep the focus on the idea…not the person ↳ “This plan has some risk” lands better than “You’re missing something” ↳ It’s about improving the work…not winning the argument ↳ Language matters 4/ I bring data and tradeoffs…not just strong opinions ↳ “Here’s the impact of that path vs this one” ↳ I try to frame it as a decision…not a disagreement ↳ Clarity reduces conflict 5/ I pause when things get tense ↳ If emotions rise, I suggest a break or follow-up ↳ Pressure can cloud good judgment ↳ I’d rather pause than push forward with the wrong energy Disagreements don’t slow me down… Unmanaged tension does. The key is staying grounded in the outcome…not the ego. How do you handle tough conversations without damaging relationships?