One key to reducing stress is preparation, and there’s an art to that. Another important set of  skills involves ways to promote open dialogue, invite discussion, and demonstrate a willingness to listen to opposing viewpoints. Lastly, individuals have underlying preferences for how they approach conflict; uncovering this tendency will enable you to use mindfulness and practice to shift your approach to align with the situation. 

Indeed there are. Recognizing these patterns is the first step and choosing an appropriate response comes next. Ignoring such behavior is generally not recommended because it invites the behavior to continue. Saying nothing is the same as saying that you’re fine with such behavior. Better strategies include asking particular questions or calling out the unethical behavior and inviting the other party to correct their own behavior without being demeaned or forced.

I also teach negotiators how they can resist the temptation to lie or be unethical.

The simple answer is yes. Cross cultural research and its application to negotiation is extensive and growing. Scholars and practitioners alike know that even though it may be unintended, negotiators may not only offend others, but may see reduced or suboptimized outcomes when they’re unaware of these differences and the strategies for managing them. It’s also critical to know what other negotiators expect in terms of your behaviors given the culture you identify with. There are many things to consider to prepare for such a negotiation, and by increasing your sensitivity to these cultural differences, you minimize the chances of offending and jeopardizing a relationship or outcome that can harm you or your employer. 

There are! One key difference with an internal negotiation is that you probably know more about the company culture and the interests of the person with whom you’re negotiating. You can use this information to make more compelling arguments. You also may have internal colleagues who can champion your cause, as they can speak to your achievements, expertise, and capabilities.

There’s a lot to unpack in salary negotiations…and I urge you to learn more! Just know this: asking for and receiving a $7000 higher starting salary can amount to $642,000 (but likely more than a million dollars!) over your career. Money isn’t everything, but leaving it on the table has consequences.

Anyone can post a video. What’s the science behind their approach? How do you know their “winning ways” will work for you, in your industry, with your customers? Dr. D draws from her decades of negotiation research, work with diverse students and executives and hundreds of publications to tailor every workshop to ensure actionable insights, real-world relevance and results that resonate across roles, industries, and cultures.

When you invest in your negotiation skills by hiring someone like Suzanne, you get far more in return than you do if you spend hours watching videos or tracking down information from disparate sources.

Custom solution… that’s where I come in! I tailor every workshop to the exact needs of the organization I’m working with. That way you maximize the ROI of the time spent learning…leaving with actionable skills. 

Science-backed, human-centered

Actually, research shows that men tend to be more direct (communicating to assert dominance) and engage in behavior that is competitive, aggressive, and prone to bullying. When displayed by men, this behavior is not condoned but rather expected. 
When women act this way, they are called bossy, bitchy, nasty and impossible to work with. They receive less pushback when their behavior is more aligned with social expectations, which doesn’t mean being soft or passive; it’s complicated. It’s no surprise that women in my workshops recognize the difference in what they’ve been taught in the past and are grateful to learn from someone who not only has done significant research in this area but also, as a woman, uses these strategies in her negotiation regularly…to excellent effect.