DISCoverBetterNegotiation

1. DISCover Better Negotiation

2.  Perfect Labor Storm Warnings

3.  CriteriaOne DISC

4. Geeks, Geezers adn Googlization

5.  Speaking Schedule

6.  New Book: Coming Job Boom

7. Quotes from the Hire Authorities

When we work with others we are often called upon to negotiate with them. Projects get done faster and collaboration is more robust when we understand the keys to successful negotiation. Using DISC styles offers an approach to negotiation that is sure to give the DISC user an upper-hand in negotiating successful deals.

How can you negotiate successfully with each of the DISC styles? Understanding a person's Primary or basic style can be quite helpful in the negotiating process. Each behavioral style has a preferred method when it comes to negotiating. By developing a better understanding of each behavior's negotiating style, more sales can be made, problems resolved and relationships can be maintained at a higher level.

Dominants
The High Dominant style is a tough negotiator. This style wants to be in control and project his or her authority. Dominants will want to take charge of the negotiating process and control it from beginning to end. When in negotiations with this behavioral style, it is important to remember that any outward attempt to challenge or control the High Dominant will most often result in failed negotiations. This style will respond best when they are given suggestions, rather than the here is what we are going to do, take it or leave it approach. The High Dominant will most times tell you they are leaving it. Options work much better than opinions with the High Dominant. Let the High Dominant know you are open to an alternative approach. This can often result in their being more receptive to your offer, as they don't feel cornered or boxed in.

Influencers
One of the most important things you can do when in negotiations with the High Influencer is make an extra effort to build a positive relationship with them. They look for and want positive relationships in their business and personal lives. The High Influencer will be more open to look at new or unique negotiating solutions if they feel they have a personal connection with the person doing the negotiating. Attempting to negotiate with this behavioral style using confrontation will almost always be received negatively. Winning in negotiations with the High Influencer can be accomplished by sharing how your recommendations or proposals have provided positive results for other customers and clients.

Steadiness
The High Steadiness behavioral style tends to be more willing to agree and compromise than each of the other three styles. This style will make every effort to avoid confrontation or conflict in the negotiating process, as they do in other parts of their lives. The High Steadiness' main focus is the relationship. They will often consider any offer and even accept a negotiated compromise that would be unacceptable to the other styles to maintain a relationship. This style does not respond well to pressure and will not make a commitment quickly, rather they will need time to consider your negotiating offer before making a decision. Do not leave a negotiating session with the High Steadiness without an appointment or time set for your follow-up meeting. Their way of not accepting an offer is to be too busy to see you when you call for a follow-up meeting.

Compliants
Negotiating with the High Compliant can be frustrating and intimidating. This style negotiates based on facts, data, information and proof. They want to know that they have all the specific details involved in the negotiations, so they can make an informed decision. The High Compliant will advance the negotiations into areas the other three styles haven't thought about or even considered. You will be wise to say what you mean and mean what you say in your negotiations with them. Plan to invest a fair amount of time answering their questions. This style will ask many questions, perhaps more than you think you can answer. Be patient, they want to be certain they are making the best negotiating decision possible and not unlike the High Steadiness will need time to reach a firm decision.

Special thanks to Bill Schult Sr and Maximum Potential for providing the content for this week's newsletter.

Fire protection engineers are in high demand and short supply, according to a survey just released by the Society of Fire Protection Engineers (SPFE). The survey reinforces the expanding workforce trend known as the Perfect Labor Storm, where semi-skilled and skilled jobs are going unfilled due to a lack of qualified workers.

According to the SPFE survey, the demand for life-saving fire protection engineers is rising, and now exceeds the supply of qualified personnel. An overwhelming majority SPFE members currently have difficulty recruiting enough qualified engineers. Surveys indicate that this imbalance in demand will continue for at least five more years. Read more

Purchase the NEW Perfect Labor Storm 2.0 books (soft and hard cover versions) at PerfectLaborStorm.com.

We all have a basic behavioral style that affects how we work, play, communicate and build relationships. CriteriaOne® DISC Behavioral Style reports produce an overview of four basic behavioral styles based on an individual's responses to a short 10 to 15 minute questionnaire. Each report then describes how an employee will deal with problems, interact with people, comply with rules and procedures, and the pace at which he or she will work.

CriteriaOne® DISC also provides management with a powerful new business tool to accurately measure the cores behaviors and skills that drive workplace performance using a proprietary job fit and team building Style Insights Map. Read more about CriteriaOne DISC reports.

Learn more about DISC. Buy DISCovering the Styles today.

Dozens of different managerial approaches and working styles seem to be popping up about how to best manage generational clashpoints. At times these co-workers seem to be worlds apart in their attitudes and values. As a result, conflicts between the generations are distracting co-workers and diverting the attention of managers.

Where do you start to learn to how to manage the generation mix? Begin by testing your Generation IQ here.

We live in interesting times, indeed. Four generations are co-mingling in the workplace, each bringing with them different managerial approaches and working styles. Capitalizing on each generation's strengths is a must. Minimizing generational clash-points is a necessity. Finding common ground is critical. How do you keep Veteran workers, Baby Boomers, Gen-Xers, and Millennials all engaged, motivated, and on the job?

During this presentation, participants will learn from workforce management expert/author Ira S. Wolfe about workforce trends that are changing the way employers will do business followed by a lively and interactive discussion about the newest challenge facing managers: managing the four generations in the workplace.

Call 717-291-4640 or click here to schedule Ira S Wolfe for your 2008-2009 meetings and conferences

August 20 (tentative) - President's Circle Summer Symposium, Mt. San Antonio

August 27 - Talent Challenge: Recruiting in a fast-changing world, Roanoke VA

September 8 - Electrical Generation Systems Association - "The Perfect Labor Storm"

September 25 - Human Resource Professionals of Central PA's Fall Conference, Perfect Labor Storm

View Table of Contents

Of every 10 workers in your organization now, three will retire over the next 10 years. Out of that same 10, three others are looking for new jobs even as you read this. And if you've hired younger "20-somethings," expect them to stay no longer than 18 months, on average, before moving on. What should you do?

Start by reading the Perfect Labor Storm 2.0. Workforce trends WILL change the way you do business!

"The test of a first rate intelligence is the ability to hold two opposed ideas in the mind at the same time and still retain the ability to function".

Permission is granted to consultants, managers, business owners and HR professionals to reproduce content from this newsletter for your internal publications, or to distribute copies to your workforce, on the condition that you reproduce the credits and contact information as follows: "Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2008 Ira S Wolfe." We also hope you will forward the newsletter in its entirety and recommend to others that they subscribe.