Know Your Right


By Azugbene Solomon


Throughout history, rulers and dictators have taken away people’s rights. In many parts of the world today people can’t worship as they please, talk freely, gather with groups of friends, or travel. If you feel that everyone is always telling you what to do and that you have no rights, you’re wrong! Children are protected by the same laws that protect adults.

Rights are legal, social, or ethical principles of freedom or entitlement; that is, rights are the fundamental normative rules about what is allowed of people or owed to people, according to some legal system, social convention, or ethical theory. Rights are of essential importance in such disciplines as law and ethics, especially theories of justice and deontology.

Rights are often considered fundamental to civilization, for they are regarded as established pillars of society and culture, and the history of social conflicts can be found in the history of each right and its development. According to the Stanford Encyclopedia of Philosophy, “rights structure the form of governments, the content of laws, and the shape of morality as it is currently perceived”.

CONTENTS

1. Natural versus legal
Natural rights
Legal rights
2. Claim versus liberty
A claim right
A liberty right
3. Positive versus negative
Positive rights
Negative rights
4. Individual versus group
Individual rights
Group rights
5. Other Senses
6. Politics

1. Natural versus legal

  • Natural rights are rights which are “natural” in the sense of “not artificial, not man-made”, as in rights deriving from human nature or from the edicts of a god. They are universal; that is, they apply to all people, and do not derive from the laws of any specific society. They exist necessarily, inhere in every individual, and can’t be taken away. For example, it has been argued that humans have a natural right to life. These are sometimes called moral rights or inalienable rights.
  • Legal rights are based on a society’s customs, laws, statutes or actions by legislatures. An example of a legal right is the right to vote of citizens. Citizenship, itself, is often considered as the basis for having legal rights, and has been defined as the “right to have rights”. Legal rights are sometimes called civil rights or statutory rights and are culturally and politically relative since they depend on a specific societal context to have meaning.

Some thinkers see rights in only one sense while others accept that both senses have a measure of validity. There has been considerable philosophical debate about these senses throughout history. For example, Jeremy Bentham believed that legal rights were the essence of rights, and he denied the existence of natural rights; whereas Thomas Aquinas held that rights purported by positive law but not grounded in natural law were not properly rights at all, but only a facade or pretense of rights.

2. Claim versus liberty

  • A claim right is a right which entails that another person has a duty to the right-holder. Somebody else must do or refrain from doing something to or for the claim holder, such as perform a service or supply a product for him or her; that is, he or she has a claim to that service or product (another term is thing in action). In logic, this idea can be expressed as: “Person A has a claim that person B do something if and only if B has a duty to A to do that something.” Every claim-right entails that some other duty-bearer must do some duty for the claim to be satisfied. This duty can be to act or to refrain from acting. For example, many jurisdictions recognize broad claim rights to things like “life, liberty, and property”; these rights impose an obligation upon others not to assault or restrain a person, or use their property, without the claim-holder’s permission. Likewise, in jurisdictions where social welfare services are provided, citizens have legal claim rights to be provided with those services.
  • A liberty right is simply a freedom or permission for the right-holder to do something, and there are no obligations on other parties to do or not do anything. This can be expressed in logic as: “Person A has a privilege to do something if and only if A has no duty not to do that something.” For example, if a person has a legal liberty right to free speech, that merely means that it is not legally forbidden for them to speak freely: it does not mean that anyone has to help enable their speech, or to listen to their speech; or even, per se, refrain from stopping them from speaking, though other rights, such as the claim right to be free from assault, may severely limit what others can do to stop them.

Liberty rights and claim rights are the inverse of one another: a person has a liberty right permitting him to do something only if there is no other person who has a claim right forbidding him from doing so. Likewise, if a person has a claim right against someone else, then that other person’s liberty is limited. For example, a person has a liberty right to walk down a sidewalk and can decide freely whether or not to do so, since there is no obligation either to do so or to refrain from doing so. But pedestrians may have an obligation not to walk on certain lands, such as other people’s private property, to which those other people have a claim right. So a person’s liberty right of walking extends precisely to the point where another’s claim right limits his or her freedom.

3. Positive versus negative

In one sense, a right is a permission to do something or an entitlement to a specific service or treatment from others, and these rights have been called positive rights. However, in another sense, rights may allow or require inaction, and these are called negative rights; they permit or require doing nothing. For example, in some countries, e.g. the United States, citizens have the positive right to vote and they have the negative right to not vote; people can choose not to vote in a given election without punishment. In other countries, e.g. Australia, however, citizens have a positive right to vote but they don’t have a negative right to not vote, since voting is compulsory. Accordingly:

  • Positive rights are permissions to do things, or entitlements to be done unto. One example of a positive right is the purported “right to welfare.”
  • Negative rights are permissions not to do things, or entitlements to be left alone. Often the distinction is invoked by libertarians who think of a negative right as an entitlement to non-interference such as a right against being assaulted.

Though similarly named, positive and negative rights should not be confused with active rights (which encompass “privileges” and “powers”) and passive rights (which encompass “claims” and “immunities”).

4. Individual versus group

The general concept of rights is that they are possessed by individuals in the sense that they are permissions and entitlements to do things which other persons, or which governments or authorities, can not infringe. This is the understanding of people such as the author Ayn Rand who argued that only individuals have rights, according to her philosophy known as Objectivism. However, others have argued that there are situations in which a group of persons is thought to have rights, or group rights. Accordingly:

  • Individual rights are rights held by individual people regardless of their group membership or lack thereof.
  • Group rights have been argued to exist when a group is seen as more than a mere composite or assembly of separate individuals but an entity in its own right. In other words, it’s possible to see a group as a distinct being in and of itself; it’s akin to an enlarged individual, a corporate body, which has a distinct will and power of action and can be thought of as having rights. For example, a platoon of soldiers in combat can be thought of as a distinct group, since individual members are willing to risk their lives for the survival of the group, and therefore the group can be conceived as having a “right” which is superior to that of any individual member; for example, a soldier who disobeys an officer can be punished, perhaps even killed, for a breach of obedience. But there is another sense of group rights in which people who are members of a group can be thought of as having specific individual rights because of their membership in a group. In this sense, the set of rights which individuals-as-group-members have is expanded because of their membership in a group. For example, workers who are members of a group such as a labor union can be thought of as having expanded individual rights because of their membership in the labor union, such as the rights to specific working conditions or wages. As expected, there is sometimes considerable disagreement about what exactly is meant by the term “group” as well as by the term “group rights.”

There can be tension between individual and group rights. A classic instance in which group and individual rights clash is conflicts between unions and their members. For example, individual members of a union may wish a wage higher than the union-negotiated wage, but are prevented from making further requests; in a so-called closed shop which has a union security agreement, only the union has a right to decide matters for the individual union members such as wage rates. So, do the supposed “individual rights” of the workers prevail about the proper wage? Or do the “group rights” of the union regarding the proper wage prevail? Clearly this is a source of tension.

The Austrian School of Economics holds that only individuals think, feel, and act whether or not members of any abstract group. The society should thus according to economists of the school be analyzed starting from the individual. This methodology is called methodological individualism and is used by the economists to justify individual rights.

5. Other senses

Other distinctions between rights draw more on historical association or family resemblance than on precise philosophical distinctions. These include the distinction between civil and political rights and economic, social and cultural rights, between which the articles of the Universal Declaration of Human Rights are often divided. Another conception of rights groups them into three generations. These distinctions have much overlap with that between negative and positive rights, as well as between individual rights and group rights, but these groupings are not entirely coextensive.

6. Politics

Rights are often included in the foundational questions that governments and politics have been designed to deal with. Often the development of these socio-political institutions have formed a dialectical relationship with rights.

Rights about particular issues, or the rights of particular groups, are often areas of special concern. Often these concerns arise when rights come into conflict with other legal or moral issues, sometimes even other rights. Issues of concern have historically included labor rights, LGBT rights, reproductive rights, disability rights, patient rights and prisoners’ rights. With increasing monitoring and the information society, information rights, such as the right to privacy are becoming more important.

Some examples of groups whose rights are of particular concern include animals, and amongst humans, groups such as children and youth, parents (both mothers and fathers), and men and women.

Accordingly, politics plays an important role in developing or recognizing the above rights, and the discussion about which behaviors are included as “rights” is an ongoing political topic of importance. The concept of rights varies with political orientation. Positive rights such as a “right to medical care” are emphasized more often by left-leaning thinkers, while right-leaning thinkers place more emphasis on negative rights such as the “right to a fair trial”.

Further, the term equality which is often bound up with the meaning of “rights” often depends on one’s political orientation. Conservatives and libertarians and advocates of free markets often identify equality with equality of opportunity, and want equal and fair rules in the process of making things, while agreeing that sometimes these fair rules lead to unequal outcomes. In contrast, socialists often identify equality with equality of outcome and see fairness when people have equal amounts of goods and services, and therefore think that people have a right to equal portions of necessities such as health care or economic assistance or housing.

Conclusion

Is important for you to know your Right, and stand up for yourself. Your right is your voice, your right is your freedom.

Reference

1. Know Your Right: Fact Monster
2. Rights: Wikipedia On Rights & Legal

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The Art of Building Relationships You Need to Succeed in Your Career


By Mat Apodaca


The power of building relationships cannot be overstated. While the concept “building relationships” sounds like a fancy business buzzword, there’s really a lot of substance behind it.

Many people do fine going about their business keeping their head down. Sometimes they poke their head out from their cubicle like a prairie dog when there’s free cake to be had but other than that, they do their own thing. They only worry about interacting with the people that they need to on a day to day basis.

Unfortunately, these people are shortchanging their own career. In this article, we will look at the art of building relationships you need to succeed in your career.

Remember, you are the CEO of your own career. How far you go towards achieving the goals you want for yourself in your career is squarely on your shoulders. Utilize the art of building relationships to help power success in your career.

Let’s take a look at why building relationships is so important to your career and how to go about doing it.

TABLE OF CONTENTS

  1. How Building Relationships Helps Your Career
  2. Who to Build Relationships With

Internally At Work
Outside Of Work

3. The Art of Building Relationships
Conclusion

4. More Resources Related to Work Communication

5. How Building Relationships Helps Your Career

Building relationships is often cited as one of the key drivers for building a successful career.

It is absolutely mission critical. Building relationships helps your career in so many ways. When you make an effort to build relationships with your clients, it shows that you actually care about them as customers.

Creating positive and supportive relationships with your fellow coworkers will help you perform your job better. When they see that you are an important member of the team, they will want to work with you and come to look forward to interacting with you.

As you develop meaningful dialogue with your boss and deepen the relationship, he or she will see that they can trust you. They see you as someone who does what they say they are going to do and that builds trust. Building the trust and relationship with your boss can help you immensely in your career.

As we will see in this article shortly, there are some key people you should build relationships outside of work that can be hugely beneficial to you as well. Everywhere you look, you will see the value of creating strong relationships to propel your career.

Who to Build Relationships With

Ideally, you want to build relationships both inside and outside your company. I realize this might sound a bit strange, so let me explain:

The people inside your company can really help with the day to day aspects of your job and career. These include your boss or bosses, your fellow coworkers, and I’m going to include vendors you might work with.

Outside of your company, there are other groups of people you should work to build great relationships with. These include your customers, mentors, and key folks in your industry.

Let’s take a deeper look at these groups:

Internally At Work

Your Boss

This should immediate pop into your mind. It is super important to build a good relationship with your boss or bosses.

Many people have one boss. I’ve worked in several organizations where I really had numerous bosses I had to develop relationships with. In any event, this is a critical relationship to build.

Make sure you have ongoing, open communication with your boss. Stay clear on your objectives and priorities. Know what areas create the biggest impact for your supervisor (and therefore you).

Be aligned on strategic initiatives and how you can help shape and influence that whenever possible. This all becomes possible when you and your boss(es) are on the same page through a good working relationship.

Your Associates

This is pretty much a no brainer as well. You can most likely see the benefit of solid working relationships with those people you interact with at work on a regular basis.

It’s a wonderful thing to know someone you work with has your back and you have theirs as you navigate your career and work product. These is a direct result of creating and building great relationships with your associates.

Keep open dialogue and a create a sense of teamwork and fun whenever possible.

Your Customers

This could really be included in either in or out of work. Some of us work with internal customers, some of us with external customers.

If you are client facing, then you have to be able to build trustful, advisor-like relationships with them. You want them to see you as a great resource in whatever capacity they are paying you or your company. That is your value to them. This comes from creating those trusting and meaningful relationships.

If your customers are inside your company, it’s super important to create great working relationships with them as well. Being in recruiting I have internal customers (hiring managers) and external customers (candidates).

Outside Of Work

Mentors

You can have mentors both inside and outside of work. Best case scenario is to have mentors at both.

I like to stay in touch with my favorite bosses of all time. I continue to get advice and direction from them from time to time. They are from previous jobs so they are really outside of my day to day work.

I also have several mentors who do similar work to what I do, but are more senior and therefore more experienced and have some great wisdom. It takes work to maintain these relationships but it is well worth it.

Key Industry Folks

I work in recruiting. There are people at other companies who oversee huge recruiting machines. I like to have strong relationships with some of these folks that I get along well with. That way we are able to offer up advice to each other from time to time. If I am facing a new challenge, I can pick up the phone and call for some input.

There are also some people I’ve developed relationships with over the years who have expertise in a specific area. They are awesome when I need some advice in their area of expertise. Conversely, I can help them from time to time with my expertise.

Vendor Partners

Not all of us work with vendors in our day to day job responsibilities. If you do, it’s well worth building strong relationships with your most important vendor partners.

Not all vendors are great. The ones that are truly invested in helping your company succeed are worth the time to create meaningful relationships with.

In one fashion or another, we are all a vendor to someone. We all have customers. Recognize who helps you succeed with your customers and treat them accordingly.

The Art of Building Relationships

Building relationships is part science and part art. To be an effective relationship builder, you’ve got to genuinely be interested in others. Here are some strategies that can help you build relationships to help you in your career.

We’ve looked at the key groups of people that you should build relationships with. Now let’s take a look at some specific relationship building strategies and ideas.

1. Be Appreciative

One of the foundations of building relationships is being appreciative of everyone you partner with at work. This includes your clients, your boss or bosses, and your fellow coworkers.

Take the time to say thank and be genuinely appreciative of what they have done for you. It might be in the form of incoming revenue from a client, or could be the tips and guidance your boss provides to you. It might be the report or presentation your fellow associate helped you with that helped you land the new client.

Always be appreciative of how others interact with and help you during the course of business.

2. Spend Your Time Wisely

It’s not uncommon for me to try to run in too many differing directions. When I do this, I am not very effective at any of them. When I focus on the most important items, I am much more effective.

This is suggested with relationships as well. Identify the most meaningful relationships you should create and maintain for both your career and others.

Remember, this isn’t a one-sided deal. You have to be a person that someone wants to invest time in to create a solid relationship. Speaking of which…

3. Give as Much as You Get

This is really true in all relationships and it certainly applies here. You have to be able to provide equal value in the relationship.

Maybe you’re a mentor to someone. To your boss, you provide a great work product and that’s some very good value for your boss. You provide insight and value to your clients and customers — whether they are internal or external.

Make sure you take the time and spend the energy to give as much as you get, if not more.

4. Be Social

Work relationships don’t just get created and developed at work. Many times, this happens outside of the building you work in. It can happen over lunch, coffee, and adult beverage, at the gym, and many other places.

Take the time to invite key folks you want to build relationships to lunch or coffee or whatever works. You don’t always have to talk about work topics. Some of the best working relationships get the foundation built outside of the office without talking about work stuff at all.

5. Get out of Your Comfort Zone

It’s one thing to ask a coworker to lunch to start building a relationship. It’s quite another to pick up the phone and call someone you’ve never met because you think they could be a key relationship.

Force yourself to get out of your comfort zone and develop some relationships with people you don’t know.

I have reached out to quite a few people that recruit for the same kind of people in the same industry as me but work at competitors. Unsurprisingly, most of them have ignored me. With several that haven’t ignored me, we’ve built meaningful, referral type relationships.

6. Help Others Succeed

There is probably no better way at building relationships you need to succeed in your career than helping others succeed. This one thing is so powerful it will win you instant relationships. Think about the last time someone you worked with went out of their way to help you in a critical work moment.

I’ve recently joined a new company. I am working on recruiting someone who I believe will be a huge success at the company I am now at. The person that runs the Western half of the US offered to help me. His exact email words were “Let me know if there is anything I can do. I’m more than happy to do what I can to help land this individual”. You can bet he made an instant fan in me.

Conclusion

The ability to build relationships has the power to help you incredibly in your career. There is no one magic technique that creates these partnerships but rather a variety of methods and approaches.

Through the course of this article, we’ve looked at the art of building relationship you need to succeed in your career. Take what works for you and apply it liberally to give your career a significant lift.

Remember, the success you achieve in your career is entirely up to you. When you put the time and energy into building strong work related relationships, you give yourself a huge career boost.

More Resources Related to Work Communication

Featured photo credit: rawpixel via unsplash.com


This article was first published at Lifehack


12 Tactics to Negotiate Better and Not Be a Pushover


By Jennifer R. Farmer


It has been said that you do not get what you deserve, you get what you negotiate for. I have seen this play out time and time again – in my own life and in the lives of others. Chances are, you have too. Have you ever been in an employment situation where you were hired and thought you had an okay deal only to realize a colleague received a great deal?

Regardless of how skilled you are, chances are you can benefit from tips that position you to be a better negotiator. For example, if you are in talks to purchase a home and are wrangling among a seller, the seller’s agent and your own agent, you could benefit from tools to help you remain calm under pressure and assert your wishes.

If you are preparing to negotiate for a new position or promotion, and are questioning whether you are asking for too little, too much or just enough, here are at least 12 points on how to negotiate better so you can keep in mind prior to heading into negotiations.

1. Understand That Negotiations Are Inherently Stressful, and That’s Ok

Walking into a negotiation is not like walking into an informal lunch with a friend. Negotiations are inherently stressful, and you should let yourself off the hook for feeling anxious about these adrenaline-pumping discussions.

Minda Harts, the founder of The Memo, shared,

“Negotiations are a high-stakes game because everything is on the line. It is natural to feel anxiety. Whether you are negotiating pay, equity or whatever, it is important to prepare for high-stakes conversations. You can do this by conducting research, role-playing and getting clear on your worth.”

2. Know Your Worth

Before you ever sit down at a bargaining or negotiating table, you should have a clear sense of your worth. Understand what you do better than others and understand how your work will improve the organization or company to which you belong or are seeking to join.

At the most fundamental level, you should have a good sense of how your skills will add value to the company. When you have a sense of your worth, you have a starting point or frame of reference in negotiations. You will also be better prepared to answer the “what’s your salary requirement?” question.

Harts agreed,

“If you go into a negotiation not knowing your worth, you’ll look to others to define your worth and they may not value your contribution appropriately. Understanding your skills and expertise, and knowing your worth allows you to position yourself from a place or power.”

3. Understand Your Emotion and the Emotions of Others

In the workplace, women have been conditioned to hide or abandon emotion. Men and women alike are told emotion has no place in negotiations. This isn’t entirely true. It doesn’t serve us well to avoid or discard emotion.

We should understand our emotions as well as the emotions of others. When you understand your emotions and work to be emotionally intelligent, you anticipate what others are feeling and respond accordingly.

When you consciously try to understand the emotions of others, you allow that insight to assist you, enabling you to pivot and adjust during the actual negotiation. Failing to understand emotions may mean you are unable to develop creative approaches for unanticipated challenges.

Researchers Kimberlyn Leary, Julianna Pillemer and Michael Wheeler observed in a 2013 Harvard Business Review article:[1]

“The truth is that your passions matter in real-life deal making and dispute resolution. You need to understand, channel, and learn from your emotions in order to adapt to the situation at hand and engage others successfully. That means you need to be emotionally prepared to negotiate—even when you expect the process to go smoothly.”

4. Conduct Tons of Research
You cannot begin to know what is fair and what is appropriate without research.

If you are negotiating for a new position or promotion, you’ll want to know your predecessor’s benefits package. You’ll want to try to determine what the last person who interviewed and perhaps was offered the position received. You will want to review a company’s 990 to determine what its highest earners make and what those people do. You will want to know what the market offers for positions like the one to which you are applying and what you can be replaced for.

If you are negotiating for a new home, you will want to know what the home appraises for, whether there are liens against the property, what upgrades the seller has made to the home and what other homes on the block have sold for. You will also want to know whether there have been foreclosures in the area so you will know how those foreclosures impact your property value.

If you are in labor negotiations, there is a whole set of other information (such as profits, information from 990s, public complaints, long-term goals, etc.) you need to know before you can begin to know what is fair and acceptable for both the company and the union.

The bottom line is that walking into a negotiation without information is a recipe for disaster and dissatisfaction.

5. Understand What Motivates the Other Party

For some people, status matters. For others, money and resources matter. For others still, autonomy and flexibility are motivators.

Regardless of which side of the negotiating table you sit on, you need to understand what motivates the people with whom you are negotiating. You cannot assess what you will need to give or make appropriate offers without an understanding of key motivators.

6. Don’t Wait for Perfection

One of the things I loved about Katty Kay and Claire Shipman’s The Confidence Code was their take on the dangers of perfection. They assert that often women wait for perfection before submitting projects or asking for a raise or promotion. They point out that we underestimate our own work.

I see this in my own career, and I imagine it rings true for others as well. The key takeaway for me from their book was that perfection isn’t insurance for progress. You don’t have to be perfect to begin negotiations over what you want.

If you wait for perfection, you may never seek out that raise, promotion or reassignment.

7. Say If Afraid

If you are someone who shuns conflict and the very thought of negotiating unnerves you, you should know that you can negotiate while afraid.

You do not have to be courageous to negotiate. You can ask for what you want, even when it scares you.

I remember desperately wanting a pay increase but was too afraid to ask for it. I was fearful I would introduce the topic at the wrong time; I was fearful my boss would scoff when I made my request; and most importantly, I was afraid she would say no.

My boss was an incredibly busy lawyer, and I knew every moment of her time was valuable. However, I knew that my silence and unwillingness to ask for what I wanted would gnaw at me.

I resolved that I was just going to ask and blurted out my request during a check-in. She said no. I thought about my presentation and realized that I should have made my request in a more formal manner. I should have put it in writing and outlined my contributions. I didn’t anticipate that even an informal request could get me closer to what I wanted.

A couple of months later, my boss told me that she hadn’t forgotten my request, and when it was time for the annual cost of living increase, I received that as well as a small bump. She did exactly as she promised.

Going forward, I will be better prepared, but the lesson for me was to ask, even when fearful.

8. Be Willing to Walk Away

Every opportunity is not for you. Regardless of how much you want that position, home or promotion, be willing to walk away if you do not receive a deal that makes sense for you.

Do not allow yourself to get desperate and accept a position that you will come to view unfavorably in the future. Have enough confidence in yourself and in your abilities to leave the table completely.

When your sparring or negotiating partner realizes that you are willing to walk away completely, he or she may negotiate in better faith.

9. Shun Secrecy

I am a proponent of being discreet, but discreetness can be the enemy when it comes to negotiations.

To negotiate the best deal, you may need to shun secrecy. You will need to ask others what they earn or whether the offer you received makes sense for your years of experience, for the area of the country where you live or the position to which you are applying.

If possible, find out whether the company offered the position to others and on what terms. I was negotiating for a position and was comfortable accepting $85,000, and then a friend told me the company offered the position to a man with similar credentials and experience for $100,000. With the assistance of a friend, I was able to get $99,840.

This example illustrates why it is important to speak with trusted colleagues and mentors about offers and solicit their input on whether you are getting the best deal.

10. Look for the Win-Win

Negotiations are not one side takes all, so try not to fall into the “winners” and “losers” trap. It is possible to negotiate in a way where there are no losers but everyone wins.

The best way to ensure a win-win situation is having tons of research, understanding what motivates the other party and being willing to show and discern emotion.

Another strategy for identifying the win-win is listening carefully during negotiations to discern what is of interest to the other party. People will tell you what they want – the question is whether you are listening.

If you are in tune with the person with whom you are negotiating, you will be better equipped to identify what he or she needs to feel satisfied and give it to that individual.

11. Refuse to Fill the Pregnant Pause

In my line of public relations work, I train colleagues and clients to resist the urge to fill the pregnant pause during media interviews. One tactic that some reporters use is silence during different stages of the interview, hoping the interviewee will keep talking. But with an abundance of words comes an abundance of opportunity for error.

The same is true in negotiations. Once you state your salary and compensation package requirements, be quiet. If the person you are speaking with gets silent, you remain silent with him or her. Do not fill the pregnant pause by lowering your requirements or awkwardly adding chatter because you are uncomfortable with silence. Refuse to fill the pregnant pause.

12. Be Honest

When you are negotiating for a new position, be clear with yourself about what you need. Be honest with yourself so that you can be honest with others.

If the offer represents 70 percent of what you want, do not discard the 30 percent that you are not receiving. If you are honest, you can make an informed decision about whether the position is indeed in your best interest or whether you should open yourself up for other opportunities.

If you can be mindful of these points and utilize these tactics, I am confident you will negotiate in a manner that gets you and the other party what you both truly need. You can negotiate like a pro and get the life that you deserve.

More Resources About Workplace Communication


Featured photo credit: rawpixel via unsplash.com


Reference
[1] ^ Harvard Business Review: Negotiating with Emotion


This article was first published at Lifehack


10 Ways to Build Positive Work Relationships and Work as a Team


By Ankit Garg


Behind the corporate veil, the actual members who work towards achieving the company goals are the ultimate assets.

It is very important for every team member to maintain focused goals on a professional front, at their individual level and at the organizational level. With even the slightest discord between two employees, the entire team might suffer and have to adjust with the downsize in organizational success that they realize ultimately.

As humans, each and every employee is bound to have different opinion and feel inclined to meet their personal goals, just as much as they meet the goals of their company. Hence, it is essential that work relationships among different employees are friendly and cordial. This will help the fellow team members to work together as an efficient team. The ultimate outcome of which will be a capable work force, poised to gather the gains of organizational success.

Let us take a look at some of the ways to build positive work relationships and help employees work together as a team:

1. Respect Your Peer’s Time

No matter which specific domain you work in or in which your organization deals in, each arena entails performance of various jobs by the employees. Within this organization, there are a set of cumulative jobs which ought to be performed at a specific pace, and within a set period of time.

Sometimes, there might also be a sequence to the performance of actions and processes, so that the next process in the sequence can be performed. Some procedures are dependent upon the performance of an action by a certain member of the team, so that the other members can carry out the subsequent steps in the sequence. The ultimate target with this planning is that the work must be completed on time and there should be no delay in meeting the deadlines which have been set for the purpose.

Thus, in situations where you are placed in a role where other people are affected by your actions or performance, it is essential that you respect their time and effort, and ensure that the ball is not pent up in your court.

At the same time, remember that you should make yourself available for other people, should they require your help. Ultimately, your aim must be focused at ensuring that work is not pending and you get it done like experts doing the work.

2. Ensure that You Are Cautious With Social Media

With the ongoing trend in the digital space, it is easy to feel compelled and drawn towards the idea of connecting with your peers and colleagues on the social media. Although there is not much harm in the practice, it is essential to observe caution while making these connections.

The simple reason behind this is that one wrong move can dampen your reputation or else, cause your peers to gather an incorrect impression about you.

It makes sense to ensure what the social media policy of your organization is before treading on this path. If such policies restrict the association of fellow employees, then you must respect them.

3. Communication is the Key

Communication is essentially one of the most vital keys which impact how your relationships with peers and other employees are. The role of effective communication cannot be stressed enough. It is vital in attaining the goals of working together in an organization and carrying out the jobs which will help in attaining success.

However, there is a very big danger with communication. As part of the human nature, it is easy to assume that the person ahead of us has understood what we intend to say. This might not be true at all times.

Therefore, taking feedback is important. This will help you understand if your message has been understood in the intended manner. If the message has not reached the intended party as expected, corrective actions can be taken at the same time.

Poor communication has the disadvantage of adding stress and distrust among fellow employees. It can sometimes causes crucial message failed to be delivered, leading to organizational turbulence, after which the blame game is hard to end.

In order to avoid the confusion and misunderstanding, communicate through a formal chain of command and follow formal mode of communication. Thus, communicating through mails or any other formal channel of communication would be the appropriate way to communicate in order to keep everything on record. This will help in referring to the communications later, should any dispute arise.

4. Feedback is Important

As important as it is to take feedback from other people, it is also important to give your feedback. It is not just you who needs feedback but also your peers, in order to understand how well they are performing.

Your feedback will help other people progress in their work as much as it will help you progress in yours. Giving constructive feedback to your fellow peers at the right time and in the right state will help them advance, and ultimately lead to the success of the organization.

Your co-workers are bound to value your opinion and regard you in a positive light, if you provide them with the feedback that you require from them.

5. Make Use of Common Day Courtesies

Greeting a co-worker may sound like something so ordinary that you might wonder how it ended up on this list. However, as long as we are talking about ways to build a positive work environment, this one cannot be ignored.

You maybe surprised by bidding your co-workers simple common day courtesies! Being humble never hurt anyone, even if you do not exactly receive something in return.

Moreover, you must maintain eye contact with your fellow peers if you wish to gain their trust. This will provide the necessary infrastructure to build a capable team.

6. Get Into the Habit of Helping Yourself

While at work, accept that you are never going to receive the pampered behaviour which you do at home. No one at your workplace wakes up in the morning and makes themselves available at the to hear you rant or constantly answer your questions. However, you might come up with situations nevertheless, which require you to ask for help or advice.

In this scenario, try to gather some information about your question, say, from the manuals which you receive upon joining, or from the web and equip yourself with some concrete information about the question which you may be ready to ask from someone else.

At least when you approach someone with your doubts, along with the information gathered you’ve gathered, they will appreciate you for having made the effort to find out the answer.

This will make them feel important as well, answering your questions and helping you achieve your goals or tasks.

7. Treat Everyone as Equals

As a member of your team, it is not your job to point out who is better and who is not. Organizational politics can be a deadly game to play and as long as you are not a pro player, it is always risky to put yourself in a situation that will tarnish your image.

Gossiping is a strict no and spreading rumours is something you must avoid at all costs. Behave in a humble manner and even if someone tries to pull you into a conversation, avoid it in a respectful manner. Do everything you can to pull yourself out of that situation.

While talking behind people’s backs may sound like a refreshing fun activity initially, it will definitely come to bite you behind the back in the future.

Also, it will be wise to remember that no one in the organization is permanent. People change and so can their designation. It will be better for you to keep your personal views about someone in your head.

As long as you maintain the idea of treating everyone as equal, you will find yourself amidst a positive working environment at all times.

8. Acknowledge Your Mistakes
Mistakes happen and one of the more noteworthy facts about mistakes is that they can be made by anyone. The wisest thing you can do is to admit mistakes you’ve made.

Playing the blame game will not only tarnish the name of your peers but also your own. It is always good to avoid getting into a tiff with others. Admit your mistakes and think of remedies or solutions to fix it. For a positive working relationship with your peers, you will need to adopt this quality.

9. Learn to Take on Responsibilities

Passing on your work load might be required when you are overburdened with work. However, when entrusted with a job, you should try to accept it as your responsibility and avoid putting it off to someone else.

Putting off work all the time will only end up creating a block between you and your peers, while they may start avoiding communicating with you at all. When you work in a team, your duty is to cooperate and build a positive working relationship with your teammates.

10. Engage in a Follow-up Routine

As a part of a team, it is necessary to express the fact that you care about your team members and you are also poised to achieve the targets set by your team.

Whenever you get the chance, do not hold back from asking your co-workers about your work performance and whether they think there’s anything you should improve.

Be prepared to be available to change and improve. This will go a long way in presenting yourself as a responsible and willing to learn employee.

The Bottom Line

These are just some of the ways in which fellow team members can build positive work relationships among themselves and work towards taking the organization to new heights. This attitude is best to achieve overall success for the organization and create an environment of trust and honesty among the employees.

Featured photo credit: Mimi Thian via unsplash.com


This article was first published at Lifehack


11 Tips on How to Resolve (Almost) Any Conflict in the Workplace


By Margaret Olatunbosun


It takes a lot to lead people who have the same desire, dream, and vision. It is even more challenging to lead transformation and change in people who are deeply entrenched in tradition and have a rigid way of thinking. As a result, it is not uncommon for conflict to arise in the marketplace due to a difference in opinion and communication styles.

However, not all conflicts in the workplace are bad.

Healthy conflicts are good. An absence of conflict is an indication that critical thinking and a quest to question existing processes is missing in the organization. It is a huge red flag that suggests every thought or behavior is heavily moderated by someone or some people who hate criticism of any kind.

But what happens when things go awry and no one is listening at all? How do you get back on track, strengthen weakened relationships, and resolve conflicts before they become catastrophic to the entire organization?

Here are 11 tips on how to resolve almost any conflict in the workplace:

1. Identify an Outcome for the Resolution

The very first thing you need to determine as you head into a conflict resolution meeting is what you want to achieve.

Unlike most relationships, not all conflict resolutions in the workplace end with hugs, handshakes, and selfies. With that said, your approach to conflict is going differ depending on the outcome you want to achieve and/or your personality type.

There are different types of approaches to conflict resolution. They are:

  • Collaborative: In the collaborative approach, both parties aren’t burning bridges or trying to drive the other to ruin. Instead, they mutually work together to discover best practices and solutions to problems they experience.
  • Avoidance: This is very self-explanatory. With this approach, you ignore whispers, grunts, comments, and anything deemed offensive. Although the avoidance approach is not advised, it’s best used when stakes are very low and the relationships between both parties isn’t going to deteriorate.
  • Accommodation: With this approach, you’re considering the other party’s needs as more important than yours at the moment, and are willing to let them “win” in order to arrive to a peaceful solution. As this approach suggests, there is yielding from one party in the attempt to please the other.
  • Compromise: Compromise means each side gets to make mutual concessions and are willing to work together to come up with mutually pleasing outcome to both sides. With this approach, there is no loser as individuals or corporations strive for a balance with their demands.

So, the results of your resolution really depends on the degree of conflict, the type of conflict, and the outcome you want.

A disagreement between a company’s employees who belong to a union and the company’s management will take on a different approach from an interpersonal conflict between two employees in the same department. The stakes and outcomes are different which means there might be a combination of 2 or more styles of approaches to conflict.

2. Set Some Rules

The old adage that says it takes years to build relationships but few moments to ruin them is true. As a result, there are rules for how to approach conflict resolution. It doesn’t matter how minor the conflict is, you need to set some rules for how to approach resolution.

Rules are not meant to be constraints; rather, they help you operate within the boundaries of strengths which often lead to favorable outcomes. When managing conflict among co-workers, it helps to have a set of standards that everyone adheres to.

It’s not just this; rules provide a sense of security and and an assurance of fairness, something that is very much a contradiction to conflict in the first place.

Examples of such rules (depending on the degree of conflict) include: asking employees to temporarily step away from their positions, restricting authority granted to employees, or subjecting all parties involved to a formal, linear process towards resolution.

3. Invest in Your Communication and Listening Skills

Conflict resolution depends on your ability to not only hear what’s been said but also to decipher the nuances of words, body language, ‘sighs,’ and even silence. Add in several variables like religion, cultural background, ethnicity, gender, and economic differences and you have a complex case of epic misunderstandings.

This means that what an employee born in the United States finds assertive might be totally inappropriate for someone who was born and raised in a different country

Your excellent communication and listening skills will enable you to step away from the societal norms, break away from patterns that pigeonhole your decision-making skills, and open you up to different perspectives so that you can identify cues for repairing strained relationships.

4. Hold Face-To-Face Meetings

Whenever you can, always aim for a face-to-face meeting. It is challenging to convey emotions in emails because the effect of nonverbal communication is lost behind computer screens and mobile phones.

When it comes to resolving conflict, we don’t just speak and hope for the best to happen because we intend them that way. We engage all aspects of nonverbal communication. Things like tone, vocal range, micro expressions, and body language can communicate more than a simple “I apologize” in the body of an email.

5. Avoid Personal Attacks

While there could be intense emotional response to not being heard, it is important that personal attacks be discouraged and refrained from during the process of conflict resolution. Rather than result to ad hominem attacks, you should adopt a better way to communicate your feelings.

Examples of how to do this includes emphasizing the use of I-messages. With I-messages, you’re taking control of the dialogue and how the behavior made you feel. So, instead of saying “You are so rude!” when addressing conflict, a better way to communicate your displeasure without diminishing how you feel would be “I feel disrespected when you chew your gum loudly while I’m teaching in class.”

I-messages not only caters to your emotional needs, it encourages you to take responsibility by acknowledging how your actions could have contributed to the breakdown in the relationship.

6. Avoid Assigning Blame

Similar to the point above, assigning blame or taking sides is one sure way to dissolve a relationship faster than repairing one. It is human to find fault in something or someone other than ourselves. However, the goal of conflict resolution is to reduce the likelihood of shouting matches of who’s to blame and this starts by taking responsibility.

In an article by Make a dent Leadership, two types of stories in any conflict are identified:[1]

One is the story we tell ourselves to justify what’s happening, and the second story is one you tell yourself about others.

These stories can either put you under a blameless spotlight or label others in a negative light. But for conflict resolution to take place, assigning blame is not an option.

7. Hire an External Mediator

Sometimes conflict is so intense that both parties can’t seem to find a middle ground. That’s okay. In this case, it is worth it to hire an external mediator. A mediator is someone who is trained in the areas of conflict management, negotiation, and is a skilled facilitator for many cases.

According to the American Bar Association, a mediator is often needed when settlements are at a stall.[2] Not only is a mediator often required by the court sometimes, it is also less expensive and doesn’t involve a drawn-out process a normal trial would.

8. Find Common Ground

Finding common ground means searching for ideas, interests, and beliefs that are shared between opposing parties and using this to open the lines of communication for further negotiation.

This sounds easy but is actually quite challenging to put to practice. If it were this easy, there would be no reports of conflict between people, corporations, and nations.

However, when everything else fails, finding common ground can be the very thing that brings opposing parties back to the table to negotiate a mutually beneficial solution.

9. Stick to the Facts

It’s easy to fall into the trap of digging up events that happened days, months, or years ago in an attempt to shift blame to a different party. But this only makes things worse.

No matter how tempting it is to emphasize how emotionally hurt a behavior made your feel, the goal of conflict resolution is to focus on the facts instead of the interpretation of it.

For instance, if somone stepped on your toes while she was on her way to her cubicle, it should be stated as “Sarah stepped on my toes” not “Sarah tried to get be angry this morning.” This anger is an emotional response, an emotion you control, not Sarah.

10. Identify Barriers Preventing

Change from Happening
According to HR Daily Advisor, identifying barriers to change helps you define what can be changed, what can’t, and how you can get around these roadblocks.[3] Organizations can hire the best mediators or personal development experts but until they recognize and address the barriers preventing change, all efforts to settle differences will fail.

Just like you can’t treat or administer medications without having a medical diagnosis, you can’t begin to change processes and ideas without unraveling why there is friction between both parties.

11. Initiate a Conflict Management Policy

Not every conflict should degenerate into a full-blown newsworthy affair. But in order to maintain an atmosphere of respect and mutual understanding in the workplace, there needs to be a documentation of acceptable behavior and steps to take should interpersonal conflict get out of hand.

These predictions of behaviors or expectations are usually contained in documents also known as policies or employee handbooks.

A conflict management policy is a lighthouse that helps you navigate disagreement of varying levels and stakes, and an organization should never be left without one.

The Bottom Line

It is perfectly normal to experience conflict. Healthy conflict inspires growth and innovation while drawing out the gifts inside of you. The key is to recognize the shift from health to unhealthy and begin the steps to restore a balance to existing relationships.

Featured photo credit: rawpixel via unsplash.com

Reference
[1] ^ Makeadent: The Five Most Common Types of Conflict In The Workplace
[2] ^ American Bar Association: Winning at Mediation
[3] ^ HR Daily Advisor. 6 Steps to Conflict Resolution in the Workplace


This article was first published at Lifehack


How to Work with Different Communication Styles in the Office


By Mat Apodaca


We all have our own unique way of communicating with each other. This is true in our personal lives as well as at work.

We all have run into people at both work and play that we just don’t seem to get. Not only do we not hit it off with them, we honestly have a hard time understanding the point they are making. It can be very frustrating interacting with someone when it seems like we are miles apart in the understanding department.

On the flip side, it’s awesome when we hit it off with people that just seem to “get us”. The conversation flows and there is an immediate sense of connection. There’s a reason for that.

In this article, we will look at 4 different communication styles. While we will focus on how to understand and work with different communication styles at the office, this can hold true in our personal lives as well. It will benefit you greatly at work to be cognizant of these different communication styles.

Once you are familiar with them, you will find it easier to navigate communicating with different communication styles at the office.

Let’s look at four primary communication styles at work.

TABLE OF CONTENTS

1. 4 Communication Styles
1. Functional
2. Analytical
3. Personal
4. Intuitive

2. How To Work With Different Communication Styles
3.Conclusion

4 Communication Styles

There are certainly more than 4 communication styles. We all have our own unique way of communicating.

Most people tend to have components of the communication that will place them more towards one of these 4 styles. It’s worth noting that very few of us fit exactly into one of these communication styles. We do have a stronger tendency and show attributes towards one or two.

Let’s take a look at the four primary communication styles. You will see characteristics in yourself that have similarities to one or more of these.

It also helps provide you with some insight into others communication style. This will allow you to be more aware of how we talk, interact, and communicate with each other and help you be a more effective communicator.

1. Functional

A functional communicator is someone who likes to get deep into the details. Someone who likes to understand how everything works.

They tend to be methodical, process driven and very detail oriented. He or she likes to work with timelines and milestones.

Think of a functional communicator like a detail oriented project manager. They like to see the whole picture as well as the details that make it all happen.

A functional communicator likes to ensure they have a full understanding of projects before they kick things off and get started.

Functional communicators rarely make big mistakes because they focus on the many details. People like working with functional communicators because they work on a granular level and uncover possible mistakes that can be made.

Jumping right into something and “winging it” makes a functional communicator very uncomfortable. They can tend to be long winded and over detailed so when presenting to others don’t be surprised to see numerous glassy eyes in the audience.

2. Analytical

Analytical communicators have similarities to functional communicators. They tend to be less emotional. They like hard numbers and are data driven.

An analytical communicator likes direct conversation and does not do well with ambiguity or shades of gray. They tend to be good at making fair, fact based decisions without the emotional baggage attached to it. They sometimes come off as cold and emotionless.

Analytical communicators have little patience for emotional words and feelings when communicating. When you tell them sales are down, they want to know how much, as in a specific percentage.

One of their really great assets is that they are able to look at issues logically and analytically. On the downside, other people sometimes think of them as detached and robotic.

3. Personal

People with a personal communication style value emotional language and connection. They find a lot of value in not just what someone is saying and what they are thinking but also how they are feeling.

Being good listeners and a tendency to being diplomatic are trademarks of the personal communicator. A personal communication style can help smooth over conflicts and are very interested in the health of relationships.

Personal communicators really value connection and use that as a way to discovering how someone is truly thinking and feeling.

A huge upside to a personal communicator is that their style of communication tends to build deep personal relationship with others. They can be the glue that keeps things together.

On the downside, personal communicators can be viewed as too “touch feely” or “warm and fuzzy” by analytical communicators. I have a lot of traits of a personal communicator.

4. Intuitive

People with an intuitive communication style like to see the big picture. They don’t like getting bogged down in the weeds or too many details.

When communicating, many times they will get right to the point without any fluff. They don’t have to hear the whole story or chain of events to get to the end result, just skip right to the good stuff.

As you might imagine the upside to an intuitive communicator is that, they are direct. No nonsense and extra information needed, just right to the end game.

The not as great side to being an intuitive communicator is they usually lack patience. When dealing with other communication styles, they lose interest and focus fast. They aren’t big fans of all the details or the step by step process that led something from point A to point B.

Again, they are great at looking at the big picture and being direct in communication. They aren’t so great in the details pieces of communication which can be an issue.

How To Work With Different Communication Styles

Now that we’ve taken a look at the 4 primary communication styles, let’s take a look at how to work with each style at the office.

In this section, you will learn the best way to interact and communicate with each style. As a reminder, understanding different communication styles will help you work and communicate better at work.

How to Work with a Functional Communicator

When you work with a functional communicator here are some key points to keep in mind.

The whole picture

Remember, functional communicators like to see the details in relation to the whole picture. Therefore, it’s a good idea to show them the complete plans of what you are speaking to them about.

Same thing goes in a written communication. They like to take the time to review the entire process and details. It’s important to them to understand their role and responsibilities in the project.

Provide feedback

Functional communicators enjoy hearing feedback throughout the journey. Provide them with your input on how they are doing. They are typically open to feedback from their peers.

Questions

They will tend to ask a lot of questions. Again, this comes from wanting to understand the entire scope of the project before they get going.

Allow them to ask as many questions as they need. A functional communicator will work best with a boss or manager that allows them to ask a lot of of questions AND will provide real feedback.

This is of major importance to remember when working with a functional communicator at the office.

How to Work with an Analytical Communicator

Bring the numbers

As a reminder, analytical communicators like numbers and hard facts. When you interact with an analytical communicator, be ready to back up your story with facts and figures.

Data means everything to this communication style so the more you bring, the better off things will go.

Be logical Spock

Just like Spock was always spouting about how things were or weren’t logical, so is the analytical communicator. They live in the logical world and don’t have high regard for emotions.

When they are ready to make a decision, it is almost always based on the numbers, not on how they feel about it.

Cut the chit chat

Analytical communicators aren’t great conversationalists. They don’t like stories that make a point.

When you interact with this communication style, get to the point with your data and facts and figures. Don’t waste your breath on small talk. At least don’t spend much time on the small talk and chit chat.

How to Work with a Personal Communicator

Open up

Remember that personal communicators focus first and foremost on relationships. They like to understand what someone is feeling as well as thinking.

Be willing to share with them how you feel about a subject. It doesn’t have to be anything too personal but more about if you are feeling good or not about how a project is going. That’s what is important to them.

Personally, I respond very well when someone opens up to me about how they are feeling about something. In my opinion, it develops a sense of trust.

Be live

Personal communicators respond better to conversation in real life as opposed to over email or the phone.

Whenever possible, talk to them in person. They thrive on the in person experience and don’t always respond well to emails.

Don’t sweat the data

Personal communicators don’t respond as well to data and metrics and numbers nearly as much as emotion and connections.

Unlike analytical and functional communicators who love and thrive on data, it doesn’t do much for the personal communicator.

Don’t worry too much about providing detailed numbers to back up your point. I enjoy data to a point but can’t spend too much time analyzing a spreadsheet.

How to Work with an Intuitive Communicator

Short and sweet

Since intuitive communicators like to understand the big picture without the details, it’s best to keep conversations short and sweet.

Don’t worry about bringing lots of details and instructions. Keep the conversation on point.

Feel free to provide a quick overview of the steps of the process or the big picture overview but don’t get into the weeds. An intuitive communicator will lose patience and interest fast.

Provide visuals

As intuitive communicators like to see the whole picture, having a visual or two is great when interacting with them.

Don’t be surprised if they whip out a pen and paper, and begin sketching the idea you are talking about. Being able to see it and not just speak it goes a long way with an intuitive communicator.

Allow ideas

They love being able to see and understand the big picture. If you are managing an intuitive communicator, allow them the space to share their ideas.

Let them talk to you about their ideas, and provide them with an outlet for sharing the big picture ideas they bring to the table. This can be a real asset if you allow it and conversely a point of contention if you don’t.

Conclusion

We’ve taken a look at 4 major communication styles that many of us see in the office. Now that you have a good understanding of the communication styles, take a look at yourself and see what your communication style is.

Do any of these seem like you?

Like most of us, you probably visualize yourself as primarily being like one of the 4 styles with some traits of one or two of the others.

It’s important to keep these communication styles in mind when working with others. Once you understand and work with different communication styles in the office, you’ll be able to communicate more effectively. And communicating more effectively with others at the office will pay rich dividends in your career.

Featured photo credit: Avatar of user rawpixel rawpixel @rawpixel rawpixel via unsplash.com


This article was first published at Lifehack