Archiv der Kategorie: Management

Here you find topics like planning, organization and leadership.

Negotiation is mutual enrichment

A negotiation is the interest-driven tug-of-war to attain an agreement. This may be purchasing hardware, agreeing a service or other reconciled interests. The assumed relationship between the negotiators has a great influence on the negotiation. If an applicant is in a job interview, the question, who offers what, is crucial to the relative negotiating position. In the case of cheap labor, the applicant is in a lost position, because the next one is already waiting for this chance. Rare specialists are more likely courted and thus are in a better position. These black-and-white situations are rather easy to cope with. It becomes difficult, if a conversation partner devotes himself to the illusion of holding all the trumps in his hand and gambles without measure. A few prerequisites have to be created in order to have negotiations on a level playing field with reciprocal satisfaction. Then mutual enrichment is reachable.

In real negotiations both parties have to offer something and the outcome is open. Only when this starting point applies to both, it is worthwhile to invest time into the negotiations.

  • Sufficient information
    Even if it sounds banal, the availability of the relevant information is crucial. This does not only mean that you get the desired information, but also that you have the obligation to provide relevant information. This information does not consist only of length, width, weight, quality, or price, but also includes the expectations of the contracting parties, which are often hidden behind the object of negotiation. This does not mean, however, that all cards are put on the table from the beginning. It is more important to give at any time a satisfactory answer to the questions of the opposing party. The difference between tactics and the state of not knowing results from one’s own preparation, which has to be done in advance. It is an important expression of mutual appreciation. The parties continuously receive that way a better insight. This allows both sides to approach each other.
  • Ensure feasibility
    The negotiating items are often not specific enough that one would be able to compare one alternative with the other. The effort involved in a project is determined by the difficulty, the components, the quality, and it often depends on the cooperation of the customer. The description of these framework conditions is never accurate enough that one could derive exact estimates from it. The first and most important step is that the negotiation object, what the customer expects, is feasible. The client is usually represented by several people, who might have very different ideas. In the interest of feasible outcomes, sufficient information about all requirements and the offer is crucial. The feasibility is the easier to recognize, the clearer the assignment is for both parties. On this basis, it an agreement materializes, or not.
  • Live and let live
    The real contractual object is the price. Actually it is not necessary to point out that the buyer wants to achieve as much as possible for as little as possible, as well as the seller fights for as little as possible for as much as possible. Nevertheless, there are always negotiating partners who think that this issue is unknown to the other side. It is smarter to choose a more understanding approach. Striving for a good price and a suitable offer is legitimate. One’s attitude determines the acceptability for the other in the negotiation. It is not an advantage to bamboozle the contract partner. In the worst case, it hurts him so much that he is no longer available – which becomes one’s own disadvantage. That’s why: Live and let live.
  • Closing
    Negotiations have a clear goal – achieving a closing. Considering the expenses that both parties put into the needs-oriented preparation, it is inconvenient for both, if the closing does not materialize. However, to make a conclusion, the key is the magic word “compromise”. Everybody has to approximate the respective situation and each other’s expectations. This leads to the adaption of some requirements – e.g. a price limit, a desired range of services, an overstated claim to the result quality, and cheeky excessiveness. In order to nip later dissatisfaction in the bud, it is absolutely necessary to bring the facts into a form which adequately outlines the requirements and deliverables. The final contract is the framework for the delivery of the service. Potential changes should be documented later on, to avoid unnecessary frustrations.

Bottom line: Many people have already talked about the prerequisites for negotiations. In any case, it is crucial to provide sufficient information, to focus on feasible areas, to ensure your own life and the life of the other side, and, above all, to eventually reach a printable conclusion. Now nothing remains to reach a mutual enrichment.

Agile players – people with special qualities

The roles within the scope of agility are Product owner, Scrum master and Development team. The team is not further described, but it often consists of roles like analysts, developers, testers and users, who work closely together. The effectiveness of the team comes from the fact that it consists of less than 7plusminus2 members. The special characteristics of those players are usually not further clarified. And this, although those agile players do the real work and have to be people with special qualities.

Besides the professional expertise and skills, the employees need additional capabilities. Agility gets its advantages from the concentration of the resources to the essentials, the ability to act flexibly, to orientate oneself towards the customer and the results as well as, above all, to decide self-determined. In order to affect, the players need special characteristics.

  • Comprehension
    So that the employees can keep up, they need a fast, intuitive perception. The short cycles of the work packages do not allow lengthy studies. It is about quickly understanding the circumstances and the relationships and to transfer them into solutions. This is not only a matter of technical aspects, but also the cooperation between the involved parties and their personal mood. Comprehension needs trust into the gut feeling.
  • Anticipation
    A sprint is the agile development cycle that takes two to four weeks and creates functioning partial solutions. It requires not only the understanding of the current situation, but also the anticipation of possible future circumstances. The corresponding trend signals can be derived from trend research or from a realistic assessment of the product life cycles. The better you adjust to future difficulties, the faster a measure has an effect. This anticipation becomes possible with the ability to imagine the future subjectively without holding on objective arguments.
  • Responsiveness
    In an agile environment, driven by VUCA (volatility, uncertainty, complexity, ambiguity), the basic conditions change rapidly. So that the employees are able to react to the environmental causes at the right moment, they need the ability to adapt quickly to changing conditions. This requires self-confidence and courage in order to dare in the respective situation to act quickly – without the safety net of formal regulations that remove the responsibility for their actions.
  • Adaptability
    As soon as the circumstances are changing, the existing approaches are becoming obsolete. The insistence on the current approach runs counter to the new conditions. The ability to adapt facilitates the players to let go the previous solutions in favor of new, better-fitting ones. The art is to know when the right moment has come to change the approach. To overcome the current standpoint, it helps to be aware that there are always at least three solutions for a task.
  • Self propulsion / discipline
    To make agility work at all, the players need an inner motive that keeps them moving. Set-up times, dead times and down times are influenced by the individual employees. Central control can not accomplish this. Therefore you need employees who are entrepreneurs. They act as if it were their own company – 24/7. If this momentum is kept continuously, the right activities are carried out appropriately and reliably. This drive is controlled by every employee. In the best case, these forces can be released by appropriate work conditions (e.g. flexible working hours, a pleasant workplace, and no disturbing influences).

Bottom line: Managers are focused on the Product Owner and Scrum Master. But the actual work is done by the development team. The management of the heterogeneous team members is not further described and lies in the hands of the Scrum Masters. He keeps the team together, keeps the momentum and takes care of problems. But to really ensure agility the team members need a quick comprehension, an early anticipation of changing conditions, quick reaction and adaptive abilities as well as a disciplined self-motivation. In the long run the agile organization only functions, if the agile players are people with special characteristics.