Showing posts with label HBR. Show all posts
Showing posts with label HBR. Show all posts

Wednesday, January 30, 2013

Should You Eat While You Negotiate?



Across cultures, dining together is a common part of the process of reaching negotiated agreements. In Russia and Japan, important business dealings are conducted almost exclusively while dining and drinking and in the U.S., many negotiations begin with "Let's do lunch." But are business deals actually improved when people discuss important matters over a meal?
To explore this question, I conducted two experiments. The first compared negotiations that took place over a meal in restaurants to negotiations in conference rooms, without any food to eat. In the second, negotiations were conducted with or without a meal in a business conference room. In the experiments, 132 MBA students negotiated a complex joint venture agreement between two companies. In the simulation, a provisional deal is in place, but a variety of terms must still be considered and agreed upon to maximize profits for their companies. The negotiators must determine how to handle each term of the deal. As is typical in many negotiations, in order to maximize their profits, the negotiators must share information and work together with the other side to learn where the most value can be created.
The greatest possible profits were created by the parties who were able to discern the other side's preferences and then work collectively to discover the profit maximizing outcomes for the joint venture, rather than merely considering their own company's profits. In the simulation, this can only be accomplished when the negotiators make trade-offs and then compensate each other from the net gains to the joint venture. The maximum value that can be created jointly for both companies is $75 million. Deals can be struck at lower combined values, down to as low as $38 million. To explore how eating together affected negotiation outcomes, I considered the total value created by both companies.
The students who ate together while negotiating — either at a restaurant or over food brought into a business conference room — created significantly increased profits compared to those who negotiated without dining. (Individuals who negotiated in restaurants created 12% greater profits and those who negotiated over food in a conference room created 11% greater profits.) This suggests that eating while deciding important matters offers profitable, measurable benefits through mutually productive discussions.
I designed a third experiment to test if it was in fact the act of eating together and not merely sharing a separate task that led to the better negotiated outcomes. I had 45 MBA students negotiate the same simulation, but instead of negotiating while eating, half of the groups negotiated while completing a jigsaw puzzle that had nothing to do with the negotiation. In this experiment, I found that the negotiators who shared a common task did not create better negotiation outcomes than those who only negotiated the deal.
I expected that both sharing a meal and collaborating on an activity would increase trust between the participants — and perhaps that the cultural history attached to eating together would increase trust more than sharing other activities — but when I surveyed participants in both studies, the trust levels they reported did not increase.

Why else might eating together improve the outcome of negotiations? There may be biological factors at work. When the negotiators in my first two studies ate, they immediately increased their glucose levels. Research has shown that the consumption of glucose enhances complex brain activities, bolstering self-control and regulating prejudice and aggressive behaviors. Other research has shown that unconscious mimicking behaviors of others leads to increased pro-social behaviors; when individuals eat together they enact the same movements. This unconscious mimicking of each other may induce positive feelings towards both the other party and the matter under discussion.
In future experiments, I will continue to explore the reasons why eating while deciding important matters increases the productivity of discussions. In the meantime, you would be wise to suggest "doing lunch" whenever you meet to negotiate.


LAKSHMI BALACHANDRA

Lakshmi Balachandra is an Assistant Professor of Entrepreneurship at Babson College and a Fellow at the Women and Public Policy Program at the Harvard Kennedy School of Government. She researches how entrepreneurs can successfully negotiate with investors.

Sunday, February 12, 2012

Are Successful People Nice?





Source :HBR:Art markman :9 feb 2012
Since Daniel Goleman's Emotional Intelligence, we've recognized the importance of tuning into social and emotional factors in the workplace. But many popular depictions of the workplace don't show any evidence of that sensitivity. Mad MenWall Street, and others impress that in business, only the strong survive.
But emotional intelligence implies that successful leaders should be nice. And while being nice may have social benefits, does it pay?
The key is in how agreeable you are. Timothy Judge, Beth Livingston, and Charlice Hurst examined this trait in a paper[PDF] in the Journal of Personality and Social Psychology this year. By way of background, conventional personality research defines agreeableness as two related qualities: (1) the extent to which you value getting along with others, and (2) the degree to which you are willing to be critical of others.
Using earnings data, the researchers found that men who rank high in agreeableness make substantially less than men who are less agreeable. Across studies, this difference was as high as $10,000 per year. Conversely, women's earnings were less affected. There was only a small earnings difference between women high and low in agreeableness, and it was often not statistically reliable.
So, why do these results differ for men and women? And why do nice guys finish last?
There is a stereotype that when men lead, they make decisions without concern for what other people think. Indeed, a final study in this same paper asked people to evaluate potential leadership candidates. Agreeable men were rated least attractive as potential leaders.
And as for nice guys (and to a lesser extent, nice women) finishing last, let's recall the two related qualities of agreeableness. Concerning a value for getting along, career advancement requires a willingness to ruffle feathers from time to time. Good leaders need to be able to tell people things that they do not want to hear. And honestly, putting yourself forward for a promotion means putting yourself before others.
Career success also involves being critical. While some managers may want to surround themselves with people who obediently agree, most want those who will find the flaws in a plan before it is implemented. Less agreeable people are prone to give this kind of criticism.
Of course, this is not license to be a jerk at work. The data also suggest that people lacking agreeableness are more likely to lose their jobs than agreeable ones. There is a big difference between being disagreeable and being unpleasant.
So, what can you do, whether you're more agreeable or not?
First, get to know yourself. There are plenty of quizzes out there to measure the "Big Five" personality dimensions. Find one, take it, and get an objective sense of how agreeable you are.
If you are more agreeable, go out of your way to find the flaws in plans that you hear. Put aside your personal relationships and think about what can go wrong. It helps to imagine that the idea is going to be implemented by another company, to help separate the people from the ideas. Next, find ways to express your concerns. People can be upset with you for a day if they recognize the long-term value of your advice. Express your concerns with empathy, but directly. Try practicing giving negative feedback with a friend first, before doing it for real.
If you are more disagreeable, balance criticism with empathy. Remember that it is difficult to hear criticism of your ideas and your performance. You can be firm while still recognizing the impact of your message. If you think you're developing a reputation for being unsympathetic, practice giving bad news to a friend. Find out which parts of your delivery are causing people to bristle. A strong leader can guide without being mean.
Nice or not, without a doubt you can still be a great leader — you just have to adjust your strategy.