Workplace Communication: Most Things Are Not Two Choices.

Most of the time, there is no clear distinction between right and wrong.

Everyone has their own standpoints and standpoints. Simple "obedience to the majority" is not always effective and no one can easily win the qualification of one vote to veto other opinions.

At this point, if we want to push things forward smoothly, proper compromise will become the only feasible way.

My friend told me such a thing.

The contract customer of the company suddenly proposed to change the cooperation plan, and the basic intention remained unchanged.

But the little girl who was in charge of the client insisted that the contract was signed and there was room for change.

In fact, the client side is also very difficult, and the high-level opinions are not unified. Finally, the boss has to go out and cling to the board.

No matter how people explain, the girls are very hard to say: Why did you go there? How can we say that a good thing can be changed? Our company is already executing the contract. What is the loss?

In the era of high spirited youth, there is no word "compromise" in the dictionary two words.

At that time, insisting on one's own opinions was a proof of strength and existence: I did right, my opinion was better, and why should I compromise? Like those two cars in the alley, no one would give up half a step.

However, in the workplace, people will naturally become long.

Get up.

An important sign of maturity is that you gradually understand that the purpose of your job is to make things happen, and it doesn't matter much whether it is in your favorite gesture or in the way others advocate.

Compromise is a low cost and high benefit workplace strategy. Its significance lies in ensuring the realization of fundamental interests and fundamental principles by non essential interests and fundamental principles. In other words, losing jobs and protecting cars.

It is a contest between the two armies to fight against each other.

However, in the workplace, more often than not, what we need is cooperation rather than confrontation, which is to solve problems rather than intensify contradictions.

At this time, softness is often more effective than rigid.

After several rounds of negotiations, the negotiations reached an impasse.

The customer even gave a tough talk: if so, we won't play.

Girls also feel wronged. Every step of their execution is strictly carried out according to the procedures. Why is the relationship between the two sides almost broken?

Friends who told the story were later sent to clean up the mess by the boss.

He soon discovered that there were no problems in the two sides' cooperation intentions and cooperation bases, but there were some differences in the specific operational aspects.

Friends do not directly notify customers or not, but in the mail lists the co operation together.

With the existing differences, and putting forward various suggestions, several new solutions are put forward.

After a few rounds, the client accepted the new plan, and the two sides gave each other a step to revise the contract.

Many times, things are not either, or there are thousands of possibilities between Yes and No.

If you iron heart to be brave, persist in discerning who is right and who is wrong, the result is likely to be both sides.

Later, friends concluded that the girl put all her attention on the execution of the contract, which is understandable. But she forgot that the core goal of the company is to keep the customers and do the business well.

It is easy to say, but when things happen, many people are in a hurry.

Just like the two drivers in a narrow alley, don't they understand that gambling is not an end?

So when you suddenly fall into some sort of disagreement, do not hurry to say no.

Try to find out whether there are third ways to use "if you don't think so" instead of "I have to do this, I can't do it," maybe you can find a way out for both sides.

I have seen publishers, editors and authors arguing over the design of book covers.

Publishers take more market perspective. The result of strong research system feedback is that the style with strong eyebrows and strong impact will bring better sales volume.

And the author obviously cares more about personal preference, and insists on the refreshing wind of handsome and large area.

Two sets of different styles are placed on the table. Everyone is trying to persuade the other side to give up, but obviously no one is willing to give in.

Forcing others to change their minds in the only options is often a step in the dilemma.

It is not difficult to understand this: you are so judgmental about your own judgment, and the other side is not.

Fortunately, people in the design company have come out to say that if the two opinions fail to reach a consensus, we will try another version.

"If you look like this, you can't do it," which is just like a curse, which can instantly dissolve the embarrassment of the sword.

Originally, the reason for the disagreement is that participants set the goal of this discussion as "choose one of the two options".

But no matter who it is, the purpose we all hope to achieve is the same as to achieve the best possible result.

In fact, most of the jobs in the workplace are not two choices. Believe that as long as you extend your choice to a sufficiently large level, there will always be a popular outcome.

If the existing options can only be negated one by one, it may be useful to start a new job, add it from scratch, and pieced together the elements acceptable to both sides.

To give way, not to attitude, is the starting point for resolving any differences.

When necessary, we may as well take a step back. This small sacrifice often means a strategic victory that is related to the overall situation.

The bottom line includes both core interests and professional ethics.

The role of the bottom line is to remind us of what needs to be insisted and absolutely not compromised in the differences, which are dispensable and can be regarded as a bit of a chip or a little bit of abandonment.

In the face of workplace differences, we must stick to the bottom line, retreat, compromise, seek common ground while reserving differences, and use the chips that can be abandoned to ensure the realization of core interests. This is far more effective than blindly sticking to one's own opinions.

And the whole process requires calm thinking and peace of mind.