People who might be of the mind to say no to your proposal need to be treated a bit differently.
Strategically reducing the number of times a person will say NO to you.
Start by learning about the objectives of other people in your organisation. Once you know where they want to go, you can help them, and when you help them, rapport begins to grow. To understand their objectives you will have to open your ears and listen to what they’re saying, what their ambitions are, what problems they’re having and where they see their ideas going. By acknowledging, respecting and helping them with these objectives, you will build a lasting relationship that will create reciprocal benefits. It’s part of human nature to help those who help us- reciprocation.
You must maintain consistency throughout your rapport building venture if you wish to get difficult people on board, because it is ultimately a trust exercise. How you behave now will be seen as an indicator of how you are going to behave in future, and can really help you solidify the mutually beneficial relationship.
Onboarding difficult people
The key here for getting mutual rapport is when you have the other person’s objectives very clear, and can see where they overlay with your own. Where those objectives overlay is where you can both work together fruitfully. Common goals, common targets and common motivations that you can work on together will ease collaboration.
For working with difficult people, you cannot just help them, and they will be unlikely to just help you, you can only win their trust and time if the things you do help each other.
We've put together our 15 best tips for winning against difficult people. Find them below: