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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
16 results (expanded search) for "fisher-ury"
Digital & AI
AI-Assisted Negotiation Preparation
Before an important negotiation, use AI to simulate the other side's likely responses and rehearse your replies, not to write a script you read verbatim.
Professional
BATNA Preparation
Define your Best Alternative before negotiating so you never accept a deal worse than what you already have.
Professional
Interest-Based Reframe
Don't cling to position — find interest beneath. Flexibility without yielding.
Professional
Rehearse Expected No
Imagine worst "no" before negotiation — respond flexibly vs shocked.
Professional
80/20 Demand Prioritization
Of 10 demands, 2 deserve 80% of your power. Focus there.
Professional
Win-Win Framing
Frame every proposal: "we both win by..." — extinguishes competition.
Professional
Negotiate With Self First
Before negotiation, negotiate with self: want? accept? refuse?
Professional
Graceful Exit Plan
Define how to exit failed negotiation without burning bridges.
Professional
Precise Request Framing
Instead of "I want raise", say "I want 15% raise due to X and Y, effective Jan 1".
Social
The Common Need Question
Convert "me vs you" into "us vs the problem" with one question about a shared need.
Social
Shared Need Question
Deep in conflict, ask: "What is the shared need we are both trying to meet?"
Social
Workplace Conflict: From Critique to Dialogue
Convert mutual critique into a two-way SBI meeting with 5-whys for root cause.
Social
Friendship After Breakup
Decide if post-breakup friendship is helpful or harmful — by specific criteria.
Administrative
Mediating Conflicting Stakeholders
When stakeholder A wants X, B wants opposite: don't pick — surface underlying interests.
Administrative
Peer Conflict-Resolution Protocol
Before any peer conflict escalates to the manager, apply these defined steps between yourselves first.
Administrative
Managing the Difficult Stakeholder
Before labeling someone "difficult", diagnose the specific type: are they anxious, ignored, or genuinely conflicted in interest?