The Science of the Deal
Play • 38 min

Most of us negotiate in one of two ways: either you roll right over the other party, or you just roll over. But great negotiators refuse to believe that we have to choose between results and relationships. Sharpen your negotiation skills for both business and life with evidence and insights from a trio of negotiators who transformed their styles—and one who pulled off one of the most consequential agreements in human history.

To find transcripts for WorkLife, head to TED.com/series/worklifewithadam_grant

Find Your Dream Job: Insider Tips for Finding Work, Advancing your Career, and Loving Your Job
Find Your Dream Job: Insider Tips for Finding Work, Advancing your Career, and Loving Your Job
Mac Prichard
How to Own the Room in a Job Interview, with Rachel Beohm
It’s not uncommon to feel as though a job interview is an interrogation and that your entire life is on display for the interviewer to pick apart. But, an interview is a two-way conversation. And while it’s important to prepare for the questions you may get, Find Your Dream Job guest Rachel Beohm says it’s also crucial that you walk into the room with confidence, and the knowledge that you belong there. Rachel shares how eye contact, positive body language, and knowing your value before you walk into the interview can help you to come across more confidently. About Our Guest: Rachel Beohm (https://www.linkedin.com/in/rachelbeohm/) is an executive coach and speaker who specializes in nonverbal communication and personal presence. She trains executives, HR professionals, speakers, and job seekers to present themselves powerfully through the use of nonverbal communication skills so they can achieve their goals, and helps her clients face difficult or scary situations, such as public speaking, negotiation, and job interviews with confidence and power. Resources in This Episode: * For more information on Rachel’s one on one coaching or to find out where she will be speaking next, visit her website at rachelbeohm.com. * Download Rachel’s free interview guide, “Ace Your Interview,” at http://rachelbeohm.com/interview/ * If you wait for employers to bring up salary, you’re wasting your time and energy. My guide, How to Talk About Money in an Interview (https://www.macslist.org/cta-how-to-talk-about-money-in-an-interview), shows you how to do salary research before meeting with a hiring manager. Learn how to be more comfortable talking about money and get the tools you need to request a higher salary.
29 min
The Brainy Business | Understanding the Psychology of Why People Buy | Behavioral Economics
The Brainy Business | Understanding the Psychology of Why People Buy | Behavioral Economics
Melina Palmer
135. Using Behavioral Science in Healthcare, Interview with Aline Holzwarth
In today’s episode, I am so excited to introduce you to Aline Holzwarth. Talk about an amazing person doing fantastic and exciting things! Aline is both a principal at the Center for Advanced Hindsight, where she works directly with Dan Ariely and the whole awesome team there. She is ALSO the head of behavioral science at Pattern Health. Today you will get to learn about both of her roles, a little of what it’s like to work with Dan, and about so many great things that she is doing to apply behavioral science in business. I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Show Notes: * [00:08] I’m excited to introduce you to Aline Holzwarth, principal at the Center for Advanced Hindsight and head of behavioral science at Pattern Health. * [03:05] Aline shares about all the exciting things she is doing and how she got into behavioral science. She enjoys being exposed to new and different business applications and she was drawn in by the real-world impact. * [05:32] She loves both of her roles so much that she just can’t give either of them up. * [07:21] She shares about some of her favorite projects she has worked on. * [10:23] At the Center for Advanced Hindsight many of their projects come from Dan and some are chosen by the team. * [12:48] The more you are exposed to, the more connections you are going to make. * [13:28] Pattern Health is a digital health platform that works with researchers and clinicians to help them do their research and translate that research into clinical use cases. * [15:03] Aline’s job is to bake behavioral science into the Pattern Health platform to make behaviors that are not fun at all a little easier to do. * [17:24] There is going to be attrition no matter how good your app is, but ideally they try to limit it. * [20:21] Creating a Care Circle to offer constant support has been very impactful especially in long-term situations. * [23:31] They share ways to put people together for more successful support. * [24:10] There is a lot of benefit in support groups, but getting people to find one and show up is very difficult. * [26:44] You can nudge people in the direction that will be most helpful to them but also allow them to have the freedom of choice. * [28:15] Virgil is their mascot and virtual pet at Pattern Health. Virgil is one way to track daily progress. People get very attached to Virgil. * [30:48] Melina shares about the app, Forest, that holds you accountable. * [31:41] Virgil is based on the ideas of rewards substitution. They are substituting the long term reward for a short term reward. The long term things usually don’t motivate us. * [34:09] Behavioral interventions like Virgil help you overcome tiny hurdles until it becomes habitual. We often have to combine behavior interventions to make each one more effective. * [36:01] Aline shares what the future holds for her. She is really interested in getting more into the idea of personality matching. * [37:23] One area she is really excited to start developing is personalizing to peoples’ personalities. * [40:01] They are using the Big 5 personality model. * [42:10] In behavioral economics we are looking at things that all people do on a more general scale. Using personality, we may be able to drill down and know which behavioral interventions work best based on personality type. * [43:19] Aline is doing an interview series for Pattern Health looking at innovators, health, and research. * [43:54] Melina’s closing reflections. Thanks for listening. Don’t forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show. Let’s connect: * Melina@TheBrainyBusiness.com * The Brainy Business® on Facebook * The Brainy Business on Twitter * The Brainy Business on Instagram * The Brainy Business on LinkedIn * Melina on LinkedIn * The Brainy Business on Youtube More from The Brainy Business: * Master Your Mindset Mini-Course * BE Thoughtful Revolution - use code BRAINY to save 10% * Get Your FREE ebook * Melina’s John Mayer Pandora Station! Listen to what she listens to while working. Past Episodes and Other Important Links: * Center for Advanced Hindsight * Center for Advanced Hindsight on Twitter * Aline on Twitter * Aline on LinkedIn * 2020 In Review: Behavioral Science Edition * Aline’s Work * A Beginner's Guide to Irrational Behavior (Coursera) * Pattern Health * Dan Ariely Interview * Julie O’Brien Interview * Bec Weeks Interview * Planning Fallacy * Precommitment * Time Discounting * NUDGES & Choice Architecture * Expect Error * Loss Aversion * Social Proof * Relativity * Interview with Richard Chataway Check out (and preorder!) my upcoming book on Amazon, Bookshop, and Barnes & Noble If you are outside the US, please complete this form to be first to know when the book is available near you AND to help show there is a presence in your country to speed along international agreements and get it to you faster!
46 min
The Modern Manager: Create and Lead Successful Teams
The Modern Manager: Create and Lead Successful Teams
Mamie Kanfer Stewart
136: Easily Document Processes and Procedures with Owen McGab Enaohwo
Process documentation often feels like a burden. Who has time to write down all the steps, detailed instructions, with screenshots, no less. In reality, we often spend more time communicating and fixing process issues because of a lack of documentation. Sharing information verbally makes it hard to remember and leaves no path for future reference. When you document your processes, you open the door for greater autonomy and improved productivity. Today’s guest is Owen McGab Enaohwo. Owen is the CEO and Co-Founder of SweetProcess; an easy-to-use and intuitive business process management software founded in 2013. The software makes it possible for company executives and their employees to collaborate together to quickly document standard operating procedures, processes, and policies. Owen and I talk about the importance of documenting your processes and procedures, how to do that documentation effectively and efficiently so it doesn’t feel like a burden, and why using a process specific software like SweetProcess is useful. For an extended free trial and reduced price for SweetProcess go to www.sweetprocess.com/modernmanager. Members of the Modern Manager community get a 30-minute session with me to facilitate process documentation or answer questions / provide feedback on your documentation. Learn more and become a member at www.themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How And Why To Document Your Processes Collaboratively Key Takeaways: * While documenting processes can feel time consuming, it saves time in the long run. * When we do effective, collaborative documentation, we give our team members time to focus on improving their game rather than on understanding basic operating information. * When critical information is documented, you can provide greater freedom and autonomy for your team members to do their jobs creatively. * There are three main areas of documentation. A procedure is a checklist of steps to accomplish a certain task, like directions from how to get from point A to point B. A policy is information - such as a dress code policy or vacation policy - that provides general guidelines. A Process is a longer, complicated set of tasks that involve many steps. For each step in a process, there are often procedures or policies. * To begin documentation, start with either the most common workflow / task-related questions that come up, the tasks that will most help your team achieve its goals, or the tasks where accuracy is most critical. * Start small by documenting the title of the procedure and the main steps. Get your whole team involved to fill in additional detail and provide enhancements as time goes on. * While performing documented tasks, employees have the opportunity to update missing or inaccurate information in the documentation. * Documenting work processes is a constant work in process; as you learn, you can improve the procedures. * Mistakes are opportunities to figure out the real problem. If a documented task is still not done properly, consider if the issue is with the process, the documentation, a lack of skill or motivation, or capacity. Additional Resources: * www.sweetprocess.com/modernmanager * Sweet Process webinar: https://my.demio.com/recording/OuosUYm6 * https://www.themodernmanager.com/courses/effective-delegation mamie@mamieks.com
31 min
Curious Minds at Work
Curious Minds at Work
Gayle Allen
CM 178: Catherine Sanderson on the Bystander Effect
When challenging situations arise, how do we make the shift from bystander to helper? What are the factors that determine whether or not we take action? And what if helping means disobeying an authority figure? These are the kinds of questions that made me want to read Catherine Sanderson's latest book, Why We Act: Turning Bystanders into Moral Rebels, and to interview her on the show. In particular, her discussion of the Milgram Shock Experiment, a study that's always fascinated me, got me thinking more deeply about those pivotal moments when we decide whether or not we're going to speak up or step in, rather than stand by. For some background, the Milgram Shock Experiment was first conducted in the 1960s by Stanley Milgram, a psychology professor at Yale. He wanted to find out how far people would go in obeying an authority figure when their obedience knowingly caused harm to another person. In the study, participants delivered an electric shock to a subject they couldn't see. The voltage increased with every wrong answer given. If they refused to administer the shock, a member of the research team - the authority figure - responded with one of four scripted statements. The electric shocks weren't real, but the participant in the study didn't know that. If they refused to administer the shock, the authority figure would recite one of the four scripted statements, for example, "The experiment requires that you continue," or "You have not other choice but to continue." Aside from statements like these, the authority figure never forced participants to deliver the shocks. Yet every participant did. Not one refused. Even when the person receiving the shocks sounded out in pain with moans, shouts, even pleas to stop, the participants kept going. What Catherine talks about in her book, though, are the many participants who wanted to stop. The ones who communicated, at some point along the way, that they didn't want to continue. That's the moment I'm curious about. What would it have taken for them to disobey authority? And what would I have done in that same situation? Catherine is a professor at Amherst College. She's studied what neuroscientists and psychologists have learned about why we stand by and why we speak up. She's also studied what leaders can do to make it safer for people to speak up, which training programs work best for teaching these skills, and what drives the brave souls who always speak up. Episode Links This week's shout-out goes to Emily Levesque, author of the book, The Last Stargazers Bystander effect Young Children Show the Bystander Effect in Helping Situations Social loafing Kidnapping of Elizabeth Smart The Pain of Social Rejection KiVa anti-bullying program Curious Minds Team You can learn more about creator and host, Gayle Allen, and producer and editor, Rob Mancabelli, here.  Support Curious Minds If you're a fan of the show, there are three simple things you can do to support our work: Rate and review the podcast on iTunes or wherever you subscribe. Tell a friend, colleague, or family member about the show. Subscribe so you never miss an episode. Where to Find Curious Minds Spotify iTunes Tunein Stitcher Google podcasts Overcast
42 min
Coaching for Leaders
Coaching for Leaders
Dave Stachowiak
508: How to Be More Inclusive, with Stefanie Johnson
Stefanie Johnson: Inclusify Stefanie Johnson is an author, professor, and keynote speaker who studies the intersection of leadership and diversity, focusing on how unconscious bias affects the evaluation of leaders and strategies that leaders can use to mitigate bias. Stefanie is an associate professor at the University of Colorado Boulder’s Leeds School of Business, teaching courses on leadership and inclusion. She is also a member of the Marshall Goldsmith 100 Coaches program and was selected for the 2020 Thinkers50 Radar List. She is a frequent contributor to Harvard Business Review and many other publications. In this conversation, Stefanie and I discuss her book Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams*. We look at how optimism may get in the way of building an inclusive workforce. Plus, Stefanie invites leaders to make public commitments and begin using metrics to track performance. Key Points Our two most basic human desires are to be unique and to belong. Leaders often end up with either cohesive teams of people who all act similarly or a lot of diverse individuals who don’t gel. Optimists intend well, but don’t initiate real change unless something triggers them to do so. Optimists should be more public with their commitment to be champions for uniqueness and belonging. Organizations and leaders should set metrics for diversity, just as they do for almost everything else. Resources Mentioned Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams* by Stefanie Johnson Inclusify Card Games by Stefanie Johnson Book Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Make Inclusion Happen, with Deepa Purushothaman (episode 307) How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358) How to Support Women of Color, with Minda Harts (episode 506) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.
39 min
How to Be Awesome at Your Job
How to Be Awesome at Your Job
Pete Mockaitis
633: How to Get Unstuck, and Find your Perfect Career Fit with Ashley Stahl
Ashley Stahl discusses how to find your dream career by getting clear on your core skills, values, and motivators. PLUS, we’re giving away copies of Ashley’s book to celebrate the new year! We’ll send copies to the first 24 listeners who share a link to this post on LinkedIn, along with their favorite nugget of wisdom from the episode. Don’t forget to tag both Pete and Ashley in your post! About Ashley Ashley Stahl is counter-terrorism professional turned career coach and author of the book You Turn: Get Unstuck, Discover Your Direction, Design Your Dream Career, and she's on a mission to help you step into a career you’re excited about and aligned with. Through her two viral TEDx speeches, her online courses, her email list of 500,000 and her show, You Turn Podcast, she's been able to support clients in 31 countries in discovering their best career path, upgrading their confidence and landing more job offers.  She maintains a monthly career column in Forbes, and her work has been also featured in outlets such as the Wall Street Journal, CBS, SELF, Washington Post, Chicago Tribune and more. * Ashley’s book: You Turn: Get Unstuck, Discover Your Direction, and Design Your Dream Career * Ashley’s website: YouTurnBook.com * Ashley’s podcast: You Turn Podcast * Ashley’s TEDx Talk: How to figure out what you really want | Ashley Stahl | TEDxLeidenUniversity * Ashley’s Instagram: @ashleystahl Resources mentioned in the show: * App: Insight Timer * Book: The Perks of Being a Wallflower by Stephen Chbosky Thank you Sponsors! * Blinkist: Read or listen to summarized wisdom from thousands of nonfiction books! Free trial available at blinkist.com/awesome * Raycon. Enjoy 15% off of outstanding earbuds at buyraycon.com/awesome
48 min
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