The Role of Trust in Negotiation

The best negotiator I know is completely silent 70% of the time. Last year she closed $400M in deals saying almost nothing. In high-stakes negotiations, the person who truly understands human psychology wins. Not the loudest voice. Not the biggest title. The one who reads the room. FBI negotiator Chris Voss spent decades getting terrorists to release hostages. Now he teaches business leaders the same principles. And here's what surprised me most: These aren't secret tactics. They're learnable skills. Anyone can become a skilled negotiator. You just need to understand how humans actually make decisions. These 7 techniques are a great starting point. They've worked in life-or-death situations and multi-billion-dollar deals. 1. Strategic Silence teaches patience. Most of us rush to fill quiet moments. But silence creates space for better offers. Practice counting to 10 before responding. It feels eternal. It works. 2. "How" over "Why" shifts dynamics. One word change. Completely different conversation. Try it in your next meeting. Watch defensiveness disappear. 3. Addressing Fears builds trust fast. Name what they're worried about before they do. It shows you understand their position, not just your own. 4. Mirroring is almost unconscious. Repeat their words. They elaborate without realizing it. Simple technique. Profound results. 5. Getting to "No" seems counterintuitive. But "no" creates boundaries. Boundaries create honest dialogue. Real deals happen after "no," not before. 6. Confirming Concerns creates momentum. Summarize their position accurately. They feel heard. Feeling heard leads to flexibility. 7. Listing Objections removes their power. Say their doubts out loud first. They can't weaponize what you've already acknowledged. Every CEO needs this skill. Every leader benefits from understanding it. Every professional can learn it. The question isn't whether you need these skills. It's when you'll start developing them. P.S. Want a PDF of my Negotiation Skills Cheat Sheet? Get it free: https://lnkd.in/dDxE5v3B ♻️ Repost to help a leader in your network. Follow Eric Partaker for more negotiation insights.

𝗥𝗮𝗱𝗶𝗰𝗮𝗹 𝗛𝗼𝗻𝗲𝘀𝘁𝘆 𝗜𝘀𝗻’𝘁 𝘁𝗵𝗲 𝗚𝗼𝗮𝗹. 𝗧𝗿𝘂𝘀𝘁 𝗜𝘀. “Just be brutally honest.” It sounds principled. It sounds courageous. People who pride themselves on “telling it like it is” are often more likely to justify harm as honesty—confusing bluntness with bravery. Being right is not the same as being effective. We often assume that complete transparency is the hallmark of strong leadership. Behavioral research, however, points to something more nuanced: 𝗛𝗼𝘄—𝗮𝗻𝗱 𝘄𝗵𝗲𝗻—𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗲𝗹𝗹 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵 𝗺𝗮𝘁𝘁𝗲𝗿𝘀 𝗳𝗮𝗿 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝘀𝗮𝘆𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴, 𝗮𝗹𝗹 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲. Across studies, three distinct approaches to truth-telling tend to emerge. 1. 𝗖𝗼𝗺𝗽𝗹𝗲𝘁𝗲 𝗛𝗼𝗻𝗲𝘀𝘁𝘆 𝗪𝗵𝗮𝘁 𝗶𝘁 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲 Saying exactly what you think, whenever you think it. 𝗧𝗵𝗲 𝘂𝗽𝘀𝗶𝗱𝗲 • Signals transparency • Feels morally uncompromising 𝗧𝗵𝗲 𝗱𝗼𝘄𝗻𝘀𝗶𝗱𝗲 • Frequently comes across as blunt, insensitive, or self-serving • Ignores context, timing, and power dynamics • “Honesty without empathy” is often experienced as cruelty, not integrity Research consistently shows that extreme bluntness is more likely to 𝗲𝗿𝗼𝗱𝗲 𝘁𝗿𝘂𝘀𝘁 than strengthen it. 2. 𝗢𝗰𝗰𝗮𝘀𝗶𝗼𝗻𝗮𝗹 𝗟𝘆𝗶𝗻𝗴 𝗪𝗵𝗮𝘁 𝗶𝘁 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲 White lies, strategic omissions, or distortions to avoid discomfort or gain advantage. 𝗧𝗵𝗲 𝘀𝗵𝗼𝗿𝘁-𝘁𝗲𝗿𝗺 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 • Preserves surface harmony • Avoids immediate conflict 𝗧𝗵𝗲 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗰𝗼𝘀𝘁 • Even minor lies undermine credibility once discovered • People systematically overestimate their ability to lie without consequences • A single lie reframes everything said afterward Trust loss isn’t linear. One lie can outweigh years of honesty. 3. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗧𝗿𝘂𝘁𝗵-𝗧𝗲𝗹𝗹𝗶𝗻𝗴 𝗪𝗵𝗮𝘁 𝗶𝘁 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲 Being truthful—but intentional, contextual, and responsible. 𝗖𝗼𝗿𝗲 𝗽𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀 • Truth is shared with intent, not impulse • Timing, framing, and audience matter • Honesty is paired with empathy and judgment • Silence or deferral is not the same as deception 𝗪𝗵𝘆 𝗶𝘁 𝘄𝗼𝗿𝗸𝘀 • Preserves credibility • Protects relationships • Aligns truth with outcomes, not ego Research shows people trust leaders most when they believe the leader 𝘄𝗶𝗹𝗹 𝗻𝗼𝘁 𝗹𝗶𝗲, but also 𝘄𝗶𝗹𝗹 𝗻𝗼𝘁 𝗼𝘃𝗲𝗿𝘀𝗵𝗮𝗿𝗲 𝗶𝗿𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝘆. 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁, Trust is not built by saying everything. It is built by 𝗻𝗲𝘃𝗲𝗿 𝘀𝗮𝘆𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗶𝘀 𝗳𝗮𝗹𝘀𝗲. Strategic truth-tellers: • Don’t lie • Don’t overshare • Don’t weaponize honesty • Take responsibility for impact 𝗔𝗻𝗱 𝘁𝗼 𝗮𝗹𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, The most trusted leaders aren’t brutally honest or cleverly deceptive. They are 𝗱𝗲𝗹𝗶𝗯𝗲𝗿𝗮𝘁𝗲 𝘁𝗿𝘂𝘁𝗵-𝘁𝗲𝗹𝗹𝗲𝗿𝘀— honest without being reckless, transparent without being naïve.

Most people think negotiation is about talking louder. Or pushing harder. That’s why they lose. The FBI sees negotiation differently: It’s controlled psychology, not pressure. Here are the 7 negotiation secrets FBI negotiators use (and you can too): 1. Mirroring → Repeat the last 1–3 words they say. → It builds trust, lowers defenses, and makes people reveal more. 2. Call It Out → Name the emotion you notice. → Once emotions are acknowledged, tension drops fast. 3. Tactical Empathy → State their feelings — even if you disagree. → People stop fighting when they feel understood. 4. The “That’s Right” Trigger → Summarize their position so well they say: “That’s right.” → That’s when real agreement starts. 5. Illusion of Control → Ask “How” and “What” instead of “Why.” → They feel in charge while moving where you want them. 6. Black Swan → Look for hidden information or unexpected leverage. → One unknown detail can completely change the negotiation. 7. Ackerman Method → Offer in steps: 65% → 85% → 95% → 100%. → Looks like concession, but keeps you in control. This isn’t theory. It’s what elite negotiators use every day. 💬 Which of these would be most useful in real life? — Natan Mohart

Culture is everything 🙏🏾 When leaders accept or overlook poor behaviour, they implicitly endorse those actions, potentially eroding the organisation’s values and morale. To build a thriving culture, leaders must actively shape it by refusing to tolerate behaviour that contradicts their values and expectations.
 The best leaders: 
 1. Define and Communicate Core Values: * Articulate Expectations: Clearly define and communicate the organisation’s core values and behavioural expectations. Make these values central to every aspect of the organisation’s operations and culture. * Embed Values in Policies: Integrate these values into your policies, procedures, and performance metrics to ensure they are reflected in daily operations. 
 2. Model the Behaviour You Expect: * Lead by Example: Demonstrate the behaviour you want to see in others. Your actions should reflect the organisation’s values, from how you interact with employees to how you handle challenges. 3. Address Poor Behaviour Promptly: * Act Quickly: Confront and address inappropriate behaviour as soon as it occurs. Delays in addressing issues can lead to a culture of tolerance for misconduct. * Apply Consistent Consequences: Ensure that consequences for poor behaviour are fair, consistent, and aligned with organisational values. This reinforces that there are clear boundaries and expectations.
 4. Foster a Culture of Accountability: * Encourage Self-Regulation: Promote an environment where everyone is encouraged to hold themselves and others accountable for their actions. * Provide Support: Offer resources and support for employees to understand and align with organisational values, helping them navigate challenges and uphold standards.
 5. Seek and Act on Feedback: * Encourage Open Communication: Create channels for employees to provide feedback on behaviour and organisational culture without fear of reprisal. * Respond Constructively: Act on feedback to address and rectify issues. This shows that you value employee input and are committed to maintaining a positive culture.
 6. Celebrate Positive Behaviour: * Recognise and Reward: Acknowledge and reward employees who exemplify the organisation’s values. Celebrating positive behaviour reinforces the desired culture and motivates others to follow suit. * Share Success Stories: Highlight examples of how upholding values has led to positive outcomes, reinforcing the connection between behaviour and organisational success.
 7. Invest in Leadership Development: * Provide Training: Offer training and development opportunities for leaders at all levels to enhance their skills in managing behaviour and fostering a positive culture. 8. Promote Inclusivity and Respect: * Build a Diverse Environment: Create a culture that respects and values diversity. Inclusivity strengthens the organisational fabric and fosters a more collaborative and supportive work environment.

Leaders who avoid hard feedback aren’t protecting their people, they are setting them up to fail. Feedback is one of the most powerful tools we have in leadership but it’s also one of the most misused. Because leaders confuse compassion with avoidance, softening the truth until it loses all usefulness, or withholding it altogether under the guise of kindness. Compassionate feedback is about caring enough to be honest, in a way that allows other people to hear it. At APS Intelligence, we use a framework for compassionate feedback, designed to ensure that even difficult messages are delivered with clarity and respect: 1. Frame the feedback - Start by recognising effort and value to create psychological safety and remind people their work is seen and appreciated. 2. Ask permission - Feedback lands better when people feel like they have agency. Asking “Can I talk to you about something I’ve noticed?” is, as Dr. Shelby Hill says, a gentle knock on the door of someone’s psyche instead of barging in. 3. Be precise and objective - Describe what you’ve observed, not your interpretation of it. Feedback should focus on behaviour, not character. 4. Explain the impact - Share how the behaviour affects others or the work. Clarity about consequences builds accountability without blame. 5. Stay curious and open - Avoid assumptions. Ask questions that invite dialogue and understanding, not defence. 6. Collaborate on next steps - Offer support, not ultimatums. Feedback should be a shared problem to solve instead of a burden to bear. 7. End with perspective - Reaffirm their strengths and remind them that one issue does not define their value. Compassionate feedback allows honesty and humanity to coexist. It ensures that when people walk away, they feel respected, even if the message was hard to hear. This is a framework we use often at APS Intelligence. You can book a tailored workshop for your people managers or leadership cohorts to explore this further.

If there is one trend I believe leaders need to take seriously in 2026, it is the evolution of reputation. Your reputation is no longer something that shifts slowly. It updates in real time. I have watched leaders make one small decision or delay one simple response and suddenly find themselves managing a narrative they never expected. Reputation today reacts much more quickly to public sentiment, cultural shifts, and even internal dynamics. It is not a static asset. Managing it well requires consistent communication, empathy driven choices, real time listening, and alignment between your stated values and your actual behavior. Reputation is not just what you say you are. It is how people experience you in motion.

What do you do when someone on your team is brave enough to criticise you? Me? I promote them as soon as possible. Why? Because in high-performing companies, innovation thrives when teams feel empowered to challenge ideas respectfully. As a leader, fostering a culture of constructive dissent can unlock your team’s full potential and fuel spectacular business growth. Here are 5 techniques I use to build openness and encourage dialogue: 1. Encourage continuous feedback Don’t wait for annual reviews or formal discussions. Make candid feedback a regular part of daily operations — through check-ins, town halls, or anonymous surveys. The more often feedback is shared, the less intimidating it becomes. 2. Model respectful dissent How do you react when your ideas are challenged? Leaders should actively invite differing viewpoints and listen with an open mind. When leaders encourage respectful dissent, it signals to everyone that diverse perspectives are truly valued. 3. Reward honest opinions Recognise those who respectfully challenge the status quo. This reinforces the idea that fresh thinking is an asset, not a liability. (Fun fact: The US State Department has an annual Constructive Dissent Award, given to those who courageously stand by their principles.) 4. Be transparent in decision-making After making a decision, explain the reasoning behind it. Even if someone’s idea isn’t chosen, knowing their input was genuinely considered strengthens future buy-in and trust. 5. Align after discussion Once a decision is made, the team must unite behind it to make it work. Remind everyone that while debate is healthy during the process, whole-hearted execution is key to success. You really can criticise your way to success. A culture of constructive dissent leads to smarter decisions and a more productive team. The key? Making sure every voice is heard and valued. Do you agree? Promise not to fire you if you don't!

The fastest way to dilute a marketing budget is not poor targeting. It is shifting the message every time the channel changes. During one company’s growth phase, performance looked strong at a glance. Campaign metrics were solid. Engagement was steady. Leads continued to come in. Yet when prospects were asked what the brand actually stood for, the answers were inconsistent. Social channels told one story. Sales decks emphasized another. The website introduced a slightly different angle. Nothing appeared out of place. But nothing was distinctly remembered either. This is how cross-channel message drift works. It rarely announces itself. It shows up as subtle differences in tone, promise, or positioning. Over time, those small variations weaken recall. In B2B environments, where trust and memory heavily influence decisions, that uncertainty creates friction. Consistency is not about repeating identical language everywhere. It is about reinforcing a clear core belief across every touchpoint. When messaging compounds from channel to channel, recall strengthens. When each interaction reintroduces a new narrative, buyers are forced to reassess. This week’s newsletter examines how message inconsistency slows momentum, why recall is a strategic advantage, and what a cohesive messaging architecture looks like in practice. For teams that want to be remembered when it counts, it is a timely read.

Honesty and directness are two of the most valuable traits in any workplace, yet I feel we are losing them...or losing the skill behind them. While many people are avoiding directness for fear of causing discomfort, others dive into “telling it like it is” without the tact and empathy that make honest feedback constructive. Somewhere along the line, these important qualities got tangled up with conflict or insensitivity, making many people shy away from direct feedback or honest opinions. It's important to recognize that: 💡 People often seek reassurance or pity, but what they often need most is honesty and directness. ⚠️ And if we don't recognize this and we lose honesty and directness, we lose the foundation for trust and growth. ⚡ Empathy and kindness are crucial at work, but they shouldn’t come at the expense of clarity and truth. We need to show people we value them by delivering the truth with empathy and respect. When we do this, we also impact efficiency. Instead of tiptoeing around issues, we can address them, find solutions, and move forward. Problems that might have lingered for months can be addressed in a single, honest conversation. There is no need to choose between being direct and being empathetic! It’s about combining the two thoughtfully. ✔️ Take a moment to notice your own emotion and consider how your words and tone will be received ✔️ Be conscious of tact, timing and empathy ✔️ Be specific and constructive..."I've noticed (specific issue) and I'd like to chat about what we can do about it" ✔️ Focus on the issue not the person ✔️ Encourage people to give YOU constructive feedback...and highlight that it goes both ways ✔️ Stick to facts, not opinions. And be clear on the impact before seeking solutions. Change starts with LEADERS! Research from Edelman’s Trust Barometer shows that transparency and honesty are top drivers of trust in leadership, with 84% of respondents saying that open and honest communication from leaders builds trust. We are all leaders in some respect so we can all ask ourselves...am I being direct and honest enough with the people around me? The people I care about? ❓ What are your thoughts on the topic ❓ How can leaders strike the right balance between honesty and empathy to build a culture of trust ❓ What’s one approach that’s worked well for you ❓ Leave your comments below 🙏 #trust #respect #openness #honesty #leadership #teamwork

𝘙𝘦𝘱𝘶𝘵𝘢𝘵𝘪𝘰𝘯 (𝘯𝘰𝘶𝘯): your opinion about someone or something, or how much respect or admiration someone or something receives, based on past behaviour or character. I recently interviewed someone who shared an example of overcoming a significant early career setback. Their mistake in their twenties damaged their reputation and became a handbrake on their career. I was impressed by their honesty in owning this error of judgement, yet more so by the efforts they had undertaken in the two decades since to address the issue and lead differently. The mistake itself isn't all that important. But it did get me thinking about reputation. I've often said reputations are hard-earned and yet so easily lost. For many of us, it's the most essential professional currency we own and can positively or negatively influence. So, do we spend enough time managing our reputations? Reputations are built over time. It is a gradual process that requires consistent effort, thought and focus. So, how do you set about building or improving your reputation? Here are nine ways you can enhance your reputation. 1. Assess your current reputation: Understand how others perceive you. Seek feedback from trusted friends, colleagues, or mentors. 2. Define your values: Determine the principles guiding your behaviour and decisions. This will allow you to project a consistent and authentic image. 3. Build effective relationships: Invest in building positive relationships. Be genuine, supportive, and dependable. Networking and maintaining connections with diverse individuals is a proven way to enhance your reputation. 4. Develop your expertise: Improve your skills and knowledge in your area of expertise. Become a reliable resource by staying current with industry trends and sharing valuable insights. 5. Deliver quality work: Strive for excellence in everything you do. Delivering results will add to your reputation. 6. Seek feedback and learn from it: Listen, accept constructive criticism, and use it to grow. Demonstrating a willingness to learn and adapt shows humility and a commitment to self-improvement. 7. Engage in positive communication: Communicate respectfully and diplomatically. Avoid gossip, rumours, and negative discussions. Ensure you are known for your discretion. Rise above negativity. 8. Pay it forward: Contributing, paying it forward, and giving back will enhance your reputation, and you will also feel good for doing it. 9. Act with integrity: Demonstrate honesty, transparency, and ethical behaviour in your personal and professional life. Keep your promises, admit mistakes, and treat others with respect. And lastly, you cannot cultivate a reputation for being trustworthy and reliable if you are neither. Accept that mistakes will happen, but that does not need to define you as a person. Be patient, consistent, and genuine in your actions. Over time, your efforts will contribute to a stronger and more favourable reputation.