• Step 3: By chunking up to this level, we find that both company and union has the welfare of its workers in mind.

• Step 4: By discussing the common aim of workers’ welfare, rapport can be built between company and union. This can be used to gain understanding of other goals, such as maximizing return for the owners and investors who provide capital for the improvements, that lead to the profits that allow the workers to be paid.

• Step 5: Now that rapport has been built, we begin to step down to specifics.

• The union appreciates the need for new investment AND wants a better standard of living for its members now. The company wants to maintain cash reserves to make the necessary investment AND wants to maximize value for its stakeholders including its workers. The company explores ways of improving its health plan at no additional cost to the workers and no cash cost to the company. The company also explores ways of working with the City to improve the schools through corporate sponsorship programs.

• The union wants more pay for its workers and appreciates the need for updates in the company’s machinery and procedures. The company wants to update its machinery and procedures as soon as possible to boost productivity and profits and is prepared to pay for this. Company and union agree to a stepped pay rise, dependent upon achieving milestones in updating machinery and procedures.

Summary:

By stepping up on stated negotiating positions we can find common ground. This allows us to build rapport between the parties. When we have built sufficient rapport we can begin to step back down to specific actions that are acceptable to both parties and which ultimately satisfy these higher objectives.

We teach parts integration on our NLP training courses in New York.

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