The players in this quadrant are the ones you trust, who trust you. They also agree with you in this idea. They`re your allies. You are the basis of your support. You probably want everyone to be your ally, but that is rarely the case. So take care of the ones you have. See you with them. Let them know. Ask for advice and advice. Strategy with them.
Bring them in. Ask for your help. Put them to work. Let them be a bridge to other key players you don`t know very well. Let them be at the heart of your victorious coalition. Position. Own your own contribution to the disagreement. Let the opponent you agree with the idea, but don`t trust the way organizations do it, but they may be convinced to see things differently. They tend to hear and say things that fit their own needs. You are not entirely trustworthy.
One minute they seem to support the idea and the next criticize it. While they can usually be kept to the side, they are also sharp backstabers. How a person deals with agreements and disagreements is essential to success. If you answered yes to all three questions, you can be sure that you are on the way to a relationship of trust. Don`t trust me. If the latter, there are some strategies that you can use to conclude: think twice before categorizing, because the essence of the will of stakeholders is trust, not agreement. The tool is a four-letter matrix that master advisor and author Peter Block presents in his book The Empowered Manager: Positive Political Skills at Work. One dimension is agreement and the other is trust. In general, there are people who strongly agree with your idea and others who disagree. In the same way, there are usually people with whom you share a high level of confidence, and others than low levels.
the relationship and your agreement on the school. Discuss common doubts and you can never expect a general agreement from others. Those who profess people “yes” and who can be more dangerous than an angular type, “prove it to me” because they want to agree more than exercise conscious judgment. For parties who have little confidence, there are two types you will probably encounter: these three questions above are good guidelines for behavior that seems trustworthy to others. We must work to maintain trust at all times.