Day 12 · Act II — Lead People
Conflict, Negotiation and Alignment
Interests vs positions · Principled negotiation
~30 minutes
Conflict is information that has not yet found its voice.
The Core Idea
Teams without conflict are not aligned; they are silent. Productive conflict over ideas is a sign of health. Personal conflict is a sign of neglect.
Principled negotiation shifts focus from positions (what people demand) to interests (why they want it). Underneath most deadlocks are compatible needs.
The Mental Model
Interests vs Positions (Fisher & Ury)
Separate people from the problem, focus on interests, invent options for mutual gain, insist on objective criteria.
At work: Sales demands a discount; finance refuses. Interests: sales needs a reference client, finance needs margin. Option: full price plus a published case study.
The Case Study
The Camp David Accords
DocumentedIn 1978, Egypt and Israel reached the Camp David Accords with US mediation over 13 days.
Interpretation: Fisher and Ury cite the Sinai negotiations as an example of reconciling security and sovereignty interests.
Cinema & Story
Thirteen Days (2000)
In high-stakes standoffs, leaving the other side a dignified exit can prevent catastrophe.
The Reading Room
Getting to Yes
Roger Fisher, William Ury & Bruce Patton
The foundational text on principled negotiation.
Further reading: Never Split the Difference — Chris Voss
The Journal · Portfolio output: Conflict resolution map
The Field Experiment · within 24 hours
In your next disagreement, ask: 'Help me understand what matters most to you here.'
The Evening Review
Seek the interest behind the insistence.