وقتی یک ذینفع در مذاکره خاموش میماند، معمولاً نشانهای از مقاومت، عدم اطمینان یا ناراحتی است. مکث و تأیید احساسات مشهودش فضا را برای بازگشت او به گفتگو باز میکند. برخی کارهایی که میتوان به سادگی انجام داد: 1. فشردن دکمه پاز و یا کاستن از سرعت حرکت مذاکره: جملهای مثل «احساس میکنم این مسیر مناسب نیست، نظرتان چیست؟» میتواند به او احساس شنیدهشدن حرفهای نزدهاش را بدهد. 2. بازگشت به سطح تفاهم مطلوب: تغییر موضوع به نقطهای مشترک یا مثبت با هدف ایجاد همدلی 3. بازگشت به اهداف مشترک: تأکید بر ارزشهایی که هر دو طرف دنبال میکنند. به باور من در اینجا موضوع، اجرای فلان تکنیک نیست بلکه ایجاد فضای گفتگوی آزاد و به اشتراک گذاردن دغدغهها برای فردیست که نمیخواهیم زمانی که ما حضور نداریم برای سرانجام رابطه تصمیم بسازد.

Cultural differences can strongly influence the course of negotiations, especially when one of the parties prefers silence instead of open discussion. In some cultures, a long pause is a sign of respect and consideration, in others it is a way to avoid confrontation. If an interested party disconnects, it is important not to ignore the situation. In such cases, it is important to involve a mediator who can help identify the reasons for the silence and continue a productive dialogue. The longer the silence persists, the more difficult it is to restore trust and find a solution. A quick conflict resolution is important for any team, as prolonged disagreements undermine working relationships.

in dealing with situations where a stakeholder is silent during negotiations, an approach that emphasizes the value of human capital is essential. to break the ice, we need to create an atmosphere that supports open communication, where each party feels valued and heard. using mediation techniques that focus on conflict resolution can help identify the needs and interests of each party. in the long run, building trusting and respectful relationships among team members will create a more collaborative environment, making it easier to resolve future issues and improve overall organizational effectiveness.

I would approach the issue with a lot of caution aware that I am dealing with a fellow human being and he remains a suspect until proved guilty. As a Christian, I would be guided by Galatians 6:1 which says: "Brothers, if someone is caught in a sin, you who are spiritual should restore him gently. But watch yourself, or you also may be tempted." I would take the following Steps: - Investigate the suspicion. - Document my findings. - Approach the affected member with the facts. - Seek to understand why the Team member was involved in the act. - Suggest ways of remedying the situation including restitution. - Help the Team member to reform and retain him in the Team. Thank you. Rev. Muendo J. Touching Lives for Christ and for Life.