Adam Galinsky

are equal value or cost to you, but can tap into their different needs and desires that they have. And actually, one of the first consulting projects I ever worked on in my life was back in the mid-2000s out there. I was at Northwestern University of Chicago. There's a little company that you might have heard out that's headquartered out in the suburbs there called McDonald's.

are equal value or cost to you, but can tap into their different needs and desires that they have. And actually, one of the first consulting projects I ever worked on in my life was back in the mid-2000s out there. I was at Northwestern University of Chicago. There's a little company that you might have heard out that's headquartered out in the suburbs there called McDonald's.

You might have heard of them. And so anyway, I was working with them and another professor, Huggy Rao, because they were trying to figure out the fact that they had two different types of workers. They had like teenagers, college students.

You might have heard of them. And so anyway, I was working with them and another professor, Huggy Rao, because they were trying to figure out the fact that they had two different types of workers. They had like teenagers, college students.

You might have heard of them. And so anyway, I was working with them and another professor, Huggy Rao, because they were trying to figure out the fact that they had two different types of workers. They had like teenagers, college students.

And then they had people that were like mothers and fathers who were, this job was actually what they needed to feed their family and to give housing to their family. And so the question is, how do you set up a set of rewards that cost the company the same, but are equally valuable? And so one of the things that we talked about was, well, what do the younger people want?

And then they had people that were like mothers and fathers who were, this job was actually what they needed to feed their family and to give housing to their family. And so the question is, how do you set up a set of rewards that cost the company the same, but are equally valuable? And so one of the things that we talked about was, well, what do the younger people want?

And then they had people that were like mothers and fathers who were, this job was actually what they needed to feed their family and to give housing to their family. And so the question is, how do you set up a set of rewards that cost the company the same, but are equally valuable? And so one of the things that we talked about was, well, what do the younger people want?

Well, they might want money for education. So you could give them as a reward, right? For every six months, we'll pay X amount of dollars towards education. What are older people? Well, maybe they want health insurance, right? To help their family be healthy and safe. And so part of it is we want to think about

Well, they might want money for education. So you could give them as a reward, right? For every six months, we'll pay X amount of dollars towards education. What are older people? Well, maybe they want health insurance, right? To help their family be healthy and safe. And so part of it is we want to think about

Well, they might want money for education. So you could give them as a reward, right? For every six months, we'll pay X amount of dollars towards education. What are older people? Well, maybe they want health insurance, right? To help their family be healthy and safe. And so part of it is we want to think about

things that we can offer and give people a choice and that is probably the single i think biggest thing that i've done in my own research i've shown in negotiations one of the best ways to get the best possible outcome for yourself while leaving the other side satisfied is giving people a choice between different options that are equal value to you

things that we can offer and give people a choice and that is probably the single i think biggest thing that i've done in my own research i've shown in negotiations one of the best ways to get the best possible outcome for yourself while leaving the other side satisfied is giving people a choice between different options that are equal value to you

things that we can offer and give people a choice and that is probably the single i think biggest thing that i've done in my own research i've shown in negotiations one of the best ways to get the best possible outcome for yourself while leaving the other side satisfied is giving people a choice between different options that are equal value to you

And then that allows you to be ambitious or even what some people might call aggressive in your offers because the choice is signaling flexibility, is signaling your desire to reach a deal. That means the other side is going to trust you more. And so you're going to get this great outcome. They almost always don't get a worse outcome. You've expanded the pie.

And then that allows you to be ambitious or even what some people might call aggressive in your offers because the choice is signaling flexibility, is signaling your desire to reach a deal. That means the other side is going to trust you more. And so you're going to get this great outcome. They almost always don't get a worse outcome. You've expanded the pie.

And then that allows you to be ambitious or even what some people might call aggressive in your offers because the choice is signaling flexibility, is signaling your desire to reach a deal. That means the other side is going to trust you more. And so you're going to get this great outcome. They almost always don't get a worse outcome. You've expanded the pie.

Most of it's gone to you, but they walk away satisfied. So choice really matters in the psychology of people.

Most of it's gone to you, but they walk away satisfied. So choice really matters in the psychology of people.

Most of it's gone to you, but they walk away satisfied. So choice really matters in the psychology of people.