In part 2, we discussed both the negative and positive effects Suggestology can have in the work place plus a description of the Japanese system and how a slightly modified version was applied to American Industry with very positive results.

In particular, we discussed in great detail, employee contributions to Japanese companies by use of the 'Suggestion Box'! In this article, we will explore various considerations and methods by which such a system might be applied in the American work place.

Making Suggestions - Important Points To Consider:

One of the most important points to consider is, 'the day of the week'! Mondays and Fridays should be avoided at all costs! On Mondays, everything that was put off the past Friday comes to the fore plus, most likely, a lot of new things to consider!

By Friday, most people are 'stressed out' and are counting the hours to the weekend, not a good time for new considerations, even if they are very good ones!

Tuesdays may be O.K., depending on existing work load, but Wednesdays are by far the best as there is always a somewhat feeling of relief - 'Hump Day', at last! Thursdays can be acceptable at times but that depends on weather or not, one's 'Target' is feeling 'harried' or just 'coasting along'.

If the 'Suggestion Box' method is used, then there is no problem as the main Middle Manager who is responsible for this will most likely have allocated adequate time for this activity.

However, if this is a 'how and when' question in approaching a superior, then several more things must be considered! ('Time' has already been considered - Wednesdays are the best!).

Enticing the 'Target':

Like in a good game of chess, tactics must be well thought out! One of the best approaches is to make the 'Target' think that he or she thought about or at least, 'considered' your idea before, (even if its a lie! - Sneaky, but it works!)

Example: In general conversation; "Remember a couple of months ago when we all got together informally and 'Blue-Sky'd' some ideas, etc., etc. etc, - - -?

No astute Middle Manager would ever want to admit, 'not knowing about', - - -!

Its a matter of prestige and ego! Also, use body posture, gestures, and voice intonations that reflect those of your 'Target', (people like to 'see themselves', especially corporate managers!). Now that you have 'broken the ice', there are some even more important points to consider!

The Preferred Mode of Reception:

Each of us has a 'Preferred Mode of Reception'! It is either' Visual', 'Audio', or 'Tactile'!

A 'Visual' receptive person prefers pictures and diagrams, something he or she can see! 'Visual' receptors usually do not like detailed and lengthily presentations but prefer to 'look at' and 'visualize' the concepts. 'Visual' receptive persons give them selves away with sayings like: "I see what you mean!"; "I get the picture!"; "That looks good to me!"; "Beautiful!!"!

'Audio' receptive persons most often shun pictures and diagrams which they find complicated and confusing and prefer detailed and lengthily verbal presentations so as to get and absorb all of the facts - something to think about! They give themselves away by saying such things as: "That sounds good to me!"; "I like the sound of that!"; "That sounds like a winner!"; "Tell me more about that!".

"Tactile' receptive persons prefer 'gadgets' and 'toys', things he or she can get their hands on and manipulate and 'play with'! They like to 'feel' how things work, take them apart, and put them back together again! They usually say things like: "Let me play around with that idea!"; "I really want to get a handle on that!"; "That feels good to me!"; "Let me handle that a little!".

If you have the opportunity, look at your 'Target's' office! The "Visual" receptive person will have all kinds of pictures and diagrams all over the walls. The 'Audio' receptor will have a vast number of file cabinets and often have a tape deck with a box full of lectures. The 'Tactile' receptor will have an office full of 'gadgets' and 'toys'.

Armed with this knowledge, you now know the most effective and receptive way to present your idea or suggestion! However, there are exceptions. If you must present your ideas to a group, keep in mind that you may be presenting your subject to a group of various assorted receptors. In this case, it would be best to use a 'Power Point' presentation composed of all three methods.

How To Get To 'YES' In A Hurry:

In this day and age, we live in a World where 'Diplomacy' and 'Negotiation' have become everyday, common 'buzz words'! We have Union, Corporate, Political, National, and International, (and even 'spousal'), negotiations! - the list is endless. The 'Big Question' then becomes, "How does one 'WIN' !". What constitutes, 'Winning' or 'Being A Winner'???

For there to be any real 'Winner', every person involved must gain something! 'All for Me and Nothing for You!', just does not work!. Therefore, for any real 'Diplomacy' or 'Negotiation' to really work, all those involved must discuss all of the issues that are in everyone's 'best interests'! Taking rigid, entrenched positions leads only to 'temperamental deadlock'! Then a third 'arbitrator' is required! If the 'arbitrator' cannot break the 'deadlock', the situation just deteriorates and everyone remains 'stalled' on 'dead center'! Nothing is resolved! In International situations, if this condition is sustained long enough, it usually leads to 'WAR'! History is full of this! (The current situation in the former Nation of Yugoslavia in Kosevo is a good example of this!)

The 'bottom line' to all of this is that no matter what type of negotiations one is involved in, always pursue 'mutual best interests'! Taking a rigid or entrenched position will only lead to 'gridlock' and get the situation nowhere!

Hopefully, this presentation will have given our readers some positive directions in solving the all to often problems that confront each and every one of us, sometimes, on a daily basis.

In Part 4, we will move on to the often controversial subject of Hypnosis, its uses, advantages and disadvantages.

NOTE: Reading references will be provided when this article is completed.

Dick Udell