How to Formulate a Request to Maximize Collaboration.

The 4-step model: Facts, Emotions, Need, Request.

Knowing how to formulate a request effectively is key to avoiding conflict and fostering collaboration.

A structured four-step model can be helpful in both professional and personal settings. The process is as follows:

1) Facts: Start the conversation by presenting objective, verifiable data, never opinions or generalizations.

2) Emotions: Next, express how those facts make you feel, always using the pronoun "I" to take responsibility for your feelings.

3) Need: Explain the underlying need that is not being met because of these facts.

4) Request: Finally, make a clear and concrete request for what you would like to see changed.

This communication framework transforms a potential complaint into a constructive request.

Practical example: addressing the problem of lateness

Imagine that a colleague is repeatedly late.

An ineffective and accusatory approach would be to say, "You're always late, it's unacceptable!", which would generate a defensive response.

Applying the 4-step model, the conversation would be very different.

Fact: "On Tuesday, the meeting was at 9:00 and you arrived at 9:10.

On Wednesday, the appointment was at 2:00 p.m. and you arrived at 2:15 p.m. Are we in agreement?".

Because they are based on hard facts, it is difficult to contradict them.

Emotions: "When this happens, I feel that the team's time is not respected".

Need: "It is important to me that we maintain an atmosphere of punctuality and mutual respect.

Request: "That is why I ask you to be on time for meetings from now on".

This approach is much less confrontational and more collaborative.

The power of validating the agreement and exploring the causes of refusal.

After making the request, the final and crucial step is to validate the agreement by asking, "Is this possible for you?"

This question is powerful because it transforms the request into a voluntary commitment; getting a "yes" increases the likelihood that the person will follow through, as people tend to be consistent with their own statements.

If the answer is "no," instead of insisting or arguing, the correct strategy is to explore the causes of the refusal.

Questions such as "Is there an obstacle preventing you from being on time?" open a dialogue to uncover possible underlying problems that we