Negotiation Skills For Managers Using Time, Information, Power If you understand the theory behind different approaches, and how to decide which one is most useful, the process is easier for the manager to write and more meaningful for the employee UCLA Administrative Management Group Thomas Nykiel, Chief Financial Officer Institute For Pure And Applied Mathematics

Goals For This Presentation Apply these skills next week Build enthusiasm for studying Field of Negotiation (Herbert Cohen) Memory mnemonic T.I.P. Time, Information, Power Embrace Power as a neutral tool; Know the types of Power Negotiating Up, HR/Managers saying not allowed Improve Salary Negotiating Compliance is a given. UC AMP 2017

What is Negotiation? “…the field of knowledge that focuses on gaining favor of people that we want things from.” (Herbert Cohen) We want –money, justice, prestige, freedom, status, love, security, and recognition Some know better than others how to get what we want “You are about to become one of those people!” Compliance is a given. UC AMP 2017

Power Neutral Tool (objections-manipulative/amoral ends) President Lyndon Johnson Competition, Recognition, Risk Taking, Morality, Rewarding or Punishing, Credibility, Precedence, Teamwork, Commitment, Resources The two should be the same—be clear. Don’t be afraid to tell the truth, don’t be afraid of the reaction. UC AMP 2017

Competition Recognition Risk Taking Types of Power Core functions : JD, what makes the job relevant, if vacant, what functions MUST be covered by someone else Class scheduling Project v core job objectives UC AMP 2017

Morality, Knowledge of Needs Rewarding or Punishing Types of Power Morality, Knowledge of Needs Rewarding or Punishing Credibility, Expertise Core functions : JD, what makes the job relevant, if vacant, what functions MUST be covered by someone else Class scheduling Project v core job objectives UC AMP 2017

Precedence - wage increase, fairness (Global Entry Program) Types of Power Precedence - wage increase, fairness (Global Entry Program) Teamwork Commitment, Persistence Core functions : JD, what makes the job relevant, if vacant, what functions MUST be covered by someone else Class scheduling Project v core job objectives UC AMP 2017

Resources Lyndon Johnson Example as a Secretary Types of Power Budget, Space, Recognition (Prestige, Access, Flexible Time, SWAG) Lyndon Johnson Example as a Secretary Core functions : JD, what makes the job relevant, if vacant, what functions MUST be covered by someone else Class scheduling Project v core job objectives UC AMP 2017

Time 11th hour is when most action/concessions occur (Congress, Taxes, Students) If I know your deadline and you don’t know mine… Deadlines more flexible – IRS April 15th Patience often a virtue If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Information Is power Start early gathering information Not a grand inquisitor, but humble human being Past encounters…assistants, customers, colleagues Build two-way trust Don’t spring surprises! If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Information at UC Rules, regulations, policy and procedures Exceptions – go higher up Use Science, Principle Investigator, Academic Content when dealing with Central Accounting Offices If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Opposition Idea vs Visceral Opponents Idea opponents – addressed on a factual level Creative problem solving can take place Visceral opponent – emotional adversary, disagrees with your POV and you as a human being! Avoid creating visceral opponents Attacking “face” If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Opposition Power of our attitude – “I care, but not that much” Mind over matter Not judging actions/motives of others Trust, Compromise vs. Win-Win If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Salary Negotiations Save to the end Gather information through-out People who conduct self well during salary negotiations are treated better through-out Express enthusiasm, offer is modest compared to the value I will bring Not greedy If the form fits the job well, it’s easy to write the review. Because it speaks to the job. With a narrative form, it’s writing a paper. If the Objectives are clear, there isn’t much to write. If the core responsibilities of the job form the objectives, even easier. You get to go over the JD at the same time. If the competencies are clear (no more than10, and should be relevant) and clearly understood, using them is easy. Same with performance factors. Computer generated forms Most important is to make the form work for you. Even if you have a standard form that you have to use, look at it and see how you can adapt it. Decide that you aren’t going to use all the performance factors, if you find them redundant, just make sure that the ee knows in advance what is important to you. Consider giving them a list with definitions when they are hired. Sometimes a performance factor for one job is a core objective for another: dependability or self management, i.e. getting to work on time; UC AMP 2017

Practice, Practice, Practice Be honest with self, go for it! Preparation Practice, Practice, Practice Be honest with self, go for it! Don’t miss opportunities UC AMP 2017

Time, Information, Power (TIP) Gain enthusiasm for Negotiation Summary Time, Information, Power (TIP) Gain enthusiasm for Negotiation “You Can Negotiate Anything” Herb Cohen, Bantam Books UC AMP 2017

Tom Nykiel, UCLA, tnykiel@ipam.ucla.edu Thank you! Summary Questions? Tom Nykiel, UCLA, tnykiel@ipam.ucla.edu Thank you! UC AMP 2017