1. SAMPLE Train Managers to Negotiate Learn about becoming a member
Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.
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2. Our understanding of the problem
Head of Learning & Development
Get stakeholder buy-in for manager negotiation training.
Prepare and deliver negotiation training.
Evaluate the impact of training.
Continue manager development after training ends.
Entry to mid-level managers in need of training.
Organizations who want to improve managers’ negotiation skills and techniques.
Develop managers’ basic negotiation skills and theory.
Provide managers with a negotiation framework to guide them through a negotiation from start to finish.
Improve managers’ negotiation behaviors.
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3. Executive Summary SAMPLE
Poor negotiation skills create costs and negative impacts on organizations.
Copenhagen Business School has found through studies of 25,000 negotiations, one-third of them fail to reach a decision at all (Jensen, Negotiation is a Leadership Competency, 2013).
Managers are not adequately skilled or trained in negotiating.
Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.
Most managers go into a negotiation unprepared and unaware of the process, which can make it difficult to end a negotiation successfully.
Relationships, topics, and negotiation styles are the overarching themes for every negotiation you enter.
Developing an internal negotiation training program can be time consuming and external training can be costly.
Managers negotiate every day on an informal or formal basis, making the costs of poor negotiation skills add up at a rapid pace.
Improve managers using the Train Managers to Negotiate blueprint.
Educate managers on how to effectively use the importance of relationships, negotiation topics, and styles during a negotiation.
Provide managers with McLean & Company’s negotiation framework to enable them to have a successful negotiation by guiding their actions from start to finish.
Encourage practical application of the training with engaging role play scenarios, self-assessments, and group discussions.
With training, managers negotiate more successfully, contributing positively to the organizational bottom line.
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4. Guided Implementation
McLean & Company offers various levels of support to best suit your needs
Guided Implementation
“Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.”
DIY Toolkit
“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.”
Workshop
“We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.”
Consulting
“Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”
Diagnostics and consistent frameworks used throughout all four options
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5. Use McLean & Company’s two-step process and training deck to successfully train managers in negotiation
1. Prepare to Implement Manager Training
2. Follow Up After Training
Conduct Training
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6. Sample Slides
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7. If you think your organization isn’t losing money due to poorly negotiated deals, think again
Studies show many negotiations are not optimal.
One-third of negotiations fail to reach a decision at all, according to a study by Copenhagen Business School of 25,000 negotiations.
A different study found that negotiators lose up to 42% of the potential value of the transaction by failing to bargain all variables possible. (Jensen, Negotiation is a Leadership Competency, 2013
Microsoft’s acquisition of Nokia was badly negotiated, and very costly:
In 2013, Microsoft announced that it would be purchasing Nokia for $7.2 billion.
By the time the purchase was complete in 2014, the actual purchase price turned out to be $7.9 billion – $7 million more than originally estimated.
Shortly after, in 2015, Microsoft took an “impairment charge” of $7.6 billion as a result of the acquisition, the largest write off in the company’s history.
According to Greg Keizer, this indicated “the company grossly overpaid” for Nokia.
(Sources: Keizer, Trenholm)
McLean & Co. Insight
Consider how many deals your organization negotiates annually. Improving negotiation skills can help minimize potential loss and provide you with gains that are above the potential valuation of a deal.
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8. Topic ● Relationship ● Styles
Each step in the framework requires consideration of the topic, relationship, and styles
Topic ● Relationship ● Styles
The topic that you are negotiating about will impact behaviors.
Depending on the topic or subject area of the negotiation:
You may use different resources to prepare and seek information from different sources.
Exchanging information may require a different tone.
The topic’s importance to you and its outcome also drives your behaviors:
The more important it is, the better you will prepare.
Your relationship with the party that you are negotiating with plays an important role.
A relationship exists whether you have just met the person, or have known them for years.
A close relationship may make preparation and exchange of information easier to do.
A more distant or first time relationship may allow you to bargain more assertively for what you want.
Styles are the behaviors and mindset that you enter into a negotiation with.
These include:
Stalling: No win and no loss.
Forcing: A win for you and a loss for your counterpart.
Conceding: A loss for you and a win for your counterpart.
Compromising: A moderate win and loss for both you and your counterpart.
Collaborating: A full-out win with no loss for you and your counterpart.
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9. McLean & Company Helps HR Professionals To:
Empower management to apply HR best practices
Develop effective talent acquisition & retention strategies
Build a high performance culture
Maintain a progressive set of HR policies & procedures
Demonstrate the business impact of HR
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" Now, more than ever, HR leaders need to help their organizations maximize the value of their people. McLean & Company offers the tools, diagnostics and programs to drive measurable results."
– Jennifer Rozon, Vice President, McLean & Company
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