Archive for the ‘Negotiation Skills Training’ Category

Negotiation Skills – Failure Is Not An Option

Friday, October 26th, 2012

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What if you are negotiating and failing is not an option?  What do you do?

Listen in as Anne Warfield, CEO of Impression Management Professionals shares a negotiating tip for you!

Helping leaders present and negotiate strategically to achieve the highest level outcome.

Impression Management Professionals helps leaders communicate with strategic maturity using the Outcome Thinking Methodology through Presentation Skills, Negotiation seminars and keynote presentations.
Located in Minneapolis, MN

Your Body Speaks Volumes, But Do You Know What it is Saying?

Wednesday, August 15th, 2012

Just the other day a sales person told me she would do whatever it took to make me happy and that really ticked me off! Why would that be? Shouldn’t I be thrilled that she was offering to do whatever it took to make me happy? No, because the words didn’t match her body language. As she was telling me she would do whatever it took to make me happy, she had her hands on her hips, her legs spread apart and was looking down at me. It really came off as, “you really are being a pain lady so what does it take to get rid of you?” This salesperson will probably not realize why she lost a customer. Always remember that a person will listen more to your body language than to your words spoken!

You see, over 65%-90% of every conversation is interpreted through body language. We react more to what we think a person meant than to the words that are said. So you need to think about whether your body language matches the words you are saying. If a person tells you “you are doing a great job” with a big smile on their face and a relaxed body, you will probably believe them. On the other hand if a person says “you are doing a great job” and their teeth are gritted, they have a half smile and a stiff body , you will be confused as to what they really meant after they walk away. Most likely you will feel that you are actually not working up to par, but you will not be sure why.

Continue Reading…

 

Anne Warfield, www.impressionmanagement.com

 

A Fatal Mistake that Can Kill Your Negotiation

Monday, June 25th, 2012

Have you ever been so prepared for a negotiation and then all of a sudden, people are at each others throat, you feel yourself back against a wall and all you wonder is…what went wrong?

One of the number one mistakes when coming in to a negotiation is not that people are unprepared but that they are over prepared and locked in to their own thinking.  Literally you have drank your own Kool-Aid on why you should get what you are asking for that you are blindsided when they come at you with an angle you didn’t think of.

In Vince Flynn’s book Kill Shot he writes, “the natural mistake was to get so caught up in your situation that you failed to analyze the motives, maneuvers, and talent of your opponent.”

Before building your negotiation, build your opponent’s negotiation first.  This will you in three specific ways:

1. It will cause your brain to “unlock” its hold on assumptions and opinions easier so you focus on facts more.

2. It will cause you to become less emotionally tied to your side

3. It will help you build a more holistic and centered negotiation that brings clarity to the outcome you desire to achieve.

Take Action:

Look at an upcoming negotiation or conflict situation.  Think through everything from the other person’s perspective, remaining positive about their reasons.  See how it shifts what you think and how you would say things with this new insight.

Learn more about negotiation skills training and how we can help you achieve the best outcomes .

Leadership Skills – How to Build Your Bench Strength of Leaders

Wednesday, June 13th, 2012

Want to know how good your leadership bench strength is?  There are actually two quick indicators to help you do that.  Just answer yes or no to these questions:

1. I want you think about your team of leaders, if something happened to one of them, do you have someone in your company that right now you could promote to that role?

2. Does your company currently fill most (75% or more) of leadership positions from within or do you hire from the outside?

If you answered, no to either of those, your company does not have a great training program for leaders that is developing them to the next level.  So what does that mean to your bottom line?

In a 2011 Global Leadership Research Project, it was found that companies with strong development efforts demonstrated significant growth in market capitalization over time22 percent–while those with weak leadership efforts saw a decline in market capitalization of 23 percent.

So, in other words, your development of your leaders or lack of development has a whopping 45% impact on your company’s bottom line.  So training your leaders is not only helpful but essential to your bottom line growth.

The trick is what you need to teach them in order to solidly grow your leaders.  Here is what are some of the key ingredients you need to ensure your leadership development program grows your leaders:

1. Create a culture where training is seen as a firm commitment on your calendar, not a, if you can fit it in.  Companies that have it built in to the performance reviews, have senior management involved in the training and hold it as sacred as client meetings are the ones that see the best results.

2. Make sure your training helps people individually explore and discover, not just what to do, but also what they are thinking or believing that is BLOCKING them from taking the appropriate action.  It doesn’t matter how often you tell a person or how logical what you tell them is, if they don’t really believe what you are saying or they hold a believe that is counter to it.  People will ALWAYS act in accordance with their beliefs.

3. Make sure your training programs integrate and create a culture that is clearly defined, felt and has strong principles connected.  Each training program should be designed, not to fix a problem, but to build a long-term solution of thinking and action that creates collaboration, creativity and confidence for your leaders.  One of the things clients love about our Platinum Program is that all of the programs use the Outcome Thinking Methodology so they can use the concepts for negotiations, presentations, coaching, conflict resolutions, and critical thinking.

4. Get all leaders on the same page with the same training.  I am amazed always by companies that “patch” their training by sending individuals to multiple programs on the same topic but don’t have all of their leaders going to the same program.  In other words, it would be like drafting a football team and stating that since they all were trained previously by their other teams, they don’t need the same coaching book to work out of.  Yes they do.  They need to speak the same language so they build a culture that is honest, hard-working and efficient as a team.

5. Build in some tests and hard points that really make people face up to how they are performing as a leadership team.  We have the ART of Communication Test that shows leaders exactly how their group of leaders sees them in 13 critical areas that relate to Accountability, Respect and Trust.  It is very eye opening for someone to rate themselves as a 10 on something and then to find out the other leaders see them as a 2 in that area.  Because we have built a solid base of trust, it really allows the leaders for the first time to get an in-depth accurate view of themselves, what blocks them and what they can work on to perform better.

6. Build in some internal mentoring and external coaching.  The internal mentoring causes leaders at all levels to start being responsible for each other.  The external coaching helps leaders to see where their talents are and what they need to do to become even more valuable to the team.  It also helps them to get some objective guidance when they are too emotional connected to a problem.

7. Build in peer accountability.  In all of our Platinum Programs we help leaders develop alliance, not only with the SLT or the leaders above them, but to each other.  Once people know that training is not an “event’ but rather a committed application of the learning, it chances how the group supports each other and holds each other accountable.

Take Action:

Step back and evaluate how solid your leadership development training really is.  If you aren’t promoting a lot from within, you are most likely not developing your leaders.  If you read this blog and you feel ready to raise your hand, call us to find out more about what we can do to help you develop the talent of your leaders to create solid bottomline financially for your company.

Learn more about the Outcome Focus® Leadership Development Training by contacting Paul Cummings at 952-921-9421

Leadership Development – What Can You Do To Make Constructive Criticism More Palatable

Wednesday, May 23rd, 2012

So as a leader it is your job to mold, shape and coach your team.  So why is it so hard to give constructive criticism.

Ironically it has been found that we often dislike those whom we’ve hurt.   This means that if you have a person on your team that you really like it is far easier for your brain to keep wanting to give that person chances rather than criticize them.  Once you move to criticize them, for your brain, it moves the person toward the dislike side and that doesn’t feel good.

So how do you marry the need to give criticism with the realization that your brain may then move you toward disliking the person?

The most important thing is to SHIFT how you view criticism and why you criticize.  I literally now think of criticism as my INVESTMENT in that individual and a sign of my belief that they can make change happen.  This shift in how I see my role changes how I share the feed back and how I coach them through the feedback.  I am now more invested in helping them achieve results than I am in delivering the feedback and making sure they understand my point of view on it.

Here is your take action for the day:

Take a situation you may have avoided in the past.  Look at it through the lens of your belief in that person and what good things they can do.  Your job is to help them move past this one thing and reach their full potential. Now go and talk with them in the spirit of helping them to make change rather than the spirit of helping them understand what they did wrong and why you are frustrated.

Learn more about the Outcome Focus® Leadership Development Training by contacting Paul Cummings at 952-921-9421