Negotiation Workshops For Teams

In business and life, the best outcomes go to the best negotiators. Most people think negotiation is about winning. It's actually about understanding. What separates good deals from great ones? It's not aggression. It's not manipulation. It's not who talks loudest. It comes down to mastering the human side of the exchange. Here's the path that works: 1. Prepare Like You Mean It Research goes beyond Google. Understand their pressures, their goals, their challenges. Knowledge becomes helpful when used with care. 2. Open With Real Connection Forget the power plays. Start with curiosity and respect. The tone you set in the first 5 minutes shapes everything that follows. 3. Explore What's Underneath People fight for positions. But they negotiate for reasons. "I need a better price" might really mean "My boss needs to see I'm adding value." Find the why behind the what. 4. Trade Value, Create Value The best deals aren't zero-sum. Look for ways both sides can win. Sometimes what costs you little means everything to them. 5. Close With Total Clarity Handshakes aren't contracts. Document what you agreed to. Confirm next steps before you leave. Ambiguity kills more deals than disagreement. The biggest mistake I see leaders make? They negotiate like it's combat. But the best outcomes come from collaboration. When you're across the table, remember: 👂 Listen more than you speak ❓ Ask "Help me understand..." when stuck ⏸️ Take breaks when emotions rise 👟 Know your walk-away point before you sit down Your style matters too. Sometimes you need to compete. Sometimes you need to accommodate. The magic is knowing when to shift. Success isn’t given. It’s negotiated. But how you negotiate determines whether you build bridges or burn them. Choose wisely. 📌 Save this for your next negotiation. ♻️ Repost if this helps you (or someone on your team) negotiate. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

Persuasion isn’t about being right. It’s about making others see value the way you do. Great leaders don’t force decisions - they inspire alignment. If you want to turn resistance into support, here are 8 proven strategies for mastering the art of persuasion: 1️⃣ Embrace Carnegie’s Way The timeless principles of influence: ↳ Show genuine interest in others. ↳ Avoid criticism - focus on solutions instead. ↳ Make people feel important. 2️⃣ Follow Monroe’s Sequence Use this 5-step method to persuade effectively: 1. Attention: Capture their interest immediately. 2. Need: Address their challenges. 3. Satisfaction: Provide a compelling solution. 4. Visualisation: Show them the outcome. 5. Action: Make the next step easy and clear. 3️⃣ Build a Trust Triangle Trust is built through: ↳ Promises: Keep your word. ↳ Expertise: Share your proven results. ↳ Authenticity: Show up as your real self. 4️⃣ Use the Mirror Method Create instant rapport by mirroring others’ energy, tone, and behaviour. People are naturally drawn to those who reflect their own style. 5️⃣ Master the Science of Influence Use 6 key triggers to build trust and influence: 1. Reciprocity: Give before you ask. 2. Scarcity: Highlight urgency and what’s at stake. 3. Authority: Let your expertise speak for itself. 4. Consistency: Align your message with shared values. 5. Liking: Build genuine rapport. 6. Social Proof: Show how others are already on board. 6️⃣ Develop a Network Strategy Organise your relationships into three tiers: ↳ Power 25: Your closest, high-impact connections. ↳ Key 150: Broader influential network. ↳ Outer Network: The wider circle you can call on when needed. Start by focusing on strengthening your core group. 7️⃣ Incorporate the Aristotelian Triad Balance Credibility, Emotion, and Logic in your messaging.  A persuasive argument speaks to the head and the heart. 8️⃣ Apply the Stakeholder Matrix Map out the people who hold the most power and influence in your network. Prioritise your efforts to connect with those who can have the biggest impact on your goals. When you apply these 8 techniques, persuasion stops being about “winning” and becomes about building trust, creating connection, and alignment. -> Who’s the most persuasive person you know? What’s their secret? ♻ Share this with your network to help them master persuasion. ➕ Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

You don't have to be in a formal leadership position to influence change and improvement. Influence comes from building a shared purpose and anyone can do this! Let's say you’ve spotted a way to make things better, faster, or smoother at work. You know this change could really help, but when you bring it up, the team pushes back or doesn’t seem interested. ⚠️ It’s easy to get frustrated or try harder to win people over. But pushing hard usually backfires. ❗ So instead, shift your focus to shared purpose and cooperation. 👉Let’s take a common example: the weekly team meeting. 👉The problem: you see issues with meetings- they run over, lack focus, and don’t result in clear outcomes. Here's a suggested response to influence improvement... 1️⃣ Ask Questions That Spark Reflection Get your team to reflect on the current meeting process by asking: ❓ “How do you feel about our weekly meetings — are they a good use of our time?” ❓ “What parts of our meetings feel most productive, and what parts feel like a time drain?” ❓ “Do we always leave meetings knowing who’s doing what?” (This will get people thinking...) 2️⃣ Highlight shared goals. Link your idea to something the whole team values: ❓ “I know we all want to have more time for focused work. What if we could cut our meeting time in half and still get everything done?” (Now, the focus isn’t on your idea — it’s on solving a shared problem) 3️⃣ Invite Ideas and Feedback Rather than presenting a fixed solution, co-create it: ❓ "I've made a suggestion but that's just one option- what ideas do you have?” (When the team helps shape the solution, they’re more invested in making it work) 4️⃣ Start Small and Test Together Propose trying a small, low-risk change, taking into account all suggestions: ❓ “How about next week, we try a 30-minute meeting with a strict agenda and clear action points documented? We can see how it feels, adjust if needed, and then try out other ideas?" (Small tests reduce the fear of change and show that you value collaboration) 5️⃣ Celebrate Progress as a Team If the new approach works, recognize the team effort: ❗ “Our meeting was only 30 minutes, and we still got through everything! ❗ “It’s great to see us using our time more effectively. Let’s keep this going.” You could apply these 5 steps to influencing any kind of change or improvement....oh and don't forget to be prepared, use data and work on those communication skills! What do you think? Could you try this to help build your #influence skills? Do you have any tips from your own experience? Leave your comments below 🙏

The single biggest problem in communication is the illusion it has taken place.”   — George Bernard Shaw   And that illusion is exactly why your negotiation breaks down.   Not because of the supplier,   But because legal, procurement, and commercial all think they're on the same page when they’re not.   The real breakdown happens inside your own team.   You don’t see it in the meeting.   You see it in:   – Misaligned counters – Last-minute objections – Contracts stuck in limbo   Everyone’s moving. But not in the same direction.   These 5 check-ins fix that.   They’re short. They’re simple. And they keep the deal from falling apart behind closed doors.   Check-in #1: Before kickoff   Ask: → Who’s driving the deal? → What’s non-negotiable for each function? → How are we handling trade-offs?   Without this, the friction starts before the first call.   Check-in #2: After the first supplier call   Ask: → Did we give away leverage? → Did they test boundaries? → Are we still aligned internally?   This is the first fork in the road. Ignore it, and misalignment grows.   Check-in #3: When terms land   Ask: → What matters vs. what’s noise? → Where will legal and commercial clash? → What’s our negotiation posture now?   You’re either coordinated or negotiating with each other.   Check-in #4: Before countering   Ask: → Are we telling the same story? → Is the counter strategic—or reactive? → Do all teams back this move?   Disagreement here weakens your hand out there.   Check-in #5: After close   Ask: → Where did we lose time? → What helped us move faster? → What should we do differently next time?   No review = no improvement.   Strong negotiation isn’t just external strategy.   It’s internal clarity.   Start with these 5 check-ins. Speak as one team...or don’t speak at all.   Send this to someone on your team who needs to read it... Before your next negotiation begins. -------------- Hi, I’m Scott Harrison and I help executive and leaders master negotiation & communication in high-pressure, high-stakes situations.  - ICF Coach and EQ-i Practitioner - 24 yrs | 44 countries | 150+ clients   - Negotiation | Conflict resolution | Closing deals 📩 DM me or book a discovery call (link in the Featured section

Mapping Leadership Cultures Into Negotiation Styles Most people see this Harvard Business Review model as a guide to leadership. But what if we translate it into negotiation understanding? That’s where things get truly interesting. This framework helps us predict how different cultures approach negotiations: whether they move fast or slow, whether decisions are made collectively or by the top person, and whether everyone gets a voice or hierarchy rules the table. Egalitarian vs. Hierarchical Egalitarian cultures (Denmark, Netherlands, Sweden, Norway) In negotiations, everyone speaks up. Titles matter less, and transparency is expected. If you skip over a junior team member, you might lose credibility. Hierarchical cultures (China, India, Saudi Arabia, Japan) Negotiations defer to authority. The key is finding the actual decision-maker. Respecting hierarchy is not optional—it’s how you earn trust. Negotiation takeaway: Egalitarian: share data openly, involve all voices, build collaboration. Hierarchical: show deference, be patient, and identify the true authority early. Top-Down vs. Consensual Top-Down (United States, UK, China, Brazil) Fast, decisive negotiations. Leaders expect concise proposals and quick decisions. “Get to the point” is the unspoken rule. Consensual (Germany, Belgium, Japan, Scandinavia) Negotiations are longer, structured, and process-heavy. Group alignment is essential before any commitment. Negotiation takeaway: Top-Down: summarize clearly, highlight outcomes, respect authority. Consensual: provide detail, allow time, and accept multiple review cycles. Quadrant-by-Quadrant Negotiation Styles Egalitarian + Consensual (Nordics, Netherlands): Flat, inclusive, data-driven talks. Slow, but highly durable outcomes. Egalitarian + Top-Down (US, UK, Australia): Pragmatic, fast-moving, with empowered decision-makers. Hierarchical + Top-Down (China, India, Russia, Middle East): Power-centric negotiations. Once leaders agree, things move quickly. Hierarchical + Consensual (Japan, Germany, Belgium): Structured and rule-bound. Decisions are slow but thorough and binding. Practical Advice for Negotiators Map the culture first. Use the model to locate your counterpart before talks begin. Adjust your pace. Push for speed in top-down cultures, slow down in consensual ones. Respect authority. Don’t bypass hierarchy in one culture or ignore inclusivity in another. Real-World Example When negotiating in Germany (consensual + hierarchical), you need: Detailed NegoEconomic calculations. Technical experts at the table. Patience for several review rounds. In contrast, in the United States (egalitarian + top-down): Present financial wins upfront. Keep it concise and bottom-line focused. Expect a quick decision from empowered managers. Final thought: Culture isn’t just a backdrop to negotiation. It shapes how deals are made, how trust is built, and how value is captured. The smartest negotiators map culture first—and strategy second.

📢 Why do Some Employees Hesitate to Speak Up? It’s Not Just Personality 🛑 Picture This In a regional strategy meeting, Raj, a marketing specialist from a high power-distance culture, notices several gaps in the campaign plan. However, he remains quiet, waiting for his manager to invite his input or provide clear instructions. In his culture, deference to leadership is a sign of respect. Meanwhile, his manager, accustomed to a low power-distance environment, runs the meeting with the expectation that employees will proactively share their ideas. As a result, important insights are missed, and the project moves forward without critical improvements. 🤔 Cultural Differences Matter 🚧 When power distance is high, employees defer to leadership, waiting for direction. 💬 When power distance is low, employees expect shared decision-making and open discussion. The impact? ❌ Employees from hierarchical cultures hesitate to challenge authority. ❌ Leaders from egalitarian cultures struggle to engage hierarchical team members. ❌ Critical conversations remain one-sided, limiting real change. Leaders who don’t recognize this crucial cultural difference may unintentionally exclude those from cultures where hierarchy is deeply ingrained. Over time, teams struggle with miscommunication, low engagement, and a breakdown in collaboration.   💡 Four Strategies to Bridge the Power Distance Gap 1️⃣ Adapt Your Leadership Style A one-size-fits-all approach won’t work. ✔ In high power-distance cultures, provide clear structure and guidance while gradually encouraging participation. ✔ In low power-distance cultures, foster open dialogue and collaborative decision-making. 2️⃣ Set Clear Expectations Make it known that every voice matters by explicitly stating: "We expect everyone to contribute ideas in meetings. Your perspective is valued." 3️⃣ Use Anonymous Input Channels For employees hesitant to challenge authority publicly, offer anonymous surveys, private feedback channels, or one-on-one check-ins with leadership. 4️⃣ Coach Leaders to Be Cultural Translators Train managers and supervisors to: 🔹 Recognize when hierarchy is shaping team dynamics 🔹 Invite participation in ways that align with cultural norms 🔹 Create psychologically safe spaces for open discussion 📌📌 When leaders recognize and bridge cultural differences like power distance, they create workplaces where every voice feels heard and valued. Building true inclusion isn’t just about inviting participation—it’s about ensuring everyone feels safe and empowered to speak. #InclusiveLeadership #CulturalCompetence #GlobalTeams #TeamHierarchy __________________ 💡 Turn Cultural Differences into Your Team’s Competitive Advantage! Ready to build a culturally competent team? Let’s work together to turn cultural differences into strengths! 🎁 Click the link on my profile to book a complimentary session and discover how we can empower your team to thrive globally. 

Most VCs think negotiation is about tactics. About the perfect one-liner. About playing hardball. → Wrong. Negotiation is “strategy, not spontaneity.” It’s about: - Knowing the value of what you bring to the table - Reading the room before anyone says a word - Winning trust while securing terms that matter Here’s the framework to change that: 1️⃣ Know Your BATNA (Best Alternative to a Negotiated Agreement): → Before stepping into the room, map out: - The worst deal you can accept. - Your fallback options. Why? Because the side with the best alternative always has more leverage. 2️⃣ Research Like Your Deal Depends On It (It Does): → Dive deep into: - What the other party values most (not always money). - Their constraints, needs, and goals. - Use this to frame your pitch as their solution – not a favor. 3️⃣ Start With Questions, Not Offers: → Ask, don’t assume: - What are their non-negotiables? - What challenges are they trying to solve? -Great negotiators listen more than they talk. Why? - The more you understand, the more power you have. 4️⃣ Anchor High – But Stay Flexible: → Set the tone with a strong opening offer. -But always leave room for collaboration. - A rigid stance kills deals faster than a bad offer. 5️⃣ Use Silence as a Tool: → Say your piece – then pause. - Silence creates tension and forces the other side to fill the gap. - Often, that’s where the real value lies. 6️⃣ Focus on the “Win-Win” (But Don’t Lose Sight of the Math): → It’s not just about closing the deal. → It’s about securing terms that work ‘today and 5 years from now.’ Negotiation isn’t luck. It’s a system. Thoughts? #startups #negotiation #deals #capital

The real world out there sometimes gives interesting insights. The current global dynamics has led me to think about the art of negotiations. Something people in #procurement and #contractmanagement often have to deal with. So let’s dive into power driven negotiations. They are doomed to fail. Negotiation is an art form that requires a delicate balance of strategy, empathy, and communication. While power-driven negotiations—where one party seeks to dominate or control the outcome—might seem effective in the short term, they often fail to deliver superior results in the long run. Here’s why: Power-driven negotiations will erode trust between parties. When one side uses its leverage to extract concessions, it can lead to resentment and a breakdown in relationships. Trust is a cornerstone of successful long-term partnerships, and without it, collaborations can quickly unravel. While power tactics may yield immediate benefits, they often come at the cost of long-term value. Negotiations that focus solely on winning at all costs can overlook the potential for creative solutions that could benefit both parties. This short-sighted approach can result in missed opportunities for innovation and growth. Organizations that consistently engage in power-driven negotiations risk damaging their reputation. Other businesses may become wary of entering into agreements, fearing aggressive tactics and unfair treatment. A tarnished reputation limits future opportunities and partnerships. Power-driven negotiations often kills collaboration and innovation. When parties are focused on asserting dominance, they may overlook the value of working together to find mutually beneficial solutions. Collaborative negotiations, on the other hand, foster an environment where creativity and innovation can Negotiations based on power can lead to increased conflict and disputes. When one party feels marginalized or coerced, it can lead to ongoing disagreements and legal battles. These conflicts can be costly, both financially and in terms of time and reputation. For negotiations to yield superior results in the long run, a balanced approach is essential. This involves understanding the needs and interests of all parties, fostering open communication, and building trust. By prioritizing collaboration over domination, businesses can create sustainable partnerships that drive success and innovation. Power-driven negotiations might offer a quick win, they rarely provide the foundation for enduring success. Embracing a more balanced and collaborative approach can lead to richer, more rewarding outcomes for all involved. However in the real world as in the corporate world showing personal success is something that hampers as people want to show a victory. That that victory might be hollow and empty in the future is unfortunately usually not their problem as they have moved on. #negotiation #collaboration

As an executive recruiter partnering with senior leaders, I see firsthand that establishing true win-win relationships is essential for retaining top talent. Much like contract negotiations, successful hiring and ongoing engagement rely on both parties feeling their needs are met and respected. Leaders who approach team members with an abundance mindset—believing there’s enough opportunity, recognition, and growth for everyone—foster an atmosphere of trust and security. Pairing this with active listening, where genuine leaders consider feedback and humility, encourages people to speak up and feel valued. I’ve noticed that organizations serious about these principles consistently keep their top performers engaged for the long haul. Building a win-win culture isn’t idealistic—it’s a practical strategy for sustainable leadership success.

Influence isn't about volume. It's about impact. Here's what actually matters: Everyone's fighting to be the loudest voice in the room. But the most powerful people? They understand something different. True influence isn't measured in decibels. It's built in moments when others lean in to listen. 15 quiet power moves that command any room ⚡️ 1) Pause before responding ↳ Let silence create weight. Your words land harder when they're intentional. 2) Ask the question no one else will ↳ "What are we not discussing here?" shifts entire conversations. 3) Lower your voice during key points ↳ People instinctively lean in when you speak softer, not louder. 4) Use their name when making important points ↳ "Bill, this is crucial..." creates instant connection and attention. 5) Reference previous conversations ↳ "Remember when you mentioned..." shows you listen and value their input. 6) Acknowledge tension in the room ↳ "I'm sensing some hesitation..." addresses what everyone feels but won't say. 7) Ask for their perspective first ↳ "Help me understand your view..." before sharing yours builds trust. 8) Use strategic silence after making a point ↳ Count to three. Let your words settle before moving on. 9) Speak to one person at a time in groups ↳ Direct eye contact makes everyone feel individually heard. 10) End statements with certainty, not questions ↳ "This is what we need to do." Period. No uptalk. 11) Address concerns before they're voiced ↳ "Some might think this won't work because..." shows you've thought it through. 12) Thank people for specific contributions ↳ "Your insight about timing changed my perspective..." builds loyalty. 13) Redirect with gentle authority ↳ "Let's focus on what we can control..." guides without dominating. 14) Use precise language, not filler words ↳ Replace "I think maybe we should..." with "We need to..." 15) Save your strongest point for last ↳ End with impact. They'll remember how you left them feeling. The loudest person gets attention. The most intentional person gets respect. Choose respect. It lasts longer ✨ Which quiet power move will you try in your next meeting? -- ♻️ Repost to help your network command respect without raising their voice 🔔 Follow Dr. Carolyn Frost for more on building authentic influence