Negotiation Skills. Coaching Guide. Building Lasting & Profitable Client Relationships

Transcription

1 Negotiation Skills Building Lasting & Profitable Client Relationships Coaching Guide A guide for leaders as they set expectations for training and reinforce the application of new skills in the work environment.

2 Negotiation Skills Coaches Checklist Timing 1-2 Weeks Before Workshop Immediately After Workshop Throughout the 90 Day Observation Period 90 Days After Workshop Coaches Action Steps Read the coaching guide and instructions Distribute workshop registration and pre-work Meet with team member to set expectations (what to expect in training, expectations for action, and how results will be measured) Schedule a meeting for immediately after the training (within 1 week) Conduct a meeting with each team member who attended training Review the course agenda and ask the team member to share what they learned in each area of training Complete a development plan that targets at least three areas for growth Schedule a formal follow-up review meeting in 90 days to share feedback and support development Actively observe performance in relation to the development plan between the time it is created and your formal 90-day review meeting Provide informal coaching and feedback whenever you see an opportunity to do so Conduct a formal review meeting with each team member 90 days after training Discuss progress and share feedback regarding your observations of growth relative to the development plan Distribute the certificate of achievement for Negotiation Skills Revisit the development plan and make changes based on progress Use the development plan as an ongoing coaching tool for performance feedback and growth

3 Negotiation Skills Coaching Instructions Overview The purpose of this workshop is to provide you with the skills and tools necessary to be great negotiators who build strong, lasting, win-win relationships. The focus of this learning experience embraces a philosophy that the negotiator s goal is to help everyone in negotiations come out winners. Every negotiation that has a win-win outcome provides you with the opportunity to build strong and lasting relationships that are based on trust. Effective negotiation skills help us build a profitable and stable business. Coaching Expectations The success of this learning experience relies on local leadership support and reinforcement. Therefore, the leader selecting and sending employees to attend the workshop, is expected to complete the following steps to prepare team members for this experience and reinforce subsequent outcomes and results throughout the region. All leaders sending participants to this training event are expected to complete the following steps: 1. Conduct Pre-Training Participant Meeting Prior to the event, meet with all team members scheduled to attend Negotiation Skills to set expectations regarding participation, commitment, follow through and measures of success. 2. Distribute Participant Pre-work Use the pre-training meeting as an opportunity to distribute participant pre-work. This pre-work helps employees identify what to expect during training and what they need to do to prepare for the experience. Be sure you read the pre-work before this discussion. NOTE: Pre-work is required for course registration, and must be submitted a minimum of one week prior to the event. 3. Conduct Immediate Post-Training Meeting immediately after the training event meet with each team member to discuss the learning experience and set priorities for development. 4. Observe and Measure Success Your role is to observe and support the application of new skills after training. This observation will help you provide valuable feedback to reinforce the ongoing application of skills and team member growth. 5. Conduct 90-Day Post-Training Meeting Schedule and conduct a formal review meeting 90 days after the training to distribute the certificate of achievement and discuss each individual s progress in relation to their priorities for development. See detailed instructions for each of these steps below.

4 1. Pre-Training Meeting Discussion Points This pre-training meeting is essential to the success of the learning event. Leaders that set clear goals regarding what is expected from employees as a result of this investment, experience a higher level of skill application and success. Conduct a pre-training meeting with all attendees to share the following information prior to the training workshop: Training Dates & Timing Date (9:00AM 5:00PM Daily) Identify the Purpose of the Workshop To increase the confidence of every participant by helping him or her gain the skills necessary to represent our business through effective negotiations. Share that the strategy used in this learning process includes sharing key information, several opportunities to practice new skills, and coaching and feedback offered by peers and the instructor. Distribute Pre-work Read and distribute the attached participant prework and registration to identify the primary content that will be reviewed during training. Reinforce an Investment in Success Explain that this training is an investment in our corporate identity, which is visible through the behaviors of every employee. Therefore, participants should come to training prepared to actively participate and accept the responsibility to implement new skills. Take Immediate Action Explain that the training is not an event; rather it is the beginning of a process of immediate action and progress in the region. Set the expectation that all participants will be held accountable to apply their new skills. These skills will be reinforced through a range of measurement techniques, including your own observation and feedback. Measure Results Explain that the learning objectives for this program are written in measurable terms to make it easier to quantify results. We will track participant reactions and immediate retention during the workshop. However, each business leader responsible for selecting participants to attend the training is accountable to measure the active application of new skills by meeting with employees to review their goals immediately after training, and to identify progress 90 days after attending the training. Plan for Follow-up Coaching Meetings Set the expectation that you will be an active part of each team members learning. Identify that you will conduct a formal meeting with each team member immediately after the training to set development goals. You will also observe their performance to provide feedback and support their ongoing application of new skills. In addition, share that a formal review meeting will be conducted 90 days after the training to measure progress.

5 2. Conduct Immediate Post-Training Meeting Our goal is to help each of our team members reach his or her greatest potential. The successful application of new skills relies on employee accountability and leadership reinforcement. Schedule time to meet with each team member who attended Negotiation Skills within one week of the time they return from training. The best time to set goals for development and growth are immediately after the learning experience. Complete the following steps during this meeting: Review the Course Agenda & Discuss Learning Review the course agenda with each team member, asking him or her to highlight what they learned in each area. Introduction to Negotiations The Starting Points Establishing Position Preparation Staying in the Game Creating Win-Win Outcomes Build a Development Plan As you review the agenda and discuss new skills in each area, use the development plan on the following page to help you document growth goals. Work with each team member to identify current negotiation strengths and development opportunities. Guide them to identify at least three new skills they will apply based on what they learned in Negotiation Skills. Schedule a Follow-Up Meeting in 90 Days Reinforce that your role is to support each team member s growth, and share that you will do this through observation and feedback relative to the goals set and documented in the development plan. Provide active feedback on a regular basis regarding progress compared to the set goals. In addition, schedule a more formal follow-up meeting in 90 days to review individual skill development results.

6 Development Plan Name/Title: Strengths 1. Development Opportunities Goals (List 1-3 development goals) Action Steps (List the steps you will take to accomplish development goals) Measurement (State how you will know that you have met your development goals) Support (List any support needs required)

7 3. Observe and Measure Success Building a development plan that targets priorities for growth helps you know what to watch for in terms of skill application and change. Use this plan to guide you as you actively watch for behaviors that demonstrate new skills in the areas defined on the development plan. Plan for Observation Keep the development plan active by watching for changes based on the defined priorities. Observe Successes Observe performance and take notes regarding the specific successes you identify relative to priorities defined in the development plan. Observe Challenges Observe performance and take notes regarding the specific challenges you identify relative to priorities defined in the development plan. Prepare to Share Feedback Feedback can be shared informally on a day-to-day basis and is an ongoing process. In fact, it can be more valuable to the team member if you share feedback in a timely manner or as close to the point of observation as possible. In addition to ongoing feedback, your 90-day meeting is an opportunity for you to more formally acknowledge growth and make suggestions regarding performance goals as a result of Negotiation Skills.

8 4. Post-Training Meeting Discussion Points Our goal is to help each of our team members reach his or her greatest potential. The successful application of new skills relies on employee accountability and leadership reinforcement. Your follow through to conduct a formal review meeting with each team member 90 days after the learning event will directly reinforce the application of effective negotiation skills, and will ultimately impact business results. Review the following information during this meeting: Identify Successes Work with team members to discuss their successes and key accomplishments relative to each area of focus represented on their development plan. Share Feedback Regarding Observations Ask each employee to share their thoughts about what they have experienced in the last 90 days. Use your observation notes to share specific examples of new skills applied and share your feedback as appropriate. Remember, feedback is an ongoing process, so it can be provided informally whenever you see an opportunity to do so. Identify the Application of New Skills Ask the team member to identify changes they have made in their role or new tools they have applied as a result of attending Negotiation Skills. Distribute Certificate of Achievement Recognise team members for completing Negotiation Skills by presenting a certificate of achievement. Certificate(s) will be sent directly to you in time for distribution during this formal review meeting 90 days after training. Coaching is about demonstrating your own leadership skills. Following this process to support team member growth demonstrates your commitment to follow through and the results we want to achieve with this program. If you have any questions regarding these instructions or this coaching guide, please contact Karin Johanek at [email protected]. Thank you in advance for your leadership support, and for your ongoing commitment to the success of training programs offered in the Asia Pacific region.