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How to Revitalise Negotiations and Close That Deal

Written by Andy Trainer – Tue 25 Nov 2014

You've been here before, the last time you and the client spoke you didn't exactly see eye to eye. Now months of negotiations are at risk and potentially big figures in profit too.

Stop.

Don't make that call. Re-evaluate where you are in negotiations and see what you can take from these killer tips to close that deal.

Negotiations are all about your relationship with the client. If you're seeing your role in negotiations as an opportunity to make money at the expense of the client then you're looking at it all the wrong way. Negotiations are professional relationships. Benefits should and can be mutually profitable whilst retaining a relationship with a client that will last years.

Our Negotiation Skills training will give you the knowledge and tools necessary to be able to conduct any negotiation as a competitive and collaborative negotiation.

Negotiating Skills Closing Deals

A good deal might not revive a bad relationship, but a good relationship can revive a bad deal.

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Herzberg's Two Factor Theory

Written by Andy Trainer – Thu 20 Nov 2014

When you ask any group of workers what motivates them to come to work, at least one and probably most will include 'money' in the response. Pay is a big issue for most people and is certainly a reason why people go to work, even sometimes staying in jobs they don't like. But is it a motivator?

Herzberg's Two Factor Theory suggests that there are two different sets of factors that determine job dissatisfaction and job satisfaction.

Herzberg's Two Factor Theory

Satisfiers/Motivation Factors Dissatisfiers/Hygiene Factors
  • Achievement
  • Recognition
  • Work itself
  • Responsibility
  • Advancement
  • Personal Growth
  • Supervision
  • Working conditions
  • Relationship with supervisor
  • Relationship with peers
  • Relationship with subordinates
  • Salary
  • Company policy and admin
  • Status

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The Johari Window Model and Relationship Management

Written by Andy Trainer – Fri 14 Nov 2014

The Johari Window model, devised by American Psychologists Ingham and Luft during a research period at the University of Los Angeles in 1955, is a behavioural model which aims to boost group relations through individual self awareness and mutual (group) understanding.

The model is a combination of the first names of Joseph Luft and Hari Ingham; they’re remembered over fifty years later which shows what good workplace relationships can achieve.

The Johari Window model is particularly useful in assessing group relations with other parties. Despite being published over fifty years ago, the model is still relevant in the work place today. This is due to current popular workplace emphasis on cooperation, inter-group development, interpersonal development, soft skills, behaviour and the influence of these factors.

The ease of using the Johari Window Model to understand relationships between employees and the employer within the Psychological Contract is an invaluable benefit to businesses.

What Does The Johari Window Mean?

The model is, on the face of it, is as simple as it appears. Its application in the workplace is slightly more tricky, but we’ll get to that later.

The Johari Window Model

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5 Steps to Effective Personnel Management

Written by Andy Trainer – Mon 16 Jun 2014

Effective personnel management is one of the hardest tasks for any manager but it's also one of the most important.

Effective Personnel Management

Managing large teams can feel like a never ending task. The minute you think you have a grasp of the team's availability and capabilities, something changes and it can feel like going back to square one.

You need to approach the different aspects of personnel management in the right order, at the right times, for the best chance of success.

In this post I outline my 5 Steps to Effective Personnel Management. Read through and see how they compare to your processes.

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Why Leadership is Important at Every Level

Written by Andy Trainer – Mon 16 Dec 2013

"Who is your Leadership Skills course aimed at?"

That is the most common question we get asked about leadership training.

The answer?

Anybody who wants to lead in their organisation, from team members up to C-level executives and business owners.

It is a common misconception that leadership is only important for positions of authority.

I think that's wrong and in this post I'm going to explain why leadership is important at all levels of an organisation.

I've also put together some highly simplified graphics to show why I think that leadership at the bottom can often lead to highest level of organisational change.

Leading from the Top

Leadership Pyramid- Leading from the top

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