Negotiation Skills – Notes for Managers, Coaches and Mentors of Participants


Illumine Training - Parts of the brain

To get the most out of the course, delegates will need to be supported as they start to think and work differently. This page will help managers, coaches and mentors to provide that support. Here you will find:

  • Information about the course
  • What to expect after someone has attended the course
  • Suggestions to help you perform a useful review with the course participant

The Course

This is run as a two day workshop. Here are the key aspects covered:

  • The role of thoughts and beliefs
  • The nature of communication excellence
  • Values and rapport
  • Building relationships and credibility
  • Listening and questioning
  • Influencing styles
  • Why and when we negotiate
  • Preparing for a negotiation
  • Conducting a negotiation
  • Identifying positions – yours and the other party’s
  • Transactional analysis
  • Behavioural ploys, tips and techniques
  • Action planning

What to expect after someone has attended the course

Everyone attends the course for slightly different reasons but they will all have opportunities to use what they learn. Delegates are usually very keen to put their new skills into practice. A little well-directed support and encouragement by manager, coach or mentor can make a big difference. We hope the following notes will help you give that support:

What to expect                                      What you can do 
They will want opportunities to use the techniques learnt on the course.Encourage them to do so and ask the delegates to explain the processes and techniques they are using. Explaining it will reinforce their learning. Part of learning involves allowing people to make mistakes – they may need to practise new skills with colleagues in a safe environment to see how they get on and highlight areas that could be changed.
Delegates will become more aware of how successful their negotiation skills are.Encourage them by focusing at least as much on the things that are good and/or improving, as on areas where further development is needed.

Conducting a review after the course

Many managers like to follow up courses that their people have attended. The style and format of these reviews varies widely so here are some prompts for suggested discussion points:

  • Action Plan – at the end of the course all delegates are encouraged to commit to specific actions to use and reinforce the things they’ve learnt. That action plan is a good start point for a review.
  • Coaching Others – have there been any opportunities to coach others in the use of the techniques or in any of the other things discussed or taught on the course?
  • General – it will be worth going back to the original reasons for attending the course and also review the other notes in this section that describe the course and use them as a prompt for your discussion.

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