NEW ERA NEGOTIATION STRATEGIES Gordon E. Jackson JACKSON, SHIELDS, YEISER & HOLT 262 German Oak Drive Memphis, Tennessee 38018 (901)754-8001 Email: [email protected]
Jan 13, 2016
NEW ERANEGOTIATIONSTRATEGIES
Gordon E. Jackson
JACKSON, SHIELDS, YEISER & HOLT262 German Oak Drive
Memphis, Tennessee 38018(901)754-8001
Email: [email protected]
TRENDS THAT
SUPPORT THE
COLLABORATIVE
NEGOTIATIONS
MODEL
TREND ONE:
THE DECLINE OF
UNIONIZATION
Copyright © 2015 By Gordon Jackson All Rights Reserved
TREND TWO:
THE SHIFT TO A
“MILLENNIUM” DOMINATEDWORKPLACE
Copyright © 2015 By Gordon Jackson All Rights Reserved
MILLENNIUMREALITY CHECK
6000 BOOMERS ARE RETIRING DAILY
MOST MATURES WILL BE RETIRED BY 2020
BY 2020 MILLENNIUMS WILL CONSTITUTE 50% OF THE WORKFORCE
BY 2025 MILLENNIUMS WILL CONSTITUTE 75% OF THE WORKFORCE
76% OF MILLENNIUMS PLAN TO FIND A DIFFERENT JOB AS THE
ECONOMY IMPROVES
75% OF MILLENNIUMS PREFER TO LEARN FROM PEERS RATHER
THAN FROM SUPERIORS
77% OF MILLENNIUMS EXPECT THEIR PERSONAL LIVES TO HAVE
PRIORITY OVER THEIR WORK LIFE
Copyright © 2015 By Gordon Jackson All Rights Reserved
MILLENNIUMREALITY CHECK (CONTINUED)
80% OF MILLENNIUMS SAY THEIR WORK ENVIRONMENT WILL
IMPACT THEM MORE THAN THEIR PAYCHECKS
70% OF MILLENNIUMS ARE UNWILLING TO WORK IN AN
UNPLESANT ENVIRONMENT LONG TERM
61% OF MILLENNIUMS SAY THEIR CURRENT JOB IS JUST A
SPRINGBOARD TO A BETTER JOB
60% OF MILLENNIUMS HAVE ALREADY SWITCHED JOBS AT
LEAST ONCE
40% OF MILLENNIUM WOMEN AND 33% OF MILLENNIUM MEN
SAY THEIR IDEAL CAREER WOULD BE TO WORK FROM HOME AT
SOME POINT IN THEIR CAREER
Copyright © 2015 By Gordon Jackson All Rights Reserved
TREND THREE:
THE PARADIGM SHIFT TO A
SELF-MANAGED
WORK ENVIRONMENT
A “PROCESS CHANGE”Copyright © 2015 By Gordon Jackson All Rights Reserved
“SELF-MANAGEMENT” IS THE PROCESS OF TRAINING AN INDIVIDUAL IN SUCH A MANNER THAT THE INDIVIDUAL WILL KNOW MORE ABOUT THE TASKS THAN ANYONE ELSE, WILL KNOW MORE ABOUT THE SIGNIFICANCE OF THE TASKS THAN ANYONE ELSE, WILL KNOW MORE ABOUT HOW TO PERFORM THE TASKS THAN ANYONE ELSE AND, THEREFORE, IN TURN, CAN MANAGE HIMSELF OR HERSELF RELATIVE TO THE TASKS BETTER THAN ANYONE ELSE.
GEJCopyright © 2015 By Gordon Jackson All Rights Reserved
PARADIGM SHIFT#1 IN THE WORKPLACE
“ELEVATING THE MINDSET OF THE EMPOWERED EMPLOYEE TO THINK
LIKE, ACT LIKE AND BECOME MORE ACCOUNTABLE LIKE
A MANAGER AND LESS
LIKE AN EMPLOYEE”
GEJ
Copyright © 2015 By Gordon Jackson All Rights Reserved
GENERAL MOTORS SENT 99 EXECUTIVES AROUND THE
WORLD OVER AN 8 YEAR PERIOD AND SPENT
ALMOST 4 BILLION DOLLARS TO FIND OUT
THE ANSWER TO THIS QUESTION:
WHY ARE SUCCESSFULCOMPANIES
SUCCESSFUL?
Copyright © 2015 By Gordon Jackson All Rights Reserved
THE ANSWER
“WHEN EMPLOYEES
ARE INVOLVED IN DECISIONS
THAT AFFECT THEM –
THEY SUPPORT THOSE
DECISIONS”
Copyright © 2015 By Gordon Jackson All Rights Reserved
TREND FOUR:
TRANSFORMING FROM THE
PUNITIVE MODEL TO
THE ENCOURAGING MODEL
**********
A “MINDSET” CHANGECopyright © 2015 By Gordon Jackson All Rights Reserved
PARADIGM SHIFT#2 IN THE WORKPLACE
“ELEVATING THE MINDSET
OF THE MANAGER TO THINK
LIKE, ACT LIKE AND
BECOME MORE
ACCOUNTABLE LIKE
A COACH AND LESS
LIKE A BOSS”
GEJCopyright © 2015 By Gordon Jackson All Rights Reserved
HOW TO
BUILD A
COLLABORATIVE
WORK CLIMATE
Copyright © 2015 By Gordon Jackson All Rights Reserved
FIRST BUILDING BLOCK:
SELECT AND PROMOTE
ONLY HIGHLY ENGAGED
MANAGERS
AND
SUPERVISORS
Copyright © 2015 By Gordon Jackson All Rights Reserved
HIGHLY ENGAGED MANAGERS● HIGHLY ENGAGED MANAGERS ARE 480% MORE COMMITTED TO HELPING THEIR EMPLOYERS SUCCEED (MILLENNIUMS RESPOND TO AND, RESONATE WITH, HIGHLY ENGAGED MANAGERS AND MENTORS)
● HIGHLY ENGAGED MANAGERS ARE 250% MORE LIKELY TO RECOMMEND MEANINGFUL IMPROVEMENTS
● EMPLOYEES WHO ARE SUPERVISED BY HIGHLY ENGAGED MANAGERS ARE 370% MORE LIKELY TO RECOMMEND THEIR EMPLOYER AS A GOOD EMPLOYER
● DEFICIENT MANAGERS CREATE EMPLOYEE DISENGAGEMENT AND COST THE U.S. AN ESTIMATED 450 BILLION DOLLARS , ANNUALLY
Copyright © 2015 By Gordon Jackson All Rights Reserved
SECOND BUILDING BLOCK:
ONLY HIRE THOSE
WHO HAVE THE
ABILITY AND DESIRE
TO MEET YOUR
OBJECTIVES
Copyright © 2015 By Gordon Jackson All Rights Reserved
THIRD BUILDING BLOCK:
ELIMINATE
EMPLOYEE
COMPLAINTS
INTERNALLY
Copyright © 2015 By Gordon Jackson All Rights Reserved
THE “SECRET”
“THE ELIMINATION OF EMPLOYEE
COMPLAINTS INTERNALLY”
COMPLAINTSCOMPLAINTSGRIPESGRIPES
GRIEVANCESGRIEVANCESFRUSTRATIONSFRUSTRATIONS
CONCERNSCONCERNS
Copyright © 2015 By Gordon Jackson All Rights Reserved
FOURTH BUILDING BLOCK:FULFILL THE THREE
OBLIGATIONS MANAGEMENT
OWES EMPLOYEES
*********ACCESSIBILITYELIMINATIONEXPLANATION
Copyright © 2015 By Gordon Jackson All Rights Reserved
SETTING THE STAGE FORCOLLABORATIVE NEGOTIATIONS
DEFINE YOUR OBJECTIVES IDENTIFY FOR WHOM YOU ARE BARGAINING WIN THE PUBLIC RELATIONS CHALLENGE PLAY ON YOUR OWN TURF LEAVE YOUR “BIG GUNS” AT HOME SELECT YOUR TEAM CAREFULLY SET THE GROUND RULES DEFER DISCUSSIONS OF KEY ISSUES KEEP THE NUMBERS EVEN IDENTIFY THE POWER PLAYERS
Copyright © 2015 By Gordon Jackson All Rights Reserved
NEW ERA COLLABORATIVENEGOTIATION STRATEGIES
1. DEAL FROM STRENGTH
2. MAKE THE FIRST MOVE
3. CONSIDER PROPOSING MANY THROWAWAYS
4. BE A GOOD HOST
5. TAKE COPIUS NOTES
6. KNOW YOUR STUFF – DO YOUR HOMEWORK
7. FACT CHECK WHAT IS CONVEYED
8. AVOID SIDE ISSUES
9. KNOW THE ANSWERS TO YOUR QUESTIONS
10.USE COMMUNICATIONS EFFECTIVELY
Copyright © 2015 By Gordon Jackson All Rights Reserved
NEW ERA COLLABORATIVENEGOTIATION STRATEGIES….(Continued)
11. AVOID UNRELATED, SENSITIVE SUBJECTS
12. CURB YOUR ARROGANCE
13. INJECT SELF-EFFACING HUMOR
14. USE SMALL-TALK TO BOND
15. USE NAMES FREQUENTLY
16. SHOW CULTURAL RESPECT
17. KILL WITH A SMILE
18. SILENCE IS GOLDEN
19. BE COURTEOUS
20. END EACH SESSION ON A POSITIVE NOTE
Copyright © 2015 By Gordon Jackson All Rights Reserved