Define your departure negotiation strategy to get what you want
Introduction
It looks pretty obvious and yet so few people think it through seriously, meaning that people often forget to do for themselves what they do for their company as part of their job description.
Well, this is very important as once you have defined where you want to go (objectives), you then have to define how you will go there (strategy) and finally an action plan (tactics), particularly when these talks are long and complex (or both).
So, what are the main strategies?
- Long term vision
- Bring you counterpart to dialogue
- Adopt a line of conduct in every circumstance
- Be one step ahead of events
- How defining this strategy?
- Do you have the good strategy?
- Let’s go! The action plan.
Coaching to define your departure negotiation strategy and find a satisfactory agreement with your employer
Let’s have a glance on the first 2 for the purpose of this article.
Long term vision
First of all, a thorough context analysis will be the backbone of the scenario which should roll to settle your case and reach your objectives. This could be summarized in one or two sentences as if you were to present a movie to someone who has not seen it.
For example: “I’m going to get the maximum possible in my hiring with the company interest in mind as a leverage and not only my strict revenue perspective”.
Among possible strategies, always choose the one you “feel” best and which also contains risks. Of course, the best strategy will be the one you have scripted and that your counterpart plays thinking he/she is in the driving seat!
The “long term” in question here is the vision you must have of how your situation will be after this negotiation, in other words it’s about making a mental jump ahead in time and backtrack on what must be done (or not), said (or not), or obtained or avoided, to reach this future situation.
Bring you counterpart to dialogue
Whatever the negotiation at hand (hiring, leaving, internal move), the objective is always to bring your counterpart to the negotiation table.
For a hiring, the strategy may target to make the company want youand to create a favorable ground to discuss your hiring conditions.
As for a move or a departure, the objective might be to unlock a blocked situation or balance the ratio of powers or prevent a toxic situation to occur.
Conclusion
In any case, this means a deep and thorough analysis for your conscious to be as clear as possible about the situation and what you want on your side and also the other side of the table.
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