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5 Tips for Maximizing Your Wireless Phone Savings
Here are a few tips for making sure you get the best deals when shopping for wireless services for your company. 1. Wireless services remain unregulated, so the buyer who is the best at negotiation wins the best rates. 2. Don't be afraid to ask...
Become a Better Negotiator and Avoid Arguments
Ever noticed the outcome of an argument between two people or
groups with contradicting views? Was there really a winner? It
is important to come to some kind of understanding without
burning bridges with the other party.
If you're on the...
Debt Negotiation Vs. Debt Management
Debt negotiation and debt management/consolidation both help
consumers pay off their debts through two different approaches.
Each affects your credit score, payoff period, and taxes
differently. Before choosing either options, be sure...
"Land For Development" Things To Think About!
From the desk of Colm Dillon ... Author "Residential Development Made Easy For your development project to be successful every element must be planned carefully. Buying land for development is just one intergal part of that planning process;...
What you need to know about debt negotiation on credit cards
Debt negotiation on credit cards is often referred to as credit card debt settlement. Whenever you make a credit card payment- or even pay your utility bills- it usually gets reported to one- or all- of the three main credit agencies. This...
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Beyond Management Coaching: When Things Are Getting Out of Control
Leaders and Managers often ask us, ‘What do you do when you have tried to coach and counsel an employee about a performance concern, and the employee has not responded?
Unfortunately, we see far too many cases where the leader hasn’t, in good faith, tried to coach the employee or to put the leader’s concerns into words. Often, leaders look for a quick fix alternative to what is perceived as a difficult and painful confrontation.
We have also learned from first-hand experience that management coaching is not a one-shot effort. It takes regular ongoing discussions and experiences to achieve the level of support and cooperation needed. When you have truly exhausted all your good-faith efforts to coach an employee into change, you have the right to move to the next best alternative, a coaching based solution.
In certain situations, employees have grown accustomed to and dependent on heavy authority in the workplace, or they just don’t feel attached to the job or organization. We are not advocating that the leader wait for someone to pass out a permission slip to try a different approach; rather, the leader should tell the employee that the management coaching approach hasn’t worked and it is time to take a different path. Probably the best thing a leader can do is literally call a time-out, pull back, and reexamine the entire interpersonal/working contract or agreement with the employee. The leader needs to reconsider the basic assumptions and understanding about the employee’s role and terms of employment in the organization. This is a major renegotiation effort.
It is very possible that the job demands or personal expectations and objectives of the employee or leader have changed
sufficiently that a real pressure point has been created in the leader/employee relationship. Remember, a social contract between a leader and employee works as long as there is “mutual consent and valid consideration” for both parties. If a new agreement and shared vision of common goals can be reached, then a new state of leader/employee stability and equilibrium will be achieved. If not, the leader and employee should begin to explore and plan a way to separate effectively.
Some leaders say they can’t get along without the employee. No problem – you simply need to look for creative ways to restructure the employee’s job or reassign or retrain the employee to cut your losses and limit your exposure. You may consider “down-sizing” the employee’s role to fit the needs of the situation.
Another strategy is to pursue a path or formal disciplinary or probationary action. Obviously this is riskier; it may be a path of no return in the sense that cultivating a healthy relationship in a climate of hostility and possible resentment, anger, and embarrassment over disciplinary action is difficult. You may be forced to pursue this path to the unpleasant end of a separation, the ultimate challenge for any leader.
The other thing you may consider is to take two aspirin, grin and bear it, and go on lots of short vacations.
About the Author
If you would like to learn more about CMOE’s 27 years of management coaching research and experience, please contact a Regional Manager at (888)262-2499.
To learn more why organizations such as Pfizer, Chevron, Texaco, Samsung, and others have chosen CMOE please visit their website.
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| Negotiation - Wikipedia, the free encyclopedia |
| The first step in negotiation is to determine whether the situation is in fact a negotiation ... The book's approach, referred to as Principled Negotiation, ... |
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| Global Trade Negotiations Home Page |
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| Principled Negotiation |
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| Apache Content Negotiation |
| Apache's support for content negotiation has been updated to meet the ... Apache 1.2 supports 'server driven' content negotiation, as defined in the ... |
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| JobStar--Salary Negotiation Strategies |
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| Negotiation Articles |
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| PON Clearinghouse |
| Welcome to the Program on Negotiation Clearinghouse, a resource center for people interested in learning and teaching about negotiation and alternative ... |
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| :: Negotiations Affairs Department :: |
| Information on the issues, history, developments and positions regarding Palestinian-Israeli peace negotiations. |
| www.nad-plo.org |
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