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Step 1: Prepare. Step 2: Include a contract in the request for proposal (RFP). Step 3: Simplify vendor evaluations. Step 4: Establish negotiation procedures.
A Clear Description of the Product or Scope of Services: A Vendor Agreement should always contain a clear and detailed provision describing the specifics of product or the services being provided. Deliverables: A vendor agreement should also describe what, if any, deliverables will be provided under the agreement.
Define the scope, specifications and service levels. Have a clear and workable acceptance mechanism. Be clear about payment. Include protection in case the customer does not pay. Keep an eye on the clock. Clarify who can terminate, for what, and what happens on termination. Limit representations and warranties.
Break the negotiation into parts. The "I'm only asking for what's fair" approach. The Getting to Yes approach. Take control. Prioritize, prioritize, prioritize. The "offer-concession" strategy. Question rather than demand. Find points of agreement and end on a positive note.
Don't be afraid to ask for what you want. Shut up and listen. Do your homework. Always be willing to walk away. Don't be in a hurry. Aim high and expect the best outcome. Focus on the other side's pressure, not yours.
From these patterns of communication, five distinct negotiation styles have emerged: competing, collaborating, compromising, accommodating, and avoiding. Negotiators often fall into one or more of these five styles whether they are trying to reach an agreement or resolve a conflict with multiple parties.
There's three basic styles - three basic default types to negotiation, and each has an advantage. Ultimately the best negotiator incorporates the best of all three. Assertive (aggressive), Accommodator (relationship oriented) and Analyst (conflict avoidant) are the types.
Kenneth Thomas and Ralph Kilmann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating. This is based on the assumption that people choose how cooperative and how assertive to be in a conflict.
Five styles for conflict management, as identified by Thomas and Kilmann, are: competing, compromising, collaborating, avoiding, and accommodating. Businesses can benefit from appropriate types and levels of conflict. That is the aim of conflict management, and not the aim of conflict resolution.
A competitive negotiation style follows the model of I win, you lose. Competitive negotiators tend to do whatever it takes to reach their desired agreement even when it comes at the expense of another person or entity. They are results-oriented and focused on achieving short-term goals quickly.
Competitive approaches align with the process of distributive bargaining, which result in win-lose outcomes. A competitive approach to conflict tends to increase animosity and distrust between parties and is generally considered destructive.
How to Master Negotiation provides individuals with a guide of how to prepare themselves and others for a variety of negotiations; ranging from instantly recognisable transactions, such as deal negotiations, to the more intricate organisational and interpersonal negotiations that often give rise to conflict.
Effective verbal communication. See our pages: Verbal Communication and Effective Speaking. Listening. Reducing misunderstandings is a key part of effective negotiation. Rapport Building. Problem Solving. Decision Making. Assertiveness. Dealing with Difficult Situations.
Be Prepared. Preparation is the first step to negotiating successfully. Your Goals. Consider Alternatives. Don't Sell Yourself Short. Take Your Time. Communication is Key. Listen Carefully. Explore Other Possibilities.
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