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Train Managers to Negotiate

Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.

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  • Keld Jensen, CEO MarketWatch Centre for Negotiation, Author, Professor, Advisor, and Speaker on Negotiation
  • Ann Frost, Associate Professor at Organizational Behavior, Ivey Business School
  • Adelle Popolo, Retired Management Consultant
  • Kristi Hedges, CEO The Hedges Company, author of the Power of Presence
  • Michael Dickstein, Dickstein Dispute Resolution/MEDiate
  • Dave Chalmers, Management Consultant
  • Anonymous, Government Services

Your Challenge

  • Poorly handled negotiations can add up to detrimental costs for an organization. Copenhagen Business School has found, through studies of 25,000 negotiations, that one-third of them fail to reach a decision at all.
  • As the source of learning and development for the organization, HR is relied upon to address negotiation training for employees involved in negotiations, including managers.
  • Negotiation training can be expensive to administer, time consuming to create, and difficult to put together in a comprehensive manner that will impact participants in the training session.

Our Advice

Critical Insight

  • Negotiation occurs every day, yet most people don’t know how to develop a negotiation strategy.
  • Most managers go into a negotiation unprepared and unaware of the process, which can make it difficult to end a negotiation successfully.
  • Relationships, topics, and negotiation styles are the overarching themes for every negotiation you enter.

Impact and Result

  • Cost savings from the delivery of McLean & Company’s comprehensive and impactful training deck.
  • With training, managers will contribute to the organizational bottom line as a result of successful negotiations, and will improve their own productivity and work environment because of more confidence in their ability to bargain.
  • Decrease in cost and increased revenue growth from better negotiated deals.

Research & Tools

2. Follow Up After Training

Gather training feedback to determine the success of the training program and design follow-up initiatives.

Guided Implementations

This guided implementation is a two call advisory process.

Guided Implementation #1 - Prepare to Implement Manager Training

Call #1 - Discuss training objectives and review finalized training materials to ensure the organization’s internal practices are well represented and the training material will be impactful.

Guided Implementation #2 - Follow Up After Training

Call #1 - Review metrics to determine training success and discuss follow up initiatives to reinforce the concepts addressed during training.

Onsite Workshop

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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Prepare to Implement Manager Training

The Purpose

  • Select organizational and departmental metrics for negotiation training.
  • Customize manager training deck to be ready for training.
  • Plan out all aspects of the training day. 

Key Benefits Achieved

  • Baseline metrics are selected.
  • Manager training deck has been customized to the organization.
  • Aspects of the training day have been determined.




Establish high-level training objectives.

  • Defined objectives and goals for the negotiation training initiative

Set benchmark metrics and take baseline measurements.

  • Baseline measurements documented

Review content and customize training material.

  • Customized manager training deck

Plan out training material.

  • Determined the logistics of the training and planned out aspects of the training

Module 2: Follow Up After Training

The Purpose

  • Create a timeline and criteria for follow up to determine ongoing success of training program.

Key Benefits Achieved

  • Timeline for both manager behavior and metrics follow up is created and criteria is set.




Prepare to follow up on manager behavioral change and impact on the business.

  • Designed and set a timeline for training follow-up initiatives and set follow-up criteria