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Archive: Jan 2019

  1. Top 5 business skills needed in negotiation

    We may now live in a tech-driven, fast paced digital business environment but the ability to negotiate is an art that continues to add great value. Negotiation has an impact on everything, from the employment deal that you get as an individual through to what you can achieve for the business or a specific client. One study found that UK businesses lose £9 million per hour from poor negotiating skills, so being an effective negotiator is something that most employers value highly.

    Essential negotiation skills

    1. Confidence

    If you understand what you’re trying to achieve – and why – then it’s much easier to walk into a negotiation and be confident. With a confident approach you’ll be more persuasive, less easily swayed and more able to get the results that you’re hoping for. A confident negotiator is far more likely to be successful than someone who isn’t quite sure what their end goal is or whether it’s really worth achieving.

    1. Being able to create a mutually beneficial situation

    The very best negotiators know how to come out of a discussion making all parties feel like they have won something. Although the popular idea of being effective at negotiation is to wipe the floor with an opponent, in reality this can shut down the potential for future ongoing relationships. Aggression and a refusal to compromise are not effective negotiation tools – it’s the ability to make everyone happy while a achieving a goal that is so prized.

    1. Looking beyond traditional negotiation situations

    While there are some obvious scenarios in which negotiation is essential – in deals on behalf of clients, for example – the true art of negotiation is to be able to apply it to a much wider range of situations. Great negotiation involves clear communication, which is essential in many workplace situations, whether you’re carrying out a management role or helping to set the ground rules for what is expected of a new hire. Listening is another key negotiation skill that goes beyond the boardroom, as is the ability to find resolution where two views are at loggerheads.

    1. Applying the impact of negotiation to the bottom line

    Negotiation does not happen in isolation – if you’re able to strike a great deal with suppliers or new clients it’s important to understand how this will directly impact the financials of the business. Part of being a great negotiator is being able to see how what you achieve in discussions will have a wider ranging financial impact.

    1. Respect

    It may be easy to lose sight of the need for respect in the heat of the moment at the negotiating table. However, remember that it’s important those you’re speaking to walk away with a positive impression of you or they won’t want to deal with you again. Be firm, stand your ground when necessary but don’t add bullying and aggression to your negotiation skill set if you want to be really effective.

    Being a great negotiator is a key skill that can be learned. Once you’ve mastered it you’ll be an invaluable asset to any employer. Sign up for our Negotiation Skills Course today to find out more.

  2. Understanding discipline and grievance in the workplace

    When problems arise with employees in the workplace this can lead to complex situations that are difficult to resolve. It’s rarely, if ever, simply a case of saying “you’re fired.” In fact, doing that can end up being costly for the business if an employee has not been fairly treated during a disciplinary and, consequently, dismissal process. Whatever the sector, every organisation needs to ensure that key people understand discipline and grievance in the workplace.

    Discipline vs. grievance – what’s the difference?

    Disciplinary procedures in businesses are essentially there to provide a roadmap if something goes wrong in the relationship between employer and employee. That could be poor performance or bad behaviour. Grievance procedures give employees the opportunity to raise issues that they are experiencing, whether that’s a feeling that they are being bullied or a lack of support.

    Why are discipline and grievance procedures so important?

    They provide a structured way in which problems can be aired and discussed and (hopefully) a resolution found. With a disciplinary procedure, in the worst case scenario, the process will also set out clear steps that lead to dismissal. Given the pressures and the wide range of different people in any workplace, issues are likely to arise at some point. What is crucial is to ensure that there is a process in place for these issues to be dealt with fairly and objectively before bigger problems arise.

    Why have disciplinary and grievance procedures?

    Both employees and management understand the process of dealing with issues<
    Problems can be dealt with swiftly and aren’t given the opportunity to escalate

    • Employees feel like their voice is being heard where there is a grievance procedure in place to tackle problems
    • When employees are encouraged to speak up early they are less likely to sit on issues that could later become much larger and more complex
    • Employees know that they will all be treated the same in specific disciplinary situations
    • Law or regulation may require that the business has disciplinary and grievance procedures in place
    • Both employees and managers know where they stand and what the process is to bring a situation to a resolution
    • Using a structured process can lead to a quick and effective resolution via a series of transparent steps that ensure legal compliance
    • Without the right procedures in place, the business could end up paying out compensation to employees who have not been fairly dealt with

    Working with disciplinary and grievance procedures

    It’s crucial to ensure that both disciplinary and grievance procedures are clearly laid out and easy to follow. Employees should be able to access the relevant information easily and know where to find it for reference. Training may be necessary, both for employees and for management. This will not only make it easier for everyone to use the procedures in place but will ensure that they are properly followed so that time consuming and costly mistakes can be avoided.

    Disciplinary and grievance procedures are an essential part of managing the relationship between employer and employees. Find out more by booking your place on our Understanding Discipline and Grievance course today.

In-House Training with PTP

PTP stands for Practical Training for Professionals and our aim is to make our training as practical as possible so delegates can return to the workplace with skills they can implement immediately. PTP now delivers training to over 40% of the FTSE 100.

What you get for your money

What is 1-to-1 training?

1-to-1 training can be based on any of the 100 plus courses that PTP provides, it includes an initial telephone conference of up to 1 hour, a 1/2 day (3.5 hours) on-site one to one training session at your premises with one of PTP's expert trainers and then a further telephone conference call of up to an hour within 2 weeks of the on-site visit.

You have the option of a line manager being involved in both telephone conferences, the second telephone conference which can be for feedback and action planning is generally scheduled during the on-site visit.

Who does 1-to-1 training suit?

Individuals taking on a new challenge or responsibilities. Professionals who want a trusted "sounding board" and thinking partner. Executives or managers who want to enhance their leadership effectiveness to achieve organizational and career success. Executives and professionals wanting to compete successfully but still retain balance in their life. Individuals who want to understand their blind spots so that they don't stand in their own way on their path to success. Executives and Professionals who want to improve their interpersonal skills so as to be more effective with bosses, peers, subordinates, or people in general. How much does 1-to-1 training cost?

A 1-to-1 training session costs from as little as £400 + VAT and will include an initial telephone conference of up to 1 hour, a 1/2 day (3.5 hours) on-site training at your premises and then a further telephone conference call of up to an hour within 2 weeks of the on-site visit.

What is U-Choose?

Choose from any of the 150 plus courses that PTP provides, and choose from 1 of our 50 plus UK wide training venues. You must book for 2 or more delegates and at least 4 weeks in advance, but that’s it, the course you want where you want it. The reason we ask for a minimum of 4 weeks notice is to enable us to market the course you have scheduled to other companies and organisations. However, if we fail to sell any additional places we guarantee to run the course just for you.

How much does U-Choose Training cost?

U-choose costs the same as our normal open courses i.e. the normal delegate rate. This includes lunch and refreshments throughout the day, framed certification and comprehensive training notes. A U-Choose booking can only be confirmed once we receive payment which can be made via credit/debit card, BACS or cheque. Payment is due at least 4 weeks before the date you request. Please note to be eligible for U-Choose you must book a minimum of 2 delegates on the same course & date.