In today’s work environment, employees need to influence and collaborate with others over whom they have no formal authority. These collaborations may take place with employees, peers, and leaders at every level within their organization, as well as with others outside of their organization, including customers, suppliers, or those with whom a mutually satisfying agreement is needed. Strong collaborating and influencing skills are needed to ensure that managers have the ability to handle difficult issues and situations in a way that creates mutually satisfying agreements.
Getting to Yes: Influencing for Optimal Results™ (GTY) help managers become better influencers and, ultimately, negotiators. It is based on the concept of Principled Negotiation, a method that offers managers an efficient process for reaching optimal business agreements that are satisfying to both parties while strengthening professional relationships.
Program Outcomes
Getting to Yes gives managers a proven approach for turning face-to-face confrontation into side-by-side problem-solving. This established program enables individuals to create mutually satisfying agreements that lead to optimal results for both parties. It also provides a variety of tools that can improve relationships between collaborating parties.
Learning Approach
Wilson Learning believes that learning must be transferred to day-to-day work practices. To achieve this, Getting to Yes includes components and activities that enhance Participant Readiness, Learning Transfer, and Organizational Alignment.
Participant Readiness prepares participants and managers for the overall learning experience:
- Pre-workshop communication and assignment
Learning Transfer design embeds practice and use of new skills. The learning can be flexibly delivered as a:
- Two-day face-to-face, application-oriented workshop (one-day option also available)
- Modular workshop, delivered over nonconsecutive days to allow application between sessions
The face-to-face workshop can be taught by a Wilson Learning facilitator or by an organization’s own leader-trained in-house professional.
Organizational Alignment ensures the organization supports the use of the new skills:
- Post-learning reinforcement activities available for both the manager and participant
As a result, participants will continue to apply the skills and tools learned long after the learning event is completed.
Enabling Improved Performance
Getting to Yes includes various performance application, reinforcement, and support tools, such as application exercises, planners, electronic reinforcement tools, performance checklists, etc. These tools ensure that participants can hone newly acquired skills and behaviors upon returning to work. Involving managers early on and training them to coach for Principled Negotiation is critical to successful program implementation.
To discover how we ensure learning is reinforced and applied for improved performance, read more about our Learning Journeys.
Evaluation
Organizations that implement Getting to Yes have access to specially developed measurement and evaluation tools. Getting to Yes customers receive a Negotiation Strategizer that helps managers integrate Principled Negotiation and collaboration skills into everyday negotiations and track the actual impact of their efforts. Some organizations review the planning tool and results regularly at management meetings. This has the benefit of keeping the Getting to Yes approach in the foreground and reinforcing its use.
Wilson Learning will partner with your organization to measure the initial behavioral changes and business results. We will work with you to set up evaluation systems that help improve outcomes and sustain the momentum of your implementation.
To learn more about measuring the impact of learning, visit Measurement.
Negotiating to YesTM is a version specifically designed for sales professionals.
