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So there you are settled comfortably in your work routine and along comes the inevitable winds of change. Your current manager leaves the company or gets promoted and suddenly a new sheriff is coming to town. We all know that any time there is a personnel change within a company, the entire system and everyone in it is going to be affected. There are steps that both the new manager and the employees can take and thought processes that can be adopted to make the transition a positive one. Having been both an employee and a new manager I would like to share what I have learned.

The incoming manager is likely to be just as apprehensive about taking over a new department as the employees are about getting a new manager. If the new manager has been promoted from within the company there may be resentment and jealousy within the department that will have to be resolved. The new manager may now be managing someone with whom they are friends. Being accused of favoritism toward an employee may be a concern. If the new manager is an outside hire, then he or she could be uneasy about working for a new company where they may not know anyone and are not entirely sure of what lies ahead for them.

From the employee’s standpoint, they have become accustomed to the way the departing manager operated. The employees and the manager found ways of functioning together that worked well for everyone. The employees may not have always agreed with their manager, but at least they knew what to expect. They may be concerned that the new boss will change procedures and they will have to learn new procedures that may not work as well. They may be worried about the management style of the new boss and how they will all get along together.

Now, let’s take a step back and look at this from a little higher vantage point. The new manager and the employees have a few important things in common… They are all human. No one is perfect. This situation is equally stressful for the employees and the incoming manager.

A new manager would be wise to begin their new position by taking time to learn everything they can about the current procedures and how the department interacts with other departments. I also recommend that they interview each employee they will be managing. Get to know them and find out what they like and don’t like about the way things have been done in the past. Be aware of the employees’ need to be respected and valued. They are apprehensive about you and the changes you might make. If not under pressure from upper management to do so, don’t make any changes for at least 30 – 60 days. Making changes too quickly can be counter-productive. If you were promoted from within the company and there are jealousy or resentment issues among those who now report to you, it is best to address those issues immediately so they do not become exacerbated and cause problems within the department.

As employees, it is easy to get seduced by the “story” of a new manger coming in and turning the whole department upside down. Thoughts of that nature lead to feelings of being victims with no control over the outcome. In most situations, it is the way we choose to think about something that creates the outcome. Think of your new boss as an opportunity for positive change and brush away thoughts of negativity on the subject. Ask your co-workers to work together to make the new manager feel welcome. I encourage you to remember that the new manager is a human being just like you. Even if they don’t show it, he or she may be feeling out of place, uncomfortable and a little unsure of themselves. Treat them with kindness and respect. If the new manager is an outside hire, offer to give him or her a tour of the building. As a group, ask the new manager to meet with you and tell you his or her objectives for the department. Find out what is important to him or her and make sure that gets done. As an employee, one goal is to help make the manager’s job easier by doing what is supposed to be done when and how it needs to be done. Keep in mind that when an employee makes a mistake, the manager is the one on the front line with upper management. Maintain your integrity at all times. Do not become a “yes” man or woman, just be honest and supportive of your manager. Help your manager to achieve his or her goals and you will have a strong advocate when it comes time for a salary increase or promotion.

In closing I will add that there is one thing we can all count on… nothing will ever stay the same. Every cell in our body, every molecule in the universe is in a constant flux. If we try to stand still, we are likely to get left behind. So welcome change, embrace it and find out what it is here to teach you.

Recommended Reading: Who Moved My Cheese? by Dr. Spencer Johnson

In the sales profession, not everyone you interact with will be an ethical negotiator. And a difference in standards can potentially cause serious problems in the negotiation process. Some people enter negotiations with no interest in forging mutually beneficial agreements. These types are only interested in getting what’s good for them, and they don’t mind abusing other people in the process; they play hard ball. So if someone won’t meet you on your level, you need defense tactics that will keep you from getting steamrolled.

When you meet with someone at the bargaining table who doesn’t want to play fair, you can protect yourself without trickery or manipulation. Use the four following defense tactics to prevent an unethical negotiator from swindling you out of a mutually beneficial sales agreement:

Defense Tactic #1: Maintain Your Standards

If a person approaches negotiations aggressively out of ignorance, you may be able to win them over eventually. Most people don’t really want to make enemies; they just fear being cheated. If you can demonstrate to them that you’re interested in a fair deal, they will usually drop the aggressive routine and work with you.

But never compromise your own standards, even when tempted by an unscrupulous counterpart. Keep in mind the saying, “When you fight with a pig, you both get dirty – but the pig likes it.” In other words, even if you win, you’ve lost by stooping to their lower level. So maintain your own high standards; and if the other side refuses to play by the same rules, you may need to try the next tactic.

Defense Tactic #2: Don’t Fight Back Directly

Fighting with others is always difficult and usually less productive than working together to produce an acceptable agreement. When you’re pitted face-to-face with an aggressive counterpart, don’t resist their attack by being belligerent or aggressive in return. If they insist on their position, don’t counterattack with yours. Try asking them, “Why do you feel that’s the only option?” or “How do you think that will affect me?” By asking them to provide an honest explanation for why their offer is the best solution for both parties, you make them rethink their position.

When your negotiating counterparts attack your position or your ideas, ask for more specific input. Ask them to explain exactly what they don’t like about your offer. By inviting their criticism, you force them into working with you.

Another important point to keep in mind is that you’re a human being and you deserve to be treated like one. More often than not, if you refuse to play by their aggressive rules, they’ll eventually back down.

Defense Tactic #3: Call in a Third-Party Arbitrator

Negotiation situations rarely get to the point where a third party is needed because one side refuses to play fair. But you may encounter a situation where you need a completely impartial person with no links to either side of the negotiation to guide the process.

The benefit of bringing in a third party is that they can shift the negotiations from positional bargaining to interest-based bargaining. By viewing all sides objectively, the party can plan agreements that take into account everyone’s interests and help prevent one side from manipulating the other. Ideally, two sides should be able to overcome differences, but a third party involvement is the best option when progress becomes impossible.

Defense Tactic #4: Bail Out

When you can’t persuade your counterparts to negotiate honestly and openly, and a third party mediator doesn’t help, then abandon the negotiations, at least temporarily. Sometimes deals aren’t meant to be made, but you can also strengthen your position by walking away from the bargaining table. And sometimes, both parties need to reconsider what they really want and what they are willing to give. Certainly, walking away is a drastic last resort measure, but sometimes it’s the only way to get your counterpart to play fair. And the way you walk out also makes a difference in the result you produce.

For example, if you say, “I need more time to think this over,” or “I need to consult with my superior,” you imply that you’ll consider your counterpart’s position. This tactic works well if you’re dealing with people who negotiate in good faith. It gives you more time to plan a new strategy and gather additional information. But if you’re dealing with a negotiations shark, then saying you need more time is tantamount to raising a white flag. You send a message that says, “I realize that my only option is to go with your proposal.” Then when you return to the bargaining table, your position is very weak.

On the other hand, if you withdraw by saying, “Let me know if you decide to take my offer,” that’s like saying, “This is my offer, take it or leave it.” This statement effectively ends the negotiation process and lets your counterpart know that they have no choice but to take your offer.

Another option for walking out would be to say something like, “Obviously we’re getting nowhere. Let’s take some time to rethink things and if either of us comes up with a new idea we can meet again.” With this method, either party can call another meeting without weakening their position. And most important, you leave your options open.

Using Your Defenses

Negotiations can be a complex process, even under the best circumstances. But dealing with an unethical counterpart can be impossible if you don’t know and use your defenses. When you maintain your high negotiating standards and protect yourself by not directly fighting back, you help to maintain a mature level of communication at the bargaining table. If that doesn’t work, you may need to call in a third party mediator to oversee the process. And keep in mind that you can always bail out as a last resort.

When you use these four defense tactics against an unethical negotiator, you can protect yourself and your interests, and successfully reach more beneficial sales agreements.

Biography

At the end of every college year, companies start brushing up their presentations to make it more professional and interesting. Their aim is to get the best of new talent and they compete with companies from across industries for this.

Here are 5 tips on how to make your presentation really stands out and attract maximum new employees.

1. Use professional presentation templates

Many times managers find it is convenient to use the existing presentation with modified data. Company presentations have too much space allocated to logo and color related branding. The people you present to will get their impression of your company based on the quality of presentation you use. Low quality images, poor opening slides, unprofessional ppt backgrounds etc. reflect badly on your company.

2. Sell your company

A company presentation is not just about your company, but also about the audience. Include slides that will tell them what they can expect when they join you. This will ensure that they attend the company interviews with interest. Tell them what is unique about the company, how their career will progress. Give them examples of people who have done well with you.

3. Dress to reflect your company

It is not just about the slides and the presentation template. You also reflect your company image. Dress the way you would dress to work on a good day. If your company is professional one, wear a suit, if it is about fun and being laid back, wear what feels comfortable.

4. Prepare for question and answer questions

While a professional company presentation covers basics like salary, locations and career paths, potential employees are bound to have questions beyond that. Leave enough space in the allocated time so that you can interact with them and answer their questions.

5. Leave behind

Those really interested in your presentation will want to follow up by looking up sources. Give them websites, books, references where they can look up to know more about your company.

As you can see, a company presentation is not a simple information presentation. The slides and the presenter need to be geared to treat it as a sales presentation. Even if the presentation is being made internally to people who have just joined the organization, it needs to go beyond just providing information. Every company presentation is a professional sales presentation and needs to be treated as such.