Emotional Intelligence and Negotiation Skills Training Course

Participants can assess the habits, assumptions and values shaping their workplace behaviour.

• Johari Window compares known, hidden, blind and unknown behavioural information
• 360-degree feedback themes distinguish intent, impact and recurring behavioural patterns
• Values clarification tests non-negotiables against competing performance and relationship demands
• Attribution checks challenge mind-reading, overgeneralisation and fundamental attribution error
• Reflective after-action reviews capture triggers, choices, outcomes and alternative responses
• Personal stress signature records bodily, cognitive and behavioural warning indicators
• Emotional granularity differentiates irritation, disappointment, anxiety, anger and contempt

Participants can use practical regulation techniques before, during and after stressful conversations.

• Box breathing stabilises attention before consequential conversations and contested decisions
• Cognitive reappraisal reframes threat appraisals without denying legitimate operational risks
• Implementation intentions specify if-then responses for predictable pressure triggers
• Window of tolerance guides pacing, breaks and return-to-task decisions
• Response delay protocols prevent impulsive email, chat and meeting interventions
• Recovery routines address sleep, workload boundaries and post-conflict decompression

Participants can listen for facts, emotions and interests while testing assumptions respectfully.

• Active listening distinguishes content, emotion, meaning and unspoken interests
• Minimal encouragers, paraphrasing and summarising demonstrate accurate reception
• Open, probing and funnel questions test assumptions without interrogation
• Non-verbal congruence aligns facial expression, voice, posture and message
• Empathy statements acknowledge experience without agreeing to facts or demands
• Ladder of Inference exposes data selection, interpretation and conclusion jumps

Participants can address performance, conduct and relationship concerns with clarity and respect.

• DESC script structures descriptions, effects, specifications and consequences
• SBI feedback separates situation, observable behaviour and measurable impact
• Feedforward requests focus discussion on future choices and support needed
• Radical Candor balances direct challenge with demonstrated personal care
• Boundary statements define acceptable conduct, escalation points and consequences
• Repair attempts restore working relationships after missteps or tense exchanges

Participants can diagnose conflict dynamics and select proportionate resolution approaches.

• Thomas-Kilmann modes diagnose competing, avoiding, accommodating, compromising and collaborating responses
• Conflict mapping separates people, process, interests, positions and structural constraints
• Interest-based problem solving converts fixed positions into negotiable needs
• De-escalation language lowers defensiveness through acknowledgment, choice and procedural fairness
• Conflict escalation stages signal when informal resolution requires formal referral
• Third-party facilitation agreements establish neutrality, confidentiality and speaking rules

Participants can prepare a structured negotiation plan with clear limits and priorities.

• BATNA analysis establishes alternatives, reservation points and walk-away decisions
• ZOPA estimates identify plausible agreement ranges before parties exchange proposals
• Negotiation planning sheets separate issues, interests, options, criteria and concessions
• Objective criteria use market data, policy, precedent and technical standards
• Stakeholder mapping identifies decision makers, influencers, blockers and implementation owners
• Concession strategy trades variable value instead of making unilateral price reductions

Participants can exchange proposals, test priorities and build mutually acceptable agreements.

• Anchoring sets reference points while avoiding unsupported or damaging opening demands
• Package offers create trades across price, scope, timing, risk and service
• Multiple equivalent simultaneous offers reveal priorities without premature disclosure
• Calibrated questions surface constraints, authority limits and unstated interests
• Conditional proposals use if-then language to protect reciprocity and commitment
• Silence, summarising and tactical pauses improve information quality and decision discipline

Participants can manage power differences, ethical risks and procedural challenges in negotiations.

• Power analysis assesses legitimate, expert, reward, coercive and network sources
• Authority verification prevents agreements exceeding delegated mandate or approval limits
• Ethical negotiation distinguishes persuasion, omission, deception, coercion and improper inducement
• Cross-cultural preparation tests assumptions about hierarchy, time, directness and face
• Remote negotiation protocols manage technology, turn-taking, documentation and private caucuses
• Deadlock procedures define adjournment, escalation, mediation and BATNA activation

Participants can plan, conduct and review high-stakes conversations using course methods.

• Conversation architecture links preparation, emotional regulation, inquiry, proposals and closure
• High-stakes case diagnosis identifies triggers, interests, power and decision constraints
• Negotiation debriefs compare planned strategy, observed behaviour, outcome and relationship effects
• Written agreement checks confirm owners, milestones, contingencies and communication channels
• Personal application plan selects two workplace conversations, measures and review dates
• Peer accountability arrangements schedule follow-up, reflection and adjustment after implementation