Blog: The Negotiation Edge

Whereas the best leaders can help their teams unlock their full potential, those who fail at leadership doom their teams to suboptimal results, toxic cultures, and overall unpleasantness.

Keep these tips in mind to avoid leadership failure and create an environment that optimizes your team’s productivity.

In every negotiation, there are five distinct roles and responsibilities. 

In an ideal world, you would have five different people playing each of these roles. But in the world of high-stakes negotiations, teams don’t always have that luxury.

Many real estate agents use best practices to guide their careers. But when everyone follows the same best practices, they start to become common practices. To outsiders, all agents suddenly look alike.

The good news is that it is possible to set yourself apart from the competition by switching up the way you do business. With that in mind, here are five real estate negotiation tips that can help you stand out from the pack and get to the next level.

It is a common problem. You’ve locked down a tentative agreement with a counterpart, and the action is supposed to take place by May 1. But it is now June 15, and nothing has happened. They’re not calling you back or responding to your emails, but you still want to close the deal. What do you do?

These days, people aren’t going to conferences and in-person events anymore, and it appears as though that will remain the case for the foreseeable future. 

Many leaders get to the top, think they’ve made it, and stop trying to improve.

The best leaders, on the other hand, understand that leadership is always a work in progress and that they can always sharpen their skills. They understand that toxic leaders are the No. 1 reason people leave their jobs, so they work hard to constantly get better and get their team to trust them more and more.

If your goal is to keep your employees engaged and build a tight-knit team that would go to the ends of the earth for you, cycle through these five steps regularly to keep your eyes on the prize.

In an ideal world, everything would be rosy, and you’d never have to deliver bad news to your direct reports. But there comes a time when every leader needs to give negative feedback or share news the team doesn’t want to hear. The way you approach these delicate conversations will make all the difference in the world.

Even though you’re a leader, you’re still a human being—which means that from time to time, you’re going to make mistakes. That’s just the way it is.

Now, making a mistake isn’t the end of the world—even for leaders. But because of their egos, many leaders fail to admit they’ve made any mistakes at all. They’re afraid of looking weak or being viewed as fallible. For some people, an apology is akin to an admission of incompetence.

When leaders don’t accept responsibility for their own individual shortcomings as well as when the team doesn’t perform the way it’s supposed to, relationships with those around them are damaged. 

Maybe you keep hearing grumblings about how a leader at the company is demoralizing their direct reports. Maybe you keep hearing about a manager who is quick to take credit for team successes—and even quicker to assign blame when things don’t work out well.

Whatever the case, there will be times when you need to deliver bad news to another leader at your organization. When this happens, there are almost no changes in the approach you’d take if you were delivering the same news to a direct report.

Most of us have either been there ourselves or have heard someone else say some form of the following: “The job was great, but I couldn’t work for my boss anymore so I decided to look for something new.”