Introduction to Negotiation Strategy
At Oak Spring University, we provide corporate level professional Negotiation Strategy and other business case study solution. Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A) case study is a Harvard Business School (HBR) case study written by Shlomo Ben-Hur, Bernard J. Jaworski, David Gray. The Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A) (referred as “Crotonville Imagining” from here on) case study provides evaluation & decision scenario in field of Leadership & Managing People. It also touches upon business topics such as - negotiation strategy , negotiation framework, Knowledge management, Leadership development, Manufacturing, Strategy.
Negotiation strategy solution for case study Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A) ” provides a comprehensive framework to analyse all issues at hand and reach a unambiguous negotiated agreement. At Oak Spring University, we provide comprehensive negotiation strategies that have proven their worth both in the academic sphere and corporate world.
What’s my BATNA (Best Alternative To a Negotiated Agreement) – my walkaway option if the deal fails?
What are my most important interests, in ranked order?
What is the other side’s BATNA, and what are his interests?
The case examines the evolution of GE's corporate university in Crotonville, NY from its founding in 1956 through 2010 and the start of an effort of "Re-Imagining Crotonville." One of the world's first corporate universities, Crotonville became a model of leadership development and a recognized innovator in its field. The case details the role that Crotonville played under successive GE leaders, from Ralph Cordiner - who inaugurated Crotonville to train general managers to support a sweeping decentralization program - to Jeffrey Immelt. It considers how the institution changed in response to changing business needs and the factors that contributed to its vitality and success over several decades. Beginning in the 1980s, Crotonville became the nerve center of a cultural change effort launched by CEO Jack Welch, spawning programs such as "Work-Out" to cut through bureaucracy and return initiative to individual managers. Following the global financial crisis in 2008-9, CEO Jeffrey Immelt and Crotonville's leaders set in motion an exploration of the changing nature of leadership needed to confront the new realities in which GE operated globally. CLO Susan Peters initiated Re-Imagining Crotonville to align learning and development with these new leadership expectations. The case examines the choices faced by Peters and her team in re-thinking the environment, experience, and content of leadership learning at Crotonville. Learning objectives: Understand factors that have made Crotonville central to GE's leadership culture over time. Examine role of CEO and corporate leadership in driving cultural change through learning and development. Understand the unique assets and potential limitations of a 'corporate university' model for leadership learning. Explore the change management challenges of managing a legacy of success - continuing to evolve while preserving the strong 'brand' and 'secret sauce' that make Crotonville unique.
By interests, we do not mean the preconceived demands or positions that you or the other party may have, but rather the underlying needs, aims, fears, and concerns that shape what you want. Negotiation is more than getting what you want. It is not winning at all cost. Number of times Win-Win is better option that outright winning or getting what you want.
Options are the solutions you generate that could meet your and your counterpart’s interests . Often people come to negotiations with very fixed ideas and things they want to achieve. This strategy leaves unexplored options which might be even better than the one that one party wanted to achieve. So always try to provide as many options as possible during the negotiation process . The best outcome should be out of many options rather than few options.
When soft bargainers meet hard bargainers there is always the danger of soft bargainers ceding more than what is necessary. To avoid this scenario you should always focus on legitimate standards or expectations, clearly understanding the arbitrage . Standards are often external and objective measures to assess the fairness such as rules and regulations, financial values & resources , market prices etc. If the negotiated agreement is going beyond the industry norms or established standards of fairness then it is prudent to get out of the negotiation.
Every negotiators going into the negotiations should always work out the “what if” scenario. The negotiating parties in the “Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A)” has three to four plausible scenarios. The negotiating protagonist needs to have clear idea of – what will happen if the negotiations fail. To put it in the negotiating literature – BATNA - Best Alternative to a Negotiated Agreement. If the negotiated agreement is not better than BATNA (Negotiations options), then there is no point in accepting the negotiated solution.
One of the biggest problems in implementing the negotiated agreements in corporate world is – the ambiguity in the negotiated agreement. Sometimes the negotiated agreements are not realistic or various parties interpret the outcomes based on their understanding of the situation. It is critical to do negotiations as water tight as possible so that there is less scope for ambiguity.
Many negotiators make the mistake of focusing only on the substance of the negotiation (interests, options, standards, and so on). How you communicate about that substance, however, can make all the difference. The language you use and the way that you build understanding, jointly solve problems, and together determine the process of the negotiation with your counterpart make your negotiation more efficient, yield clear agreements that each party understands, and help you build better relationships.
Another critical factor in the success of your negotiation is how you manage your relationship with your counterpart and other people doing the mediation. According to “Shlomo Ben-Hur, Bernard J. Jaworski, David Gray”, the protagonist may want to establish a new connection or repair a damaged one; in any case, you want to build a strong working relationship built on mutual respect, well-established trust, and a side-by-side problem- solving approach.
According to
Harvard Business Review
, there are three types of negotiators – Hard Bargainers, Soft Bargainers, and Principled Bargainers.
Hard Bargainers – These people see negotiations as an activity that they need to win. They are less focused less on the real objectives of the negotiations but more on winning. In the “Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A) ”, do you think a hard bargaining strategy will deliver desired results? Hard bargainers are easy to negotiate with as they often have a very
predictable strategy
Soft Bargainers – These people are focused on relationship rather than hard outcomes of the negotiations. It doesn’t mean they are pushovers. These negotiators often scribe to long term relationship rather than immediate bargain.
Principled Bargainers – As explained in the seven elemental tools of negotiations above, these negotiators are more concern about the standards and norms of fairness. They often have inclusive approach to negotiations and like to work on numerous solutions that can improve the BATNA of both parties.
Open lines of communication between parties in the case study “Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A)” can make for an effective negotiation strategy and will make it easier to negotiate with this party the next time as well.
Shlomo Ben-Hur, Bernard J. Jaworski, David Gray (2018), "Re-Imagining Crotonville: Epicenter of GE's Leadership Culture (A) Harvard Business Review Case Study. Published by HBR Publications.
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