4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
Reducing costs, saving time plus improving
employee engagement and morale
Services for job seekers
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16. Sources of leadership influence
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Personal motivation
Personal ability
Social motivation
Social ability
Structural motivation
Structural ability
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18. Traits shared by influential people
• Knowing what you want and
believing you can get it
• Credibility
• Trustworthiness
• Empathy
• Inspirational
• Open-mindedness
• Communication capability
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22. A negotiation campaign 1 of 2
• Choose the right parties
and group them into fronts
• Assess interdependencies
among fronts
• Determine whether and
when to combine fronts
• Sequence your campaign
• Identify how much
information to share and
when
• Learn and adapt
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23. A negotiation campaign 2 of 2
EXAMPLES
• Negotiating an industry
technology standard
• Negotiating strategic change
• Negotiating country acceptance
of a new drug
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26. Personalities in negotiation 2 of 2
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Characteristics
We can be seen as…
Dress code
The environment we create
Dealing with the different
personalities
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28. Negotiating wisdom
• Be aware of the difference
between positions and
interests
• Be creative
• Be fair
• Be prepared to commit
• Be an active listener
• Be conscious of the importance
of the relationship
• Be prepared
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34. Difficult people
• Go quiet on you
• Make demands
• Are over-friendly and
complimentary
• Unpredictable, changing the
subject or mood
• Impatient and want a quick
decision
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38. Third party intervention 1 of 9
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Advantages
Disadvantages
Conditions where it may help
When is it appropriate?
Types of third party
intervention
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43. Third party intervention 6 of 9
DIMENSIONS THAT ACCOUNT FOR THE
FORM OF INTERVENTION
• Amount of attention manager gives to
the issue statements rather than
underlying problems
• Degree of voluntary acceptance of
solutions
• Third party versus disputant control
over outcomes
• The third party’s personal approach to
conflict
• Whether the dispute is handled
publicly or privately
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44. Third party intervention 7 of 9
TIMING OF THE INTERVENTION
• Prevention of conflict
• Resolving conflict
• Containing conflict
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45. Third party intervention 8 of 9
ALTERNATIVE DISPUTE RESOLUTION
SYSTEMS
• Preventative
• Negotiated
• Facilitated
• Fact-finding
• Advisory
• Imposed
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