10 push backs on your ‘upwards’ negotiation and how to answer effectively .

1. We operate inside salary bands and cant move beyond X!

Remember your core objective max income over the next 3 years - accounts and territory vital. Speak to person with the pain not recruiter or HR. They likely to follow rules.

2. We don’t offer guarantee periods!

Your objective to mitigate risk, guarantee simple to achieve MBO’s, remember you are a strong brand and the business problem they will be doing all to mitigate risk of you on board ask to see others earnings records.

3. How do you deal effectively with external recruiters desperate to close and pressurising you into an “ accept “?

Fair but firm relationship with recruiters. Many are paid only on completion or heavily back loaded on placement. Set boundaries and criteria early and stick to them. Keep returning to them. Resist their undue pressure, particularly end of quarter remember they need you. Don’t take their threats and scarcity tactics.

4. How will you be able to act ‘as if’ negotiating on behalf of a best friend whom you want to look after their interests?

Achieve the ideal performance zone state of mind relaxed yet alert. Easy to get emotionally or defensive or response to others approaches like this.

5. How do you remain confident and be able to know what is the alternative to negotiated agreement with this potential employer? You have choice, stay focused the fact.

6. How do explore alternatives to base salary as appropriate reward?

Sign on bonus, early reviews, access to high potential accounts, intro to key executive sponsors, always trade something even training budgets all alternatives.

7. How you will achieve a calm and patient mindset as the negotiations continue? Rather than the I am flattered to be headhunted/in demand?

You don’t get paid what you are worth you get paid what negotiate.

8. How do evaluate the monetary reward of all the offers you have - including current role?

Simple on paper/spreadsheet exercise – amazing what happens when out of head and advice to friend.

9. How will you ensure you continue to look at the overall big picture of this move and not just the salary/package?

A tightrope balance, not so focused on the salary when others factors vital to daily investment in your career cultures and line manager etc! energy management in the four key Physical. Emotional, Mental and Purpose 'THE performance zone' not time management.

10. How do you consider the potential risks and removed as many barriers as possible to ensure you have a successful career moving forward?

All stars lined up - Industry, company, accounts , line manager, cultures, reward system, colleagues – a day in the office ideally want to see your lien manager under pressure – that moment of truth when deal gone done end of quarter you be on receiving end.

Bonus question:

- How do you measure the value of softer benefits of new role e.g 1) Working for a great leader & being inspired 2 ) working in an org without lines of hierarchy and being free to make a difference etc 3) power/benefit of home or flexible working ?

True drivers are Daniel Pink, - Autonomy, Mastery and Purpose. Possible to have it all if you have unique, rare talent know what most people under value abilities.