Negotiation Skills in Sales

One skill separates great communicators from average ones: Perspective-taking. The ability to see things from someone else’s point of view. But most people do it wrong. Here’s how to do it right, especially when you’re leading or being led: When you’re the boss, persuading down: You’re trying to convince Maria on your team to do something different. She’s pushing back. Your instinct might be to assert your authority. But that’s a mistake. Here’s why… Research shows: The more powerful you feel, the worse your perspective-taking becomes. More power = less understanding. So if you want to persuade Maria, don’t lean into your title. Do the opposite: dial your power down, just briefly. Try this: Before the next conversation, remind yourself: Maria has power too. I need her buy-in. Maybe she sees something I don’t. Lower your feelings of power to raise your perspective. From that place, ask: → What does she see that I’m missing? → What might be in her way? → What’s a win-win outcome? That shift changes the entire dynamic. Instead of steamrolling, you’re collaborating. And that’s how you earn trust and results. Now flip it. You’re the employee persuading your boss. It’s a high-stakes moment. You’re nervous. So do you appeal to emotion? No. Drop the feelings. Focus on interests. Here’s the key question: “What’s in it for them?” Not how you feel. Not your big dream. → Will it save time? → Improve performance? → Help them hit their goals? Make it about their world, not yours. Why? Because every boss has a mental shortcut: → Does this employee make my life easier or harder? Be the person who brings clarity, ideas, and upside. Not complaints, drama, or friction. In summary: → Persuading down? Dial down your power to see clearer. → Persuading up? Focus on their interests, not your emotions. Perspective-taking is a superpower, if you learn how to use it. Now practice, practice, practice.

90% of negotiations are won before anyone sits down. (The other 10% is just theater.) Yet most CEOs walk in knowing only what they want. Not what the other side can't live without. Here's what I learned from watching hundreds of deals: 💡 The first offer trap: Everyone thinks starting low shows good faith. But behavioral science proves the opposite. Your first number anchors the entire conversation. Start high with clear justification, and you've already won half the battle. Start low? You'll spend hours fighting to get back to fair. 💡 The silence most CEOs can't handle: That awkward pause after you state your price? Most leaders rush to fill it with justifications or concessions. But silence is your most powerful tool. Let them break it. They'll either accept, counter, or reveal what's really blocking the deal. All 3 responses give you information. Your nervous chatter gives you nothing. 💡 The alignment mistake that kills deals: I've seen CEOs negotiate brilliantly for weeks. Then their CFO kills it with one email. Get your team aligned before you start, not after. Every stakeholder should know the walk-away point. Mixed signals from your side create openings they'll exploit. 💡 The pushback moment that matters: When they push hard, your instinct is to push back. But "Tell me more about that" changes everything. It turns confrontation into collaboration. And often reveals the real issue hiding behind the objection. 💡 The fatigue factor nobody admits: After 6 hours, you're not negotiating anymore. You're just trying to end the pain. That's when bad deals happen. Know when to pause. Protect your standards. The deal will still be there tomorrow. Master these moments, and you'll close more deals at better terms. With relationships intact for the next one. P.S. Want a PDF of my "CEO Negotiation Cheat Sheet" Get it free: https://lnkd.in/dzhqxTXs ♻️ Repost to help a CEO in your network. Follow Eric Partaker for more negotiation insights. — 📢 Want to lead like a world-class CEO? Our next cohort of the CEO Accelerator starts July 23rd. 30+ Founders & CEOs have already enrolled. Learn more and apply today: https://lnkd.in/disb2iSq

Salespeople: When your buyer asks for a discount: Before you do anything else, ask what's driving them to need it. DON'T respond by haggling. DON'T respond by defending price. DO respond by seeking to understand. This is really simple but I rarely see it done. Example: Yesterday I had a sales meeting with a finance leader. He was looking to finalize a purchase of pclub.io for the sales team. But he wanted me to take 15% off the price. Me: "What's behind that ask? What's making you need 15% off beyond wanting to get the best deal you can?" Him: "We have a funding partner that will automatically approve projects like this under [$XX,XXX]. 15% off takes us under that threshold." Me: "What happens if you're above the threshold?" Him: "We can still get it done, but there's a lot of paperwork, and it will take a month or two. We can move forward in a week if we get this under the threshold." After a few more minutes, we found a creative idea. They needed licenses for their SDRs. They needed licenses for their AEs. If we sold a separate contract for each, both contracts would be under the threshold. Which fits their funding partner's criteria. And we could get those "two" deals done in a week instead of two months. Without me giving a 15% discount, which would be unfair to our other customers. Here's what I'm NOT saying: I'm not saying you should go replicate that exact idea we landed on. This was a unique situation. And it's not the point of the post. Here's what I AM saying: Salespeople assume too much when buyers push on price. Sometimes, they're just trying to posture. But sometimes, there's a real constraint driving the ask. And sometimes, you can solve for the constraint without discounts. But you can't do that until you ask. Ask the question. Make your quarter-ends easier (for you and the customer). P.S. Here’s six (advanced) SaaS sales skills that can help you grow from $200k per year to $1M per year over time: https://lnkd.in/g8mixtVc

I’ve been in sales for 17 years, and spent $3M+ as a buyer. If there’s one piece of advice I’d give to salespeople it is; STOP blaming your product or price. Your Closed-Lost reasons aren’t what they seem. Your buyers aren’t telling you the full truth—most deals are lost because of the buying experience you create. Before you're handed your 2025 quota, make sure to fix these 9 silent deal-killers: 1. Being Slow No, “Sorry I missed your email”, or “Had a busy week” are not an excuse buyers can take. Nothing you say fixes the signal you send by being slow. You’ve lost points and they WILL affect their decision. 2. Being Disengaged I get it, I really do. You're trying to ‘play hard to get’, like dating. Newsflash— buyers want to feel they matter. It might work on a few, but most run away. 3. Being Over Engaged “I work here, you don’t”. As a buyer, I don’t have time for weekly syncs, long emails, ebooks, etc. I have my day job, and it’s not buying stuff. Sell accordingly. 4. Asking Questions For You You were taught qualification is for you, that discovery is for you. It’s NOT. I need to know if I’m not a good fit, or why I need to buy your stuff, as much as you do. Make it about me first, and you’ll get yours. 5. Following Up For You At least 90% of follow ups should serve the current buying ‘job-to-be-done’ for each stakeholder. Identifying the problem? Send a pain summary. Building problem consensus? Multithread to make sure no key buyer is missed. 6. Thinking Demos Are The Goal Buyers push you to demo. So you go on a feature dump rampage. But what they’re really saying is: “Had enough with this interrogation, let’s just see the demo, maybe It’ll help me get it”. Demos aren’t the goal, discovering value is. 7. Building Expertise In Your World (Only) If you can’t add value to my world (i.e. my problems, how to navigate my buying process effectively), then your value is a commodity. Just send me a recorded demo, or let me self-serve. Obsess over learning my world, before yours. 8. Email, Links, Attachments Hell We run many complex projects. Each in Asana/Notion. It’s all organized as so much can slip through the cracks. Why is a (more complex) buying project any different? Help me build consensus; organize the buying process in one space. 9. Ignoring Stakeholder Diversity A C-Level demo is NOT the same as a Champion, or Tech Buyer demo. You force them to do the heavy lifting. If you can’t speak to each person’s priorities, seniority, and preferences you slow consensus and risk losing traction. —— The way you sell IS your product. Buying experience is not marketing’s job. It’s not a nice-to-have. It’s the difference between you winning. And getting ghosted/single-threaded. Or losing to a competitor/no-decision. In 2025, make it easy to buy. P.S. We built Aligned to help create a sales process that stops ghosting & indecision. A 100% FREE Deal Room used by 30,000 sellers. You can try it here: https://lnkd.in/dwX_Zizk

For my first 16 years in tech sales, I averaged 240K/year W2 income. In my last 4 years, I averaged 720K/year. In order to triple my income, I had to change my sales approach entirely. Here's what I changed: I started using a new approach that I now call Yo-yo selling: 🪀 Yo-yo selling emphasizes starting at the executive level, conducting thorough discovery within the organization, and then returning to the executive with a tailored business case. Like holding a yo-yo, you are constantly in communication with the Executive Sponsor and updating them as you collect information and conduct deep discovery lower down in their organization. You are literally going up and down the organization, but always taking everything back to the Executive Sponsor to surface your findings along the way. Here's a breakdown of the framework: 🎯 𝐈𝐚𝐧 𝐊𝐨𝐧𝐢𝐚𝐤’𝐬 “𝐘𝐨-𝐘𝐨 𝐒𝐞𝐥𝐥𝐢𝐧𝐠” 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 This strategy involves a three-step process: 1. Start at the Top (Executive Engagement) Initiate contact with a senior executive to understand their most pressing challenges, the reasons behind the need for change, and the consequences of inaction. If your solution aligns with their needs, secure their sponsorship for further discovery within their organization. To secure the Executive Meetings, it's essential to create a tailored POV (point of view) on where you think you may be able to help them based on your initial research of their highest level goals and priorities. Chat GPT has made this research a LOT faster now. 2. Conduct In-Depth Discovery (Middle Management) Engage with department heads and key stakeholders to uncover the day-to-day challenges they face. Focus on understanding their processes, pain points, and the implications of current inefficiencies. Gather direct quotes and insights to build a comprehensive view of the organization's needs. 3. Return to the Executive (Present Findings) Compile the insights gathered into an executive summary and business case. Present this to the executive sponsor, highlighting how your solution addresses the identified challenges. Tailor your demonstration to focus solely on relevant aspects that solve their specific problems. 🚀 Why It Works 1. Accelerates Sales Cycles: Engaging executives early ensures alignment and expedites decision-making. 2. Builds Credibility: Demonstrates a deep understanding of the organization's challenges and showcases a tailored solution. 3. Facilitates Internal Buy-In: By involving various stakeholders, you ensure that the solution meets the needs of all parties, increasing the likelihood of adoption. I'm pleased to share that that Yo-yo selling was recently awarded as a Top 15 Sales Tactic of All Time by 30 Minutes to President's Club, and I received a cool plaque for entering the 30MPC Hall of Fame. Since I have no chance of entering the Hall of Fame for my baseball or golf game, this is a nice consolation prize 😁

In business and life, the best outcomes go to the best negotiators. Most people think negotiation is about winning. It's actually about understanding. What separates good deals from great ones? It's not aggression. It's not manipulation. It's not who talks loudest. It comes down to mastering the human side of the exchange. Here's the path that works: 1. Prepare Like You Mean It Research goes beyond Google. Understand their pressures, their goals, their challenges. Knowledge becomes helpful when used with care. 2. Open With Real Connection Forget the power plays. Start with curiosity and respect. The tone you set in the first 5 minutes shapes everything that follows. 3. Explore What's Underneath People fight for positions. But they negotiate for reasons. "I need a better price" might really mean "My boss needs to see I'm adding value." Find the why behind the what. 4. Trade Value, Create Value The best deals aren't zero-sum. Look for ways both sides can win. Sometimes what costs you little means everything to them. 5. Close With Total Clarity Handshakes aren't contracts. Document what you agreed to. Confirm next steps before you leave. Ambiguity kills more deals than disagreement. The biggest mistake I see leaders make? They negotiate like it's combat. But the best outcomes come from collaboration. When you're across the table, remember: 👂 Listen more than you speak ❓ Ask "Help me understand..." when stuck ⏸️ Take breaks when emotions rise 👟 Know your walk-away point before you sit down Your style matters too. Sometimes you need to compete. Sometimes you need to accommodate. The magic is knowing when to shift. Success isn’t given. It’s negotiated. But how you negotiate determines whether you build bridges or burn them. Choose wisely. 📌 Save this for your next negotiation. ♻️ Repost if this helps you (or someone on your team) negotiate. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

Stop dreading tough talks. Master them with these 21 phrases instead: I once snapped when a colleague questioned my timeline. My defensive reaction created a week of tension. That day I realized emotional responses solve nothing. They only create new problems. We've all been there: Feeling defensive Reacting without thinking Watching a simple disagreement turn into a lasting conflict But I've learned the shift from reactive to constructive changes everything ✨ 21 ways smart people handle difficult conversations: 1) Lead with Curiosity ↳ "Tell me more about your perspective on this" ↳ Questions defuse tension faster than statements 2) Name the Energy ↳ "I notice there's tension here, let's address it" ↳ Acknowledgment creates safety 3) Find Common Ground ↳ "We both want what's best for the project" ↳ Alignment before action 4) Set Clear Expectations ↳ "Here's what I need, what do you need?" ↳ Clarity prevents future conflict 5) Pause the Escalation ↳ "Let's take a step back and break this down" ↳ Breathing room creates solutions 6) Mirror Their Language ↳ Use their exact key words when responding ↳ Matching builds instant connection 7) Acknowledge Impact ↳ "I see how this affects your priorities" ↳ Understanding beats defense 8) Own Your Part ↳ "Here's where I could have done better" ↳ Accountability creates trust 9) Focus Forward ↳ "How can we prevent this next time?" ↳ Solutions beat blame 10) Check Understanding ↳ "Here's what I'm hearing - am I getting it right?" ↳ Clarity prevents escalation 11) Create Space ↳ "Let's revisit this when we're both fresh" ↳ Time transforms tension 12) Stay on Topic ↳ "Let's focus on solving this specific issue" ↳ Boundaries keep talks productive 13) Express Confidence ↳ "I know we can figure this out together" ↳ Belief shifts energy 14) Share Context ↳ "Here's what led to my decision" ↳ Understanding reduces resistance 15) Invite Solutions ↳ "What ideas do you have for this?" ↳ Collaboration beats control 16) Set Timelines ↳ "When should we check in on this?" ↳ Structure creates safety 17) Validate Concerns ↳ "That's a legitimate worry - let's address it" ↳ Recognition reduces defense 18) Stay Factual ↳ "Here's what the data shows us" ↳ Evidence beats emotion 19) Close with Action ↳ "Let's clarify next steps together" ↳ Progress prevents repeat issues 20) Follow Through ↳ "As we discussed, here's what I've done" ↳ Action builds credibility 21) Document Growth ↳ "Here's how we'll work differently now" ↳ Learning beats repeating Difficult conversations aren't obstacles to success. They're the moments where true connection happens ✨ Which strategy will you try in your next challenging conversation? -- ♻️ Repost to help your network transform difficult conversations into opportunities 🔔 Follow Dr. Carolyn Frost for more practical tools to succeed with confidence

My team and I once tried to hand-wave our way past Jeff Bezos with a large headcount request. He asked one question, was disappointed by the answer, and dug deeper. After a weak answer to question two, it was game over. Jeff declared that he trusted NONE of our proposal and sent us back, telling us, "Break down your requests to no more than 2 or 3 heads, tops, per line item. Then explain exactly what these small buckets will do." Once we did this, he went through the request line by line, telling us what we could and could not have. Overall, it was probably the most brutal experience I had with him in my 15 years at Amazon. While some people will read this and feel it was micromanagement, he was entirely right. We thought we had a blank check, so we made a big, broad funding request. We learned very quickly that while Jeff supported our mission, he expected us to spend "his" money carefully. Most people think executive influence happens in the room, by talking slick or having the right alliances. While communication and connections are hugely important, most of your influence is built before the meeting starts. Getting executive buy-in comes from understanding your executives, anticipating their concerns, and structuring your message around what they value. Here are two quick specifics: 1. Preparation If you walk into a key stakeholder meeting without preparing, like I did, you’ve already lost. The first step in preparation is clarity: What are you trying to achieve, by when, and why now? Then, define exactly what you’re asking for: a decision, resources, or permission to move forward. Finally, decode the humans. What does each stakeholder care about? What do they fear? How do they make decisions? Build your case in their language and plan your approach with intention. 2. Focus on Facts Executives are moved by accurate, outcome-driven facts. Shortly after this disastrous headcount audit, I was asked to lead the global expansion of the Kindle Appstore. This required taking 55 engineers away from other executive leaders to staff our rush effort. Our team won support by anchoring on three facts: (1) Kindle’s success in the U.S. was undeniable (2) The holiday deadline couldn’t move (3) Leadership had already approved a one-year draft to make it happen. Those facts aligned perfectly with what executives valued most: growth, timing, and company priority. If you master these skills, you’ll earn trust and support from senior leaders. In large organizations, this translates to success in your projects and success in your career. I've written a much more in depth Newsletter that covers these skills and more: https://lnkd.in/geEBPazP When have you either fallen into hand-waving or had to call your team on it?

When I worked in the Pricing team at Grameenphone, my line manager once told me something I didn’t fully understand at the time. "In your role, people will keep coming to you with requests - campaigns, discounts, new packs. Your job isn’t to say yes to everyone. It’s to learn how to say no without saying no." Pricing sits right in the middle of product, marketing and finance - meaning almost every team’s idea touches you in some way. One day it’s the Internet team asking for a quick weekend offer, the next it’s the B2B team pushing for a bulk discount. The first lesson I learned: Don’t say no to the person - understand the business outcome behind the ask. Instead of, "Sorry, can’t do this now," try "Can you help me understand what impact you’re expecting from this? Is it acquisition, retention, or revenue protection?" Sometimes you’ll realize it’s not actually urgent - or that another initiative is already achieving the same outcome. You’ve saved everyone time without sounding like you’re blocking work. The second lesson came later. There are times when you run the numbers and realize - the idea someone loves will actually hurt the business. Maybe the discount is too steep, or the elasticity doesn’t justify the volume bump. That’s when saying “no” becomes really tricky. What I found works is anchoring the discussion in facts, not feelings. Something like: "Our model shows this might lead to a net loss of X. I can walk you through the assumptions - or we can tweak the offer together to see if there’s a middle ground." You’re not killing the idea - you’re bringing the other person into the decision. The truth is, in cross-functional work, “no” is rarely a rejection. It’s often an invitation to think sharper, define clearer outcomes, or build smarter trade-offs. So next time you have to push back, don’t just decline. Ask, explain, involve. That’s how you protect your priorities and your relationships. What’s a line you’ve used that helped you say “no” politely but effectively? #Leadership #CareerTips #Communication #Bangladesh #InvisibleSkills #Collaboration

AI just told women to accept 20% less pay A new study from the Technical University of Würzburg-Schweinfurt (linked in comments) just confirmed what many of us suspected: ChatGPT and other AI models systematically recommend lower salaries for women than men with identical qualifications. Up to 20% lower. In some cases, that's a $120,000 difference just by changing "he" to "she" in the prompt. 😵💫 Let that sink in for a moment. As someone who's spent years helping women negotiate their worth, this doesn't shock me. These AI models are trained on data that reflects decades of systemic bias - the same bias that created the gender pay gap in the first place. But here's what concerns me most: women are increasingly turning to AI for career advice, including salary negotiation guidance. And now we know these tools are literally programming women to undervalue themselves. So let me be crystal clear about this: ⚡ Stop outsourcing your worth to machines that don't understand your value! ⚡ Your salary negotiation shouldn't be guided by an algorithm trained on historical inequality. It should be based on your actual market value, the specific problems you solve & the measurable impact you create and linking that to what companies truly need. The real issue isn't just biased AI - it's that many women lack the confidence and skills to negotiate effectively in the first place. And now AI is reinforcing those insecurities with "data-driven" advice that's actually discrimination-driven. Here's what you should do instead: 💪 Learn to negotiate as a core professional skill, focusing on advocating for yourself rather than others (which women tend to struggle more with than men) 💪 Research salary data from multiple sources, including human ones 💪 Build confidence through practice and preparation 💪 Focus on the value you bring, not what others "think" you deserve Because here's the truth: if we don't learn to advocate for ourselves effectively, we'll always be at the mercy of systems - human or artificial - that undervalue us.