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Negotiation is any conversation in which people with different needs, priorities, or perspectives are trying to influence what happens next.

It happens in formal business deals, but it also happens when teams set priorities, leaders give feedback, colleagues divide responsibilities, families make decisions, and someone tries to figure out where everyone should go for dinner.

Negotiation can be useful whenever a decision affects more than one person.

A good place to begin is by separating your position, what you say you want, from your interests, why you want it. Understanding what matters beneath the stated position can reveal possibilities that might otherwise be missed.

They are closely connected, but they are not exactly the same.

Negotiation helps people work through different needs, interests, and priorities to reach a decision or agreement. Conflict resolution focuses more directly on addressing disagreement, tension, or a breakdown in communication.

Both depend on curiosity, listening, clear communication, and a willingness to understand what is happening beneath the surface.

People negotiate at work every day, often without calling it negotiation.

Leaders negotiate priorities and resources. Managers set expectations. Teams work through competing ideas. Colleagues give feedback, make decisions, and navigate change.

Strong negotiation skills help people communicate more clearly, understand different perspectives, manage disagreement, and find productive ways forward.

Good negotiators are curious, prepared, adaptable, and willing to listen.

They understand what matters to them while also paying attention to the needs, concerns, and pressures influencing other people. They ask thoughtful questions, manage their reactions, and recognize when a different approach may lead to a better outcome.

You do not need to know before contacting us.

Training helps people build and practice skills. Coaching supports an individual through a particular challenge or conversation. Facilitation helps a group communicate and make progress together. Mediation brings in a neutral third party when a conflict has become difficult to resolve.

We will listen to what is happening and help you determine the most useful place to begin.

Workplace mediation is a structured process in which a neutral mediator helps people discuss a conflict, better understand the issues involved, and explore possible ways forward.

The mediator does not decide who is right or impose an outcome. Their role is to create the conditions for a more thoughtful, honest, and productive conversation.

Absolutely. You do not need to wait until communication has completely broken down.

We can help individuals and teams prepare for difficult conversations, recognize patterns early, strengthen communication, and address tension before it becomes a larger problem.

We work with leaders, teams, HR professionals, attorneys, founders, family-run businesses, government and military professionals, and organizations navigating difficult or high-stakes conversations.

Programs can be designed for individuals, small groups, leadership teams, or larger organizations.

We start with a conversation.

We will ask what is happening, who is involved, what you have already tried, and what you hope will be different. From there, we can recommend an approach tailored to your situation, whether that involves training, coaching, facilitation, mediation, or a combination of services.

You do not need to arrive with the situation perfectly explained. “Something isn’t working” is a perfectly good place to start.

We begin by speaking with key stakeholders to understand your people, goals, culture, and challenges.

We then build the experience around the conversations participants actually need to have, using relevant exercises, realistic simulations, and practical tools instead of an off-the-shelf agenda.

Yes. Mindful Negotiating offers training, coaching, simulations, retreats, facilitation, and other programs virtually and in person.

The format is determined by the people involved, the goals of the engagement, and what will create the most useful experience.

The length depends on the people involved, the challenge being addressed, and the goals of the engagement.

Support may range from an individual coaching session or focused workshop to an immersive retreat, ongoing advisory relationship, or multi-session training program.

We understand that difficult conversations often involve sensitive information.

Confidentiality expectations are discussed at the beginning of each engagement and shaped around the type of work, the participants involved, and any organizational or legal requirements.

We combine negotiation, mediation, psychology, behavioral science, leadership development, and real-world practice.

Rather than relying on rigid scripts or passive lectures, we help people understand what is happening beneath the conversation and practice responding with greater awareness, flexibility, and intention.