New leaders fail at an impressive rate. That’s because many people don’t know how to negotiate for what they need to improve their odds for success.What happened the last time you faced a new leadership opportunity? Whether you were called on to head a team, a task force, a unit, a division or a company, chances are you negotiated the perquisites of the appointment—your title, vacation and bonus. But did you look beyond these basics and negotiate for what you would need to succeed in the new role? All new leaders will be tested in their roles and need to negotiate to improve their odds of success.
Yet, people often fail to address issues critical to their ability to perform on the job, like their fit with the role, support that could legitimate their appointment and the resources that could push forth their agenda. In our research, we have found that women who negotiate conditions for their success as a leader have higher performance reviews, are more likely to be offered leadership development opportunities and are more satisfied with their jobs and lesslikely to leave their companies than those women who did not negotiate conditions for their success.1 Yet, women and indeed all leaders often overlook valuable opportunities to jump-start their leadership because of three faulty assumptions
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