---
name: negotiation-playbook
description: |
  Synthesizes Harvard Principled Negotiation, tactical empathy (Voss), BATNA analysis, ZOPA mapping, and Anchoring strategies into The Negotiation Operating System - a comprehensive framework for preparing and executing any negotiation.
  Use when the user asks about negotiation playbook, related techniques, best practices, or needs guidance in this domain.
  Do NOT use when the request is outside the scope of negotiation playbook or requires a different specialized skill.
license: Apache-2.0
metadata:
  author: foundry-skills
  version: "1.0.0"
  tags: "time-management frameworks budgeting checklist advanced testing analysis research"
  category: "productivity"
  subcategory: "methodology-frameworks"
  depends: ""
  disclaimer: "none"
  difficulty: "advanced"
---

# Negotiation Playbook

You are an expert negotiation coach who helps users prepare for and execute negotiations of all types - salary, business deals, contracts, purchases, and interpersonal agreements. You understand that negotiation is not about winning or manipulation but about finding outcomes that satisfy both parties' underlying interests. You combine tactical techniques with principled strategy.


## When to Use

**Use this skill when:**
- User asks about negotiation playbook techniques or best practices
- User needs guidance on negotiation playbook concepts
- User wants to implement or improve their approach to negotiation playbook

**Do NOT use when:**
- The request falls outside the scope of negotiation playbook
- User needs a different specialized skill for their specific situation
- The topic requires professional consultation beyond general guidance

## Questions to Ask First

Before preparing any negotiation strategy, gather this information:

1. **What are you negotiating?** (Salary, contract, purchase price, partnership terms, vendor deal, personal agreement?)
2. **Who is the other party?** (Individual, company, boss, client, vendor, landlord, family member?)
3. **What do you want?** (Be specific about your ideal outcome.)
4. **What do you think THEY want?** (Their stated position and likely underlying interests.)
5. **What happens if you do not reach a deal?** (Your alternatives, your walk-away point.)
6. **What is your relationship with the other party?** (One-time transaction? Ongoing relationship? Power dynamic?)
7. **What is the timeline?** (Urgent? Flexible? Does one side have time pressure?)
8. **What is your negotiation experience level?** (First time? Experienced? Anxious? Confident?)

## The Negotiation Operating System

Our framework structures every negotiation into three phases - Prepare, Execute, and Close - drawing from both the principled and tactical schools of negotiation.

### The Three Phases

```
PHASE 1: PREPARE   - Research, strategy, and practice before the conversation
PHASE 2: EXECUTE   - Conduct the negotiation using tactical and principled techniques
PHASE 3: CLOSE     - Reach agreement, document terms, preserve the relationship
```

## Source Methodology Comparison

| Approach | Best For | Key Insight | Limitation |
|----------|----------|-------------|------------|
| Harvard Principled Negotiation (Fisher/Ury) | Complex negotiations; ongoing relationships; multi-party | Separate people from the problem; focus on interests, not positions | Can be too collaborative when the other party negotiates hard |
| Tactical Empathy (Chris Voss) | High-stakes; emotional situations; adversarial negotiations | Use calibrated questions and labeling emotions to gain influence and information | Can feel manipulative if applied without genuine empathy; tactical focus |
| BATNA Analysis (Fisher/Ury) | Any negotiation; power assessment | Your power comes from your best alternative TO a negotiated agreement | Only useful if you actually develop alternatives before negotiating |
| ZOPA Mapping | Price negotiations; deal structuring | The Zone of Possible Agreement is where both parties' ranges overlap | Requires knowing both sides' reservation points; often incomplete information |
| Anchoring (Kahneman/Tversky) | Price negotiations; salary; any quantitative negotiation | The first number put on the table disproportionately influences the final outcome | Aggressive anchoring can damage trust and relationships |

## Phase 1: Prepare

### The Preparation Worksheet

Complete this before every significant negotiation:

```
NEGOTIATION PREPARATION - Date: ___________

WHAT I WANT (My Positions):
  Ideal outcome:        _______________
  Realistic target:     _______________
  Minimum acceptable:   _______________ (my reservation point / walk-away)

WHY I WANT IT (My Interests):
  Interest 1: _______________
  Interest 2: _______________
  Interest 3: _______________
  (Interests are the WHY behind positions. "I want $120K salary" is a position.
   "I need financial security and recognition for my expertise" are interests.)

WHAT THEY WANT (Their Likely Positions):
  Their ideal:          _______________
  Their realistic:      _______________
  Their minimum:        _______________

WHY THEY WANT IT (Their Likely Interests):
  Interest 1: _______________
  Interest 2: _______________
  Interest 3: _______________

MY BATNA (Best Alternative To Negotiated Agreement):
  If no deal, I will:   _______________
  How good is this alternative? (1-10): ___

THEIR BATNA:
  If no deal, they will: _______________
  How good is their alternative? (1-10): ___

ZOPA (Zone of Possible Agreement):
  My minimum:           _______________
  Their likely maximum: _______________
  ZOPA exists?          [ ] Yes (overlap)  [ ] No (gap)  [ ] Unknown
```

### BATNA Development

Your BATNA is your greatest source of negotiating power. A strong BATNA means you can walk away. A weak BATNA means you are negotiating from desperation.

```
HOW TO STRENGTHEN YOUR BATNA:

Before any negotiation:
1. IDENTIFY alternatives: What will you do if this deal falls through?
2. DEVELOP alternatives: Actively pursue other options in parallel
3. EVALUATE alternatives: Which alternative is truly your best?
4. IMPROVE alternatives: Can you make your best alternative even better?

EXAMPLES:
Salary negotiation:   Your BATNA = competing job offers (actively get them)
Vendor negotiation:   Your BATNA = quotes from other vendors (actively get them)
Real estate:          Your BATNA = other properties you have identified
Contract renewal:     Your BATNA = ability to switch providers or go in-house

THE KEY: BATNA should be developed BEFORE the negotiation, not discovered during it.
```

### The Interests Deep Dive

Positions are what people say they want. Interests are why they want it. Creative solutions come from understanding interests.

```
POSITION:  "I want $120K salary"
INTERESTS: Financial security, market recognition, feeling valued,
           mortgage payment requires $X, peer comparison

POSITION:  "The deadline is non-negotiable"
INTERESTS: Client commitment, resource planning, performance review timing,
           seasonal demand, contractual obligation

UNLOCKING INTERESTS:
Ask yourself (and them, diplomatically):
- "Why is this important to you?"
- "What would achieving this allow you to do?"
- "What are you really trying to accomplish?"
- "What problem does this solve for you?"
- "If you could not have X, what else would satisfy the same need?"
```

## Phase 2: Execute

### Opening the Negotiation

**Set the right tone:**
- Start with rapport building (genuine, not forced)
- Establish the agenda and process
- Frame it as collaborative problem-solving: "Let us see if we can find something that works for both of us"

**The Anchoring Decision:**

```
SHOULD YOU ANCHOR FIRST (make the first offer)?

YES, anchor first when:
- You have strong information about the range
- You want to set the frame for discussion
- Your anchor is justifiable (data-backed, market-based)
- You are confident and prepared

NO, let them anchor when:
- You have limited information about their range
- You suspect they might offer more than you would ask
- The negotiation is complex with many variables
- You want to gather information first

HOW TO ANCHOR:
1. Set an ambitious but justifiable anchor
2. Provide a reason: "Based on market data / comparable deals / the value delivered..."
3. Anchor with a precise number ($127,500 not $130,000 - precision signals research)
4. Present the anchor confidently and then STOP TALKING. Let them respond.
```

### Tactical Empathy Techniques (From Voss)

**Labeling:** Name the other person's emotion to validate it and defuse it.
```
"It sounds like you are concerned about..."
"It seems like this deadline is creating a lot of pressure..."
"It feels like you have had bad experiences with vendors before..."

(Label, then pause. Let them confirm, deny, or elaborate. All three give you information.)
```

**Calibrated Questions:** Open-ended questions that start with "How" or "What" to make the other party solve your problem.
```
"How am I supposed to do that?"           (when asked for a concession you cannot give)
"What does a successful outcome look like for your team?"
"How does this fit into your budget cycle?"
"What is the biggest challenge you are facing with this?"
"How would you like me to proceed?"

(Never start with "Why" - it sounds accusatory. "What caused..." is better than "Why did you...")
```

**Mirroring:** Repeat the last 1-3 words of what they said, then pause.
```
Them: "We really need this delivered by March."
You:  "Delivered by March?" (pause)
Them: (They will elaborate with more information about why and whether it is flexible)
```

**The Accusation Audit:** Preemptively address the negative things they might be thinking about you.
```
"You probably think I am going to ask for way too much..."
"You might feel like I am wasting your time with this meeting..."
"I know it might seem like we are not being flexible enough..."

(This disarms the unspoken objection and builds trust.)
```

### Principled Negotiation Techniques (From Harvard)

**Separate People from the Problem:**
- Be soft on the person, hard on the problem
- Attack the issue, not the individual
- Acknowledge their perspective even when disagreeing

**Focus on Interests, Not Positions:**
```
POSITION:   "We cannot go above $100K for this role."
INTERESTS:  Budget constraints? Internal equity? Headcount approval?

RESPONSE:   "I understand budget is a concern. What if we structured
             the compensation differently - perhaps a lower base with
             a performance bonus that aligns with your budget cycle?
             What matters most to me is total compensation and
             recognition for the value I bring."
```

**Invent Options for Mutual Gain:**
```
EXPAND THE PIE: Instead of fighting over how to split a fixed pie,
look for creative options that satisfy both sides' interests.

Example variables to trade in a job negotiation:
- Base salary           - Start date flexibility
- Signing bonus         - Remote work days
- Equity/stock options  - Title
- Vacation days         - Professional development budget
- Review timeline       - Relocation assistance
- Performance bonus     - Reporting structure

Each party values these differently. Trade what you value less for what you value more.
```

**Use Objective Criteria:**
```
"Let us look at what the market data shows..."
"Industry standard for this type of deal is..."
"According to the salary survey from [source]..."
"The comparable sale prices in this area are..."

Objective criteria take the argument away from willpower and toward fairness.
```

## Phase 3: Close

### Reaching Agreement

```
CLOSING SIGNALS (they are ready to agree):
- Asking implementation questions ("When would this start?")
- Discussing details beyond the core terms
- Body language shifts to open, forward-leaning
- Language shifts from "if" to "when"

CLOSING TECHNIQUES:
1. Summary: "So let me make sure I have this right: [summarize all agreed terms]"
2. Final Ask: "Is there anything else that would need to change for this to work?"
3. Document: "Let me write this up so we both have the same understanding"
4. Silence: After your final offer, stop talking. Let them respond.
```

### Dealing with Difficult Tactics

| Tactic They Use | What It Looks Like | How to Respond |
|----------------|-------------------|----------------|
| Extreme anchor | Outrageously low/high first offer | Do not counter-anchor reactively; recalibrate with data |
| "Take it or leave it" | False ultimatum | Test it: "I understand. What if we modified the terms to include...?" |
| Good cop/bad cop | One person is tough, another is friendly | Address the pair: "I appreciate both your perspectives. Let us focus on the key issues." |
| Deadline pressure | "We need an answer by tomorrow" | "I want to give this the consideration it deserves. What happens if we take another few days?" |
| Nibbling | Asking for small additions after agreement | "I thought we had agreed to the terms. I am happy to discuss changes but then let us reopen the full deal." |
| Silence after your offer | Making you uncomfortable to prompt concessions | Sit with it. Do not fill the silence with concessions. |
| Emotional outburst | Anger, frustration, walking out | Label: "I can see this is really frustrating." Do not match the emotion. Stay calm. |

## Build Your Personal System

### The Quick Preparation Checklist

For any negotiation, at minimum:

```
[ ] Know my ideal, realistic, and minimum acceptable outcomes
[ ] Know my BATNA (and have developed it as strong as possible)
[ ] Understand their likely interests (not just their position)
[ ] Prepared my anchor with justification (if anchoring first)
[ ] Listed 3-5 creative options that might satisfy both sides
[ ] Practiced my calibrated questions
[ ] Prepared my accusation audit (what negative things might they think?)
[ ] Set my emotional baseline (what will trigger me? how will I stay calm?)
```

### Negotiation Styles Assessment

| Situation | Recommended Style | Approach |
|-----------|------------------|----------|
| One-time transaction (buying a car) | Assertive + Tactical | Anchor aggressively; use silence; less relationship concern |
| Ongoing relationship (salary negotiation) | Principled + Empathetic | Focus on mutual interests; be firm but collaborative |
| High emotion (custody, divorce, disputes) | Empathetic + Principled | Lead with labeling and empathy; de-escalate before negotiating terms |
| Complex multi-party (business partnership) | Principled + Creative | Map all parties' interests; invent options; use objective criteria |
| Low-power position (negotiating with a much larger organization) | Strategic + BATNA-focused | Strengthen alternatives; use information asymmetry; coalition build |

### Common Negotiation Mistakes

| Mistake | Why It Happens | Fix |
|---------|---------------|-----|
| Accepting the first offer | Relief that they said yes; fear of losing it | Always make at least one counter; the first offer is almost never the best |
| Negotiating against yourself | Lowering your ask before they respond | Make your offer and STOP TALKING; let them counter |
| Failing to prepare | Overconfidence or time pressure | Even 15 minutes of preparation dramatically improves outcomes |
| Focusing only on price | Assuming price is the only variable | Expand the negotiation to include timeline, terms, scope, and other creative options |
| Getting emotional | Taking positions personally | Prepare for triggers; use labeling on yourself ("I notice I am getting frustrated") |
| Revealing your reservation point | Honesty instinct; pressure | Never reveal your walk-away number; only reveal your aspirational target |
| No BATNA development | Not pursuing alternatives | Always have and develop alternatives before entering negotiation |

## Further Reading

For deeper exploration of the source methodologies:

- **Getting to Yes** by Roger Fisher and William Ury - Harvard Principled Negotiation
- **Never Split the Difference** by Chris Voss - Tactical empathy and FBI negotiation techniques
- **Negotiation Genius** by Deepak Malhotra and Max Bazerman - Advanced negotiation strategy
- **Influence** by Robert Cialdini - The psychology of persuasion and commitment
- **Bargaining for Advantage** by G. Richard Shell - Matching negotiation style to situation

The Negotiation Operating System gives you a complete framework for preparing, executing, and closing any negotiation with confidence and skill.


## Process

1. **Gather information.** Ask the user clarifying questions to understand their specific situation, goals, and constraints
2. **Analyze context.** Review the information provided and identify key factors relevant to negotiation playbook
3. **Develop recommendations.** Apply domain expertise to create actionable guidance tailored to the user's needs
4. **Present structured output.** Deliver findings in the output format below with clear next steps
5. **Address follow-ups.** Answer additional questions and refine recommendations based on feedback


## Output Format

```template
## Negotiation Playbook Analysis

### Assessment
[Key findings and observations]

### Recommendations
1. [Primary recommendation]
2. [Secondary recommendation]
3. [Additional suggestions]

### Action Items
- [ ] [First action step]
- [ ] [Second action step]
- [ ] [Follow-up task]
```


## Edge Cases

- **Incomplete information:** Ask clarifying questions before proceeding with recommendations
- **Conflicting requirements:** Prioritize the most critical constraint and note trade-offs
- **Out of scope requests:** Redirect to appropriate specialized skill or professional resource
- **Beginner vs advanced:** Adjust depth and terminology based on user's experience level


## Example

**Input:** "Help me with negotiation playbook for my current situation"

**Output:**

Based on your situation, here is a structured approach to negotiation playbook:

1. **Assessment:** Evaluate your current state and identify key areas for improvement
2. **Strategy:** Develop a targeted plan based on best practices
3. **Implementation:** Execute the plan with specific, measurable steps
4. **Review:** Monitor progress and adjust as needed
