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Mindset-Oriented Negotiation Training (MONT): Teaching More Than Skills and Knowledge
Valentin Ade1, Carolin Schuster1, Fieke Harinck2
1Institute of Psychology, Leuphana University of Lüneburg, Lüneburg, Germany.
Frontiers in Psychology
|June 22, 2018
Summary
Negotiation training should include mindset development alongside skills. Cultivating a collaborative, curious, and creative negotiation mindset enhances learning and leads to sustainable agreements.
Area of Science:
- Psychology
- Organizational Behavior
- Management
Background:
- Traditional negotiation training primarily focuses on skill and knowledge acquisition.
- The psychological orientations, or mindsets, individuals bring to negotiations significantly impact outcomes.
- Mindset development is an under-explored but crucial aspect of effective negotiation training.
Purpose of the Study:
- To propose mindset development as a key dimension in negotiation training.
- To introduce an integrative negotiation mindset comprising collaborative, curious, and creative inclinations.
- To argue for the benefits of mindset training in enhancing negotiation effectiveness and outcomes.
Main Methods:
- Conceptual analysis drawing from empirical and theoretical studies on mindsets outside the negotiation field.
- Development of an integrative negotiation mindset model.
- Discussion of practical activities for cultivating this mindset.
Main Results:
- Mindset development can amplify the effectiveness of existing skills and knowledge.
- It facilitates increased learning transfer and promotes long-term behavioral changes.
- An integrative mindset, combining collaborative, curious, and creative elements, is proposed.
Conclusions:
- Mindset-oriented negotiation training offers a more holistic approach than traditional skill-based methods.
- Developing specific negotiation mindsets can lead to more sustainable and integrative agreements.
- Integrating mindset development into training programs is essential for maximizing negotiation success.
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