How Smart is Your Wish List? Imagine one of the following situations: A. You are being promoted to a new position in your company, B. You are being asked to lead a temporary task force within your company, or C. You are being hired for a new job at another company. Now, list all the items you think are negotiable...

When I asked this question during a speech last week to a high powered group of Wall Street executives, it was quite surprising to see what did not appear on their lists and how ignoring those issues could hurt them in the long run. Certainly, they had the obvious issues like compensation and benefits, but many were missing some of the items below that could really affect their career success.

Compare your list to this one. How did you do?

How many keys will you have to play on the piano? What support can you expect in terms of staff, access to other departments, budgets, technology, research, expense accounts, training (for yourself or for your team) other? What will you need to succeed in the job?

“A rose by any other name would smell as sweet...” Wrong. Will you be called Sales Rep or Relationship Manager? EVP Sales or Chief Revenue Officer? HR Manager or Talent Chief? Different descriptions will anchor you in different ways in other people’s minds. How do you want to be positioned?

“Who loves ya, baby?” A former boss used to say, “Things are as important as you make them.” How will your new job be announced: As a blurb in the company paper? In an announcement from HR? In a memo from the CEO? In a press release? At a cocktail party in your honor? How important will you appear and how will that impact your ability to get things done? Hand in hand with how you are announced is. Who will you report to? Are you reporting to a line or support executive? How important is that position and person in the organization? Rightly or wrongly, how will that reporting line be viewed by others? Perception is reality.

“The buck stops here.” What will be the scope of your authority? Will you be able to hire, fire, change strategy, re-organize, manage others (or accounts) as you see fit? Will you be able to work on quick wins or are you going to have a projects dictated to you by others? How will you be measured? What are the milestones? What control do you have over those? If you are going to be accountable, be certain you can control the factors that affect
your success.

And don’t forget...you. What personal issues should you negotiate? Flex time? Attendance at conferences? Necessary expenses (payment for work-outs out of town)? Flying perks (business class for cross country or overseas trips)? Little things make a huge difference in your well-being on the job. Include them on your list.

The Devil—and Job Success—is in the Details
Your moment of negotiating strength is at the beginning in the discussion about your position or new assignment. It is difficult to go back in time to make changes to an agreement. Do not fear being “pushy” or “too aggressive.” Studies show that people who negotiate aggressively, in the best sense of that word, enjoy greater company respect, more job satisfaction, and are given more leadership opportunities than people who would shy away from bringing up these issues. You get what you negotiate. You regret what you don't.

—Anne Miller, author, “Metaphorically Selling”

©2010, Anne Miller