Example 1: Salary Raise Scenario: Annual review with my manager. My Goal: 15% raise and one remote work day per week. Their Interests & Concerns: Keeping the team's budget under control, retaining key people, maintaining fairness across the team. My Leverage: I'm the only one who knows the legacy billing system, and I just led a successful product launch that beat targets. My BATNA: I will start interviewing at other companies if I don't get a meaningful increase. Example Output (shortened): Mindset: Your walk-away point is no raise, no remote day. You are not asking a favor — you’re aligning compensation with proven impact. Opening: "Thanks for making time. I wanted to discuss my role and how I can keep contributing at a high level. I’ve reflected on the past year, especially the launch, and I’d like to align my compensation with the results we’ve achieved." Exploration: Manager: "What did you have in mind?" You: "I have a proposal, but first I’d love to hear your perspective on where the team is heading and my biggest contribution this year." Manager: "Budgets are tight." You: "It sounds like you’re concerned about budget impact. Can you help me understand the specific constraints?" Objections: "No room for a raise." → "Given the revenue from the launch I led, is there a way to revisit the cycle or phase it in next quarter?" "Remote work sets a precedent." → "It seems like you’re worried about fairness. What if we frame it as a focus day with measurable output, trial for 90 days?" "You’re at the top of your band." → "Could we adjust the band based on my expanded scope, or discuss a retention bonus while we work toward a title review?" Close: "I propose a 15% base increase and one remote deep-work day, supported by documented revenue impact. What would need to happen to make this work starting next month?" Checklist: Speak slowly, maintain open body language, use silence, and if you get a no, ask "What would need to change for this to become a yes?"