The authors examined the effectiveness of different training programs in men's and women's acquisition of salary negotiation skills. MBA students received a 2-stage training program that provided initial content instruction in negotiation tactics, followed by supplemental training in either goal setting or self-management. After both training sessions, participants conducted salary negotiations with trained confederates who used standardized guides to award salary increases. Results indicated that, although women negotiated lower salaries than men following the initial training, controlling for goals eliminated this difference. Analysis of salary improvements following supplemental training revealed that gender differences were reduced for self-management participants only. Changes in perceived control over the negotiation appeared to mediate this effect. Implications of these findings for understanding training effectiveness are discussed.