Win/Win is one of six total philosophies of human interaction.
1. Win/Win People can seek mutual benefit in all human interactions. Principle based behaviour.
2. Win/Lose The competitive paradigm: if I win, you lose. The leadership style is authoritarian. In relationships, if both people aren’t winning, both are losing.
3. Lose/Win The “Doormat” paradigm. The individual seeks strength from popularity based on acceptance. The leadership style is permissiveness.
4. Lose/Lose When people become obsessed with making the other person lose, even at their own expense.
5. Win Focusing solely on getting what one wants, regardless of the needs of others.
6. Win/Win or No Deal If we can’t find a mutually beneficial solution, we agree to disagree agreeably no deal. This approach is most realistic at the beginning of a business relationship or enterprise. In a continuing relationship, it’s no longer an option.
When relationships are paramount, Win/Win is the only viable alternative. In a competitive situation where building a relationship isn’t important, Win/Lose may be appropriate. There are five dimensions of the Win/Win model: Character, Relationships, Agreements, Supportive Systems and Processes.
1. Character is the foundation of Win/Win. There must be integrity in order to establish trust in the relationship and to define a win in terms of personal values.
2. Relationships are the focus on Win/Win. Whatever the orientation of the person you are dealing with (Win/Lose, etc.), the relationship is the key to turning the situation around.
3. Performance agreements give definition and direction to Win/Win. They shift the paradigm of production from vertical (Superior Subordinate) to horizontal (Partnership/Team). The agreement should include elements to create a standard by which people can measure their own success.
- Defined results (not methods) what is to be done and when.
- Guidelines the parameters within which the results should be accomplished
- Resources human, financial, technical or organizational support available to accomplish the results.
- Accountability the standards of performance and time(s) of evaluation.
- Consequences what will happen as a result of the evaluation.
4. The Reward System is a key element in the Win/Win model. Talking Win/Win but rewarding Win/Lose results in negating the Win/Win paradigm. If the outstanding performance of a few is rewarded, the other team members will be losers. Instead, develop individual achievable goals and team objectives to be rewarded.
Competition has its place against market competitors, last year’s performance, or another location or individual where cooperation and interdependence aren’t required, but cooperation in the workplace is as important to free enterprise as competition in the marketplace. The spirit of Win/Win cannot survive in an environment of competition or contests. All of the company’s systems should be based on the principle of Win/Win. The
Compensation system of the managers should be based on the productivity and development of their people. The Win/Win process has four steps.
1. See the problem from the other point of view, in terms of the needs and concerns of the other party.
2. Identify the key issues and concerns (not positions) involved.
3. Determine what results would make a fully acceptable solution.
4. Identify new options to achieve those results.
On this website: All 7 Habits of Highly Effective People by Stephen R. Covey
Recommended link: www.stephencovey.com – Dr. Stephen R. Covey
Recommended Reading: Stephen R. Covey – The 7 Habits of Highly Effective People
Your ever well-wisher with love and encouragement BVG Janaka das
24 Mar 2011 – https://bhls.wordpress.com