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THINK WIN/WIN
HABIT 4

Group Members
Muhammah Abdullah Zuberi Mubeen Mujahid Arooj Abdullah Ammara Latif Madiha Shahid

PRINCIPALS OF INTERPERSONAL SKILL

WE HAVE COMMITTED TO THE GOLDEN RULES TO MEMORY;LETS NOW COMMIT TO LIFE Edwin Markha

Habit 4: Think Win/Win

Highly effective people strive for win/win transactions. They try to ensure that all the parties are better off in the end. They know that any other kind of transaction is destructive, because it produces losers and, therefore, enemies and bad feelings, such as animosity, defeat and hostility. A Win-Win mindset can help us multiply our allies.

Six Paradigms of Human Interaction

Win/Win Win/Lose Lose/Win Lose/Lose Win Win/Win or No Deal

Win/Win

Win/win is not a technique it is philosophy of human interaction Win/Win seeks mutual benefits in all human interactions..

Win/Lose

Win/Lose states If I win you lose. In Leadership style, authoritarian approach. Win/Lose people are prone to use position, power, credentials, possessions, or personality to get their way.

Lose/Win

Lose/Win stands for no demands, no expectations, no vision. People who think Lose/Win are usually quick to please or appease. They seek strength from popularity or acceptance.

Lose/Lose

When two Win/Lose determine, stubborn, ego-invested individuals interact-the result will be Lose/Lose. Both will Lose. Both will become bitter and want to get back or get even, blind to the fact that murder is suicide, that revenge is a two-edged sword. Lose/Lose is the philosophy of the highly dependent person without inner direction who is miserable and thinks everyone else should be, too.

Win

People with the Win mentality dont necessarily want someone else to lose. Thats irrelevant. What matters is that they get what they want. Win mentality thinks in terms of securing his own ends-and leaving it to others to secure theirs.

Win/Win or No Deal
No Deal basically means that if we cant find a solution that would benefit us both, we agree to disagree agreeably-No Deal. No expectations have been created, no performance contracts established.

Five Dimensions of Win/Win

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Win/Win Character

Win/Win Relationship

Win/Win Agreements

Structure Systems (4) and Processes (5)

Five Dimensions of Win/Win

Character Relationships Agreements Structure and Systems Process

Character

Three character traits essential to the win/win paradigms: Integrity: make and keep meaningful promises and commitments. People of Integrity are true to their feelings, values and commitments. Maturity: The balance between courage and consideration The ability to express ones won feelings and convictions balanced with consideration of the thoughts and feelings of others

Abundance Mentality The paradigm that there is plenty out there for everyone.
Scarcity Mentality Theres only one pie Abundance Mentality There is plenty for everybody

Sense of worth and security comes from being compared

Someone elses success means their failure

Define themselves form within Deep inner sense of worth and security Someone else's success is our success sharing it.

Relationship Thinking
Courage to advocate for what you want
High Courage Low Courage

Consideration
of the wants & needs of othersthrough inquiry

High Consideration

Win-Win

Lose-Win

Low Consideration

Win-Lose

Lose-Lose

Relationships

The trust, the emotional bank account, is the essence of Win/Win without trust, we lack the credibility for open, mutual leaning and communication and real creativity.

Agreements

From relationships flow the agreements that give definition and direction to Win/Win. They are sometimes called performance agreements or partnership agreements.

Agreements (Relationships performance agreement)

Five elements to agree on in a win/win agreement Desired results: Clarify the end in mind, objectives and outcome. Guidelines: Specify boundaries and deadlines for accomplishing the results within which results are to be accomplished Resources: human, financial, technical, support to help accomplish the results Accountability: sets up the standards of performance and the time of evaluation. Identify the standards and methods of measurement for progress and accomplishment. Consequences: Determine/Evaluate the result (s) of achieving or not achieving win-win

Win/win management training agreement

Learner-controlled system instead of system controlled

Win/win performance agreement

Use gofer delegation

For win/win Structure and Systems

Win/Win can only survive in an organization when the systems support it. So often the problem is in the system, not in the people. If you put good people in bad systems, you get bad results.

For win/win Systems

Should be supportive (reward guidelines, available resources) Don't talk cooperation (win/lose) (win/win) and practice competition

You can best achieve win-win solutions with win-win systems and processes. But if Changing your systems to win-win feels overwhelming and out of reach, remember to work from the inside out. As you first develop a win-win character and then Win-Win Agreements and relationships, you will expand your Circle of Influence and be Able to work on processes.

Processes

See the problem from the other point of view. Identify the key issues and concerns involved. Determine what results would constitute a fully acceptable solution. Identify possible new options to achieve those results.

Suggestions
Maintain a balance between courage and consideration List the obstacles and solve them Select specific relationship and put ur-self on that place Consider your own scripting Identify the model of win/win thinking

SUMMARY

Win/Win is not a personality technique. Its a total paradigm of human interaction. It comes from a character of integrity, maturity, and the Abundance Mentality. It grows out of high-trust relationships. It is embodied in agreements that effectively clarify and manage expectations as well as accomplishment. It thrives in supportive systems.