THINK WIN/WIN

HABIT 4

Reporters:
Marvi Blaise M. Coching
Jee Princess C. Cortez

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.

Six Paradigms of Human Interaction

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

Win/Win
Win/Win seeks mutual benefits in all human interactions.
Win/Win means that agreements or solutions are mutually
beneficial.
Win/Win is the belief that its not your way or my way; its a better
way, a higher way.

Win/Lose
Win/Lose states If I win you
lose.
In Leadership style, Win/Lose is
an 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.

They seek strength from popularity or

acceptance.

Lose/Win people have little courage to

express their own feelings and

convictions and are easily intimidated

by the ego strength of others.

Lose/Lose

When two Win/Lose determine, stubborn, ego-invested individuals interactthe result will be Lose/Lose.

Both will become vindictive 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.

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.

WHICH OPTION IS BEST?

THE BEST CHOICE IS ...

DEPENDS ON REALITY

Five Dimensions of Win/Win

Character
Relationships
Agreements
Structure and Systems
Process

FIVE DIMENSIONS OF WIN-WIN

CHARACTER

RELATIONSHIP

STRUCTURE AND SYSTEM

AGREEMENT

PROCESSES

Three Parts of Character

Integrity Making and keeping meaningful
promises and commitments.
Maturity The balance between courage and
consideration.
Abundance Mentality The paradigm that
there is plenty out there for everyone.

Relationships
The trust, the emotional
bank account, is the essence
of Win/Win.
Without TRUST, we lack the
credibility for open, mutual

learning 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.

Ways to clarify and manage expectations between

people involved in any interdependent endeavour

1. DESIRED RESULTS identify what is to be

done and when
2. GUIDELINES specify the parameters within
which results are to be accomplished
3. RESOURCES identify human, financial,
technical or organizational support available to
help accomplish the results.

Ways to clarify and manage expectations between

people involved in any interdependent endeavour

4. ACCOUNTABILITY sets up the standards of

performance and the time of evaluation
5. CONSEQUENCES what does and will happen
as a result of the evaluation

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.

Processes
Roger Fisher and William Vry
the essence of principaled negotiation is to
separate the person from the problem, to focus on
interests an not on positions, to invent options for
mutual gain, and to insist on objective criteria.

4 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.

Thank you!