Build Win-Win Systems
For win-win to work inside a team or organization, the systems need to support it. Training, planning, communication, budgeting, information, compensation systems- all of these have to be based on the principles of win-win.
Win-Win System
Win- Lose System
All sales advisors who achieve 110% of their goal achieve the President’s club
Top 5 % of the sales force achieve President’s club
Grading on a standard in a training class
Grading on a forced curve
A performance management systems based both on personal production and team
A performance management system based only on personal production, not team related
A compensation system that is based on performance
A compensation system that rewards everyone equally, regardless of performance
Promotion based on competency and results
Promotion based on relationship and seniority
Identify an area in your own life where you feel you may have created or are supporting a win-lose system ( e.g. in your family, in a relationship, within a team )
What is one action will you take within your circle of influence to improve that system?
Teach to learn
See-Do-Get
Paradigm: Ineffective: there is only so much, and the more you get, the less there is for me
Effective: there is plenty out there for everyone, and more to spare
Behavior: - Balance courage and consideration,
Seek mutual benefit
Create win-win agreements
Build win-win systems
Result: - Faster solutions to problems
More team involvement
Generosity of spirit
Rich relationship
Which mindset do you come from?
A. I find it easy to share recognition and credit. I am happy for the successes of others, especially those closest to me
B. I have a difficult time sharing recognition and credit. I am threatened by the successes of others
Seek Balance
Highly effective people balance these two things:
-----------------------: willingness and ability to speak their thoughts and feelings
------------------------: willingness and ability to seek and listen to others’ thoughts and feelings with respect
What are the 5 elements of an effective Win-Win agreement?
1. DR
2. G
3. R
4. A
5. C
Sunday, November 16, 2008
Create Win Agreement
Habit 4 – Create Win-Win Agreement
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Tuesday, November 11, 2008
Paradigm of Human Interaction
Paradigm of Human Interaction
4. Lose-Lose: “If I’m going down, you’re going down with me”
People who have a lose-lose paradigm are low on courage and consideration.
They envy and criticize others; They put themselves and others down.
Characteristic
- Is the mindset of a highly dependent person
- Is a “no win” because nobody benefits
- Is a long-term result of win-lose or “win”
5. Win: “As long as I win, I don’t care if you win or lose”
People who hold a “win” paradigm think only of getting what they want.
Although they don’t necessarily want others to lose, they are personally set on winning.
They think independently in interdependent situations, without sensitivity or awareness of others
Characteristic
- Is self- centered
- Thinks “me first”
- Doesn’t really care if the other persons wins or loses
6. Win-Win or No Deal: “Let’s find a solution that works for both of us, or let’s not play”
Win-Win or No deal is the highest form of win-win
People who adopt this paradigm seek first for win-win, if they cannot find an acceptable solution,
they agree to disagree agreeably.
Characteristic
- Allows each party to say “NO”
- Is the most realistic at the beginning of a relationship or business de0al
- Is the highest form of win-win
Abundance or Scarcity Mind set?
If you don’t have some grounding in the Private Victory, it will be difficult to think Win-Win
Read each phrase below and mark where you think you are on the continuum
A. I believe there is plenty out I believe there is only so much
there for everybody (e.g., options, and the more you get, the less
success, opportunities, credit) there is for me
*-1----------------------------------------------------------------------------------------------------------------------------10*
B. I am happy for the success of others; I am threatened by the successes
Especially those closest to me of others, especially those closest
*-1----------------------------------------------------------------------------------------------------------------------------10*
C. I treat everyone with equal respect; I treat people with varying degrees
*-1----------------------------------------------------------------------------------------------------------------------------10*
D I find it easy to share recognition I have difficult time sharing
*-1----------------------------------------------------------------------------------------------------------------------------10*
E. I have a deep inner sense of personal I find my sense of self-worth
Worth and security from being compared and from
Competition
*-1----------------------------------------------------------------------------------------------------------------------------10*
“You don’t have to blow out the other person’s light to let your own shine” – – Bernard M Baruch
4. Lose-Lose: “If I’m going down, you’re going down with me”
People who have a lose-lose paradigm are low on courage and consideration.
They envy and criticize others; They put themselves and others down.
Characteristic
- Is the mindset of a highly dependent person
- Is a “no win” because nobody benefits
- Is a long-term result of win-lose or “win”
5. Win: “As long as I win, I don’t care if you win or lose”
People who hold a “win” paradigm think only of getting what they want.
Although they don’t necessarily want others to lose, they are personally set on winning.
They think independently in interdependent situations, without sensitivity or awareness of others
Characteristic
- Is self- centered
- Thinks “me first”
- Doesn’t really care if the other persons wins or loses
6. Win-Win or No Deal: “Let’s find a solution that works for both of us, or let’s not play”
Win-Win or No deal is the highest form of win-win
People who adopt this paradigm seek first for win-win, if they cannot find an acceptable solution,
they agree to disagree agreeably.
Characteristic
- Allows each party to say “NO”
- Is the most realistic at the beginning of a relationship or business de0al
- Is the highest form of win-win
Abundance or Scarcity Mind set?
If you don’t have some grounding in the Private Victory, it will be difficult to think Win-Win
Read each phrase below and mark where you think you are on the continuum
A. I believe there is plenty out I believe there is only so much
there for everybody (e.g., options, and the more you get, the less
success, opportunities, credit) there is for me
*-1----------------------------------------------------------------------------------------------------------------------------10*
B. I am happy for the success of others; I am threatened by the successes
Especially those closest to me of others, especially those closest
*-1----------------------------------------------------------------------------------------------------------------------------10*
C. I treat everyone with equal respect; I treat people with varying degrees
*-1----------------------------------------------------------------------------------------------------------------------------10*
D I find it easy to share recognition I have difficult time sharing
*-1----------------------------------------------------------------------------------------------------------------------------10*
E. I have a deep inner sense of personal I find my sense of self-worth
Worth and security from being compared and from
Competition
*-1----------------------------------------------------------------------------------------------------------------------------10*
“You don’t have to blow out the other person’s light to let your own shine” – – Bernard M Baruch
Win Agreement
Habit 4 – Create Win-Win Agreement
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Plan Weekly
Plan weekly
Tips for weekly planning:
- When? Before the week begins
- Where? Someplace quiet
- How Long? 20-30 minutes
Three steps to weekly planning:
1.
2.
3,
1. Review Mission and Roles
Each week review your personal Mission statement and the roles that flow out of it.
Roles represent key relationships and areas of responsibility
When selecting your roles:
- choose both personal and professional
- choose no more than seven
- recognize that some roles remain for life
- be creative
Weekly compass: Roles and Big Rocks
What is the most important thing I can do in this week?
2. Choose Big Rocks
As you plan your week, ask yourself this question:
- What is the most important thing I can do in this role this week?
Big rocks comes from conscience, mission, goals, key projects,
Big rocks can be Task; Appointments; Areas of focus
“Nicest things about planning is that failure comes as a complete surprise rather than being preceded by a period of worry and depression” – Sir John Harvey- Jones
3. Schedule the week
Regardless of which type of tool you use- software, paper, or handheld device- schedule the Big Rocks before you schedule anything else
Tips for weekly planning:
- When? Before the week begins
- Where? Someplace quiet
- How Long? 20-30 minutes
Three steps to weekly planning:
1.
2.
3,
1. Review Mission and Roles
Each week review your personal Mission statement and the roles that flow out of it.
Roles represent key relationships and areas of responsibility
When selecting your roles:
- choose both personal and professional
- choose no more than seven
- recognize that some roles remain for life
- be creative
Weekly compass: Roles and Big Rocks
What is the most important thing I can do in this week?
2. Choose Big Rocks
As you plan your week, ask yourself this question:
- What is the most important thing I can do in this role this week?
Big rocks comes from conscience, mission, goals, key projects,
Big rocks can be Task; Appointments; Areas of focus
“Nicest things about planning is that failure comes as a complete surprise rather than being preceded by a period of worry and depression” – Sir John Harvey- Jones
3. Schedule the week
Regardless of which type of tool you use- software, paper, or handheld device- schedule the Big Rocks before you schedule anything else
The habit of Mutual Benefit
The Habit of Mutual Benefit
“What do we live for, if it is not to make life less difficult for each other?” – George Eliot
Paradigm
· Ineffective: There is only so much, and the more you get, the less there is for me.
· Effective: There is plenty out there for everyone and more to spare
SEE – Principle – effective, long term relationship require mutual respect and benefit
Do – Behavior – Balance courage and consideration, seek mutual benefits,
create Win-Win agreements, Build win-win systems
Result - faster solutions to problems. More team involvement,
generosity of spirit and Rich relationship
Six Paradigms of human interaction
1. Win-Win: “Let’s find a solution that works for both of us”
People who choose to win and make sure others also win practice win –win, they search for solutions that will make them happy and simultaneously satisfy others
Characteristics
- Seek mutual benefits
- Is cooperative, not competitive
- Listens more, stays in communication longer,
And communicates with more courage
2. Win – Lose: “I’m going to beat you no matter what”
People with a win- lose paradigm are concerned with themselves first and last. They want to win and they want others to lose. They achieve success at the expense or exclusion of another’s success. They are driven by comparison, competition, position and power.
Characteristics
- Is very common scripting for most people
- Is the authoritarian approach
- Uses position, power, credentials, possessions, or personality to get the “win”
3. Lose- Win: “I always get stepped on”
People who choose to lose and let others win show high consideration, but lack the courage to express and act on their feelings and beliefs. They are easily intimidated and borrow strength from acceptance and popularity.
Characteristic
- Voices no standards, no demands, no expectations of anyone else
- Is quick to please or appease
- Buries a lot of feelings
“What do we live for, if it is not to make life less difficult for each other?” – George Eliot
Paradigm
· Ineffective: There is only so much, and the more you get, the less there is for me.
· Effective: There is plenty out there for everyone and more to spare
SEE – Principle – effective, long term relationship require mutual respect and benefit
Do – Behavior – Balance courage and consideration, seek mutual benefits,
create Win-Win agreements, Build win-win systems
Result - faster solutions to problems. More team involvement,
generosity of spirit and Rich relationship
Six Paradigms of human interaction
1. Win-Win: “Let’s find a solution that works for both of us”
People who choose to win and make sure others also win practice win –win, they search for solutions that will make them happy and simultaneously satisfy others
Characteristics
- Seek mutual benefits
- Is cooperative, not competitive
- Listens more, stays in communication longer,
And communicates with more courage
2. Win – Lose: “I’m going to beat you no matter what”
People with a win- lose paradigm are concerned with themselves first and last. They want to win and they want others to lose. They achieve success at the expense or exclusion of another’s success. They are driven by comparison, competition, position and power.
Characteristics
- Is very common scripting for most people
- Is the authoritarian approach
- Uses position, power, credentials, possessions, or personality to get the “win”
3. Lose- Win: “I always get stepped on”
People who choose to lose and let others win show high consideration, but lack the courage to express and act on their feelings and beliefs. They are easily intimidated and borrow strength from acceptance and popularity.
Characteristic
- Voices no standards, no demands, no expectations of anyone else
- Is quick to please or appease
- Buries a lot of feelings
Plan Daily
To those celebrating Deepavali, next week – let the festive of lights brighten your future
Plan Daily
Tips for Daily Planning:
- When? Before the day begins
- Where? Someplace quite
- How Long? 6 to 11 minutes
Three steps to Daily Planning:
1. Check today’s appointments
2. Make a realistic list
3. Prioritize ( ABC, 1,2,3 )
Elements of an effective planning system
Highly effective people have a reputation for consistent follow-through.
Putting first things first each week requires not only discipline, but good planning tools
An effective planning system is:
Integrated. The core four are all in one system – task, appointments, notes and contacts
Mobile. It’s with you all the time
Personalized. It’s customizes for your own needs
Teach to learn
See-Do-Get
Paradigm:
Effectiveness requires the integrity to act on your priorities
What are the time matrixes of important and not urgent, Q2 activities that you like to expand?
What are the three steps to weekly planning?
What are three steps to daily planning?
Plan Daily
Tips for Daily Planning:
- When? Before the day begins
- Where? Someplace quite
- How Long? 6 to 11 minutes
Three steps to Daily Planning:
1. Check today’s appointments
2. Make a realistic list
3. Prioritize ( ABC, 1,2,3 )
Elements of an effective planning system
Highly effective people have a reputation for consistent follow-through.
Putting first things first each week requires not only discipline, but good planning tools
An effective planning system is:
Integrated. The core four are all in one system – task, appointments, notes and contacts
Mobile. It’s with you all the time
Personalized. It’s customizes for your own needs
Teach to learn
See-Do-Get
Paradigm:
Effectiveness requires the integrity to act on your priorities
What are the time matrixes of important and not urgent, Q2 activities that you like to expand?
What are the three steps to weekly planning?
What are three steps to daily planning?
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