Think Win/Win

THE PRINCIPLE OF INTERACTION AND COLLABORATION

You can collaborate more effectively when you build high trust relationships?

A few years?ago, I was working with a company up north who worked with pretty big physical assets that they moved around the country. At the time they were doing a lot of project work and each State had a budget they had to achieve. The decision makers decided that the project work was important and was making achieving the results quicker and easier. Internally what it created was resentment between the states. When they got the work there were no machines available to do the work. This also affected being able to service their long time loyal clients. Bringing all the State managers together for their annual sales conference was a great opportunity for me facilitate a conversation and give ?them the opportunity to speak up about the challenges they were all having, and to come to some kind of resolution. By the end of two days, through their interaction and collaboration they found a clear way forward. Giving the managers responsibility to find a solution, allowed them to feel heard and respected.

Win/win is a belief in the a third alternative- It's not my way, it's not your way, it's a better way - a higher way

One of the alternatives to win/win is win/lose, it says that if I win you lose. In leadership this is an authoritarian approach. Win/lose people are prone to use power, position or personality to get their own way. ?Often people?who have a deep belief of win/lose learn this as a child and make it true for them as adults. When one child is compared to another or love was given on a conditional basis, the belief that they had to earn that love was formed. What is communicated to that child is that they are not intrinsically lovable or valuable.?A child can be molded and shaped in a win/lose mentality.?

Win/win or No Deal provides emotional freedom within the family relationship as well as the professional environment. If you can't agree on what you want to watch on Netflix that everyone will enjoy, you can simply decide to do something else - No Deal - rather than some enjoying the experience at the expense of others.

The Five Dimensions of Win/Win

Integrity - defined as a value, we place commitments on organisations and ourselves. As we clearly identify our values, and proactively live them every day, we develop self-awareness and independence to make and keep those commitments.

Maturity - the balance between courage and consideration - "The ability to express one's own feelings with conviction, balanced with consideration for the thoughts and feelings of others" - Harvard Business School

Abundance Mentality - fostering an abundance mentality, the idea that there is plenty out there for everyone to share. With a scarcity mentality, it is very difficult to share recognition and credit, power of profit, even with those who helped you achieve it. An abundance mentality on the other hand, comes from a deep sense of personal worth and security, confidence in one's own ability to succeed.

Relationships - a win/win relationship is built on a foundation of Trust. Without trust the best we can do is compromise; without trust we lack the credibility for open mutual learning, communication and creativity.?

The more genuine your character, the high your level of being proactive, the more committed you are to win/win - the more powerful your influence will be.

This is a real test of interpersonal leadership. It goes beyond transactional leadership to transformational leadership, transforming the individuals in your organisations as well as the relationships you have with them.

Agreements?- from relationships we develop agreements that?give direction?and meaning to Win/Win - sometimes ?called performance?agreements, or partnership agreement. Win/win agreements between employers and employees are focused on common objectives to be accomplished. Agreements create an effective way to clarify and manage expectations and eliminate assumptions.

In a win/win agreement, consider the following elements:

• Organisations desired results - decide what needs to be done and when
• Guidelines?- specify the parameters for the results?to be delivered
• Identify resources - people, financial, technical or organisational standards and support to help accomplish the results
• Accountability - set up the standards of performance and evaluation timelines
• Consequences?- what?will happens?as a result of the evaluation - good or bad

Think about all the things that get in the way of you applying the Win/Win principle more often. Think about how you can eliminate some of those obstacles and create more opportunities that produce Win/Win or No Deal situations in your work or family environments.

And that's worth thinking about

Have a great week

Ondina x

**Stephen Covey - The 7 Habits