http://www.google.com/notebook/feeds/16030649691016479450/notebooks/BDR9jIgoQ8KeQ_94h/NDSeRSgoQ0PDY_94h2006-09-27T15:48:13.520Z2006-09-28T22:21:39.439ZWin/Win is one of six total philosophies of human interaction. The two most important and common are : <br><br>   1. Win/Win - People can seek mutual benefit in all human interactions. <br>   2. Win/Lose - The competitive paradigm.<br>   <br>The most appropriate model depends on the situation. 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.<br>Even if we cannot see the solution to a particular problem, it does not mean that no such solution exists. The win-win idea is not based upon compromise - that is where most disputes naturally end. But compromise is the result of not properly perceiving the possible synergy of the situation.<br><br><br>There are five dimensions of the Win/Win model: <br>    1. Character is the foundation of Win/Win, as it fosters trust. <br>    2. Relationships : Whatever the orientation of the person you are dealing with (Win/Lose, etc.), the relationship is the key to turning the situation around.<br>    3.    Performance agreements or partnership agreements give definition and direction to Win/Win,. They shift the paradigm of     production from vertical (Superior - Subordinate) to horizontal (Partnership/Team).<br>    <br>       1. Defined results (not methods) - what is to be done and when.<br>       2. Guidelines - the parameters within which the results should be accomplished<br>       3. Resources - human, financial, technical or organizational support available to accomplish the results.<br>       4. Accountability - the standards of performance and time(s) of evaluation.<br>       5. Consequences - what will happen as a result of the evaluation.<br><br>    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.<br>    <br>    5. The Win/Win process has four steps : <br>       1. See the problem from the other point of view, in terms of the needs and concerns of the other party.<br>       2. Identify the key issues and concerns (not positions) involved.<br>       3. Determine what results would make a fully acceptable solution.<br>       4. Identify new options to achieve those results.<br><br>Covey has amended the wording of this habit slightly in recent years to read: Think Win-Win or No Deal. This attitude works well because it liberates the individuals concerned from the effort of trying to persuade the opposite party to shift ground or compromise. The effort is instead spend on trying to understand, which is where habit 5 comes in - you see, they are also sequential. Sagamore