According to Stephen Covey, the five elements of a win-win agreement are: those who have engaged in the win/win process, but who cannot agree, often prefer to oppose what Stephen Covey calls the “win-win or not” paradigm, an even stronger expression of the “win-win” mentality. How do we come to an agreement that allows BOTH parties to win? Stephen Covey says that the following five must be included: Well, let me be very honest. The downside of a win-win deal is that it requires more time and more work. The trend is to slide back and go straight back into the old models. When we see that our child has failed, maybe we will go again to grate, abandon or over-manage our children and say, “It won`t work.” Let`s expand the CHARACTER triangle to show the items it contains. Creating a win-win agreement goes even further. It is an informal or formal agreement that is taken into consideration by all parties involved. It is a powerful tool to deal with these difficult and stressful problems. The win-win agreement is a great tool to help families find the right balance.
That was good. I use most of the elements both at work and in life. Thank you for reminding him and putting him firmly in a clean frame. Easy to follow and react. Responsibility defines the schedule and performance standards. The concept of a win-win agreement comes from the work of Dr. Stephen R. Covey and his original book on The 7 Habits of Highly Effective People. You may have heard if you think you win or find the third alternative, but how can you actually make an effective deal? In The 7 Habits of Highly Effective People, Stephen Covey describes the five elements of the win-win agreement. The next step is to start drafting an agreement. Dr. Covey describes 5 elements of an effective fourth win-win agreement, defining responsibility.
Taking responsibility for the results brings teeth into the win-win agreement. If there is no responsibility, people gradually lose their sense of responsibility and begin to accuse circumstances or other people of poor performance. But when people are involved in setting the exact standard of acceptable performance, they feel a deep sense of responsibility for achieving the desired results. The agreement can be written by the employee to the manager to confirm the agreement. It is a fact that people think differently because of differences in faith, culture or experience. Some are dominant right-brain, which are greater in imagination and creativity, while others are left-brain dominants that are superior in analysis and numbers. How can we reach agreement on these differences which, at the end of the day, ensures that all human beings can carry out their tasks and duties in order to achieve the same desired result? Too many people give in to the agendas of another party to avoid conflict. You agree to lose so that the other person wins. It`s a win-lose deal. It is not necessary.
I encourage my subordinates and partners to immerse themselves in the details in order to ensure a good partnership. I teach them how to use this model, in which you cover five different areas and reach an agreement in which both parties win. Here`s Covey`s explanation of how it works: it means you can use the same items for a winner/winner or a winner/lose, depending on your approach.