This document discusses the concept of win-win thinking and relationships. It defines win-win as seeking mutual benefit in all interactions where solutions benefit all parties. The document outlines six paradigms of human interaction, with win-win being the most ideal approach. It describes the five dimensions of win-win as character, relationships, agreements, supportive systems and processes. It provides details on each of these dimensions, emphasizing integrity, maturity, abundance mentality, trust and focusing on interests, not positions to achieve win-win solutions.

1. MANUEL S. ENVERGA UNIVERSITY FOUNDATION
An Autonomous University
Lucena City
INSTITUTE OF GRADUATE STUDIES AND RESEARCH
A GROUP REPORT IN HUMAN RELATIONS
Presented by:
Rona Jaene A. Avellaneda
Hazel A. Aguila
Joel Bautista
Presented to:
Yolanda C. Ayuma, Ed.D.
Professor

2. HABIT 4
THINK WIN/WIN
PRINCIPLES OF
INTERPERSONAL
LEADERSHIP

3. SIX PARADIGMS OF HUMAN INTERACTION
WIN/WIN
LOSE/ WIN
WIN/ LOSE
WIN/WIN OR
NO DEAL
LOSE/ LOSE
WIN

4. 1.
WIN/WIN
frame of mind and heart that
constantly seeks mutual benefit in all
human interactions;
means that agreements or solutions
are mutually beneficial, mutually
satisfying;
it sees life as a cooperative, not a
competitive arena

5. based on the paradigm that there is
plenty for everybody, that one person's
success is not achieved at the expense
or exclusion of the
success of others; and,
it is a belief in the Third
Alternative--"It's not your way or my
way; it's a BETTER WAY, a HIGHER
WAY."

6. 2.
WIN/LOS
E
The paradigm of the race to
Bermuda--"If I win, you lose."
In leadership style, it is the
authoritarian approach.
Win/Lose people are prone to use
position, power, credentials,
possessions, or personality to get
their way.

7. Win/Lose Mentality Since Birth
1. Family
when one child is compared with another-- when patience, understanding or
love is given or withdrawn on the basis of such comparisons-- people are into
Win/Lose thinking.
2. Peer Group
a child first wants acceptance from his parents and then from his peers,
whether they be siblings or friends. We all know how cruel peers sometimes can
be. They often accept or reject totally on the basis of conformity to their
expectations and norms.
3. Academic World
it interprets an individual's value by comparing him/her to everyone else.
4. Athletics
life is a big game-- "winning" is "beating"
5. Law
many people think sbout when they get into trouble is suing someone, taking
them to court, "winning at someone else's expense

8. 3. LOSE/WIN
means being a nice guy, even if "nice guys
finish last";
worse than win/lose because it has no
standards, no demands, no expectations, no
visions.
in leadership style, it is permissiveness or
indulgence;

9. 4. LOSE/LOSE
is a result of two Win/Lose people who
get together;
is also the philosophy of the highly
dependent person without inner direction
who is miserable and thinks everyone else
should be, too;
"If nobody ever wins, perhaps being a
loser isn't so bad."

10. 5. WIN
people with the win mentality don't
necessarily want someone else to lose;
when there is no sense of contest or
competition, it is probably the most common
approach in everyday negotiation;
a person with the win mentality thinks in
terms of securing his own ends-- and leaving
it to others to secure theirs.

11. WHICH OPTION IS BEST?
"It depends."

12. 6. WIN/WIN or NO DEAL
basically means that if we can't find a
solution that would benefit us both, we
agree to disagree agreeably--- NO DEAL;
when you have NO DEAL option in your
mind, you feel liberated because you have
no need to manipulate people, to push
your own agenda, to drive for what you
want;
you can really try to understand the
deeper issues underlying the positions

13. FIVE DIMENSIONS OF
WIN/WIN
1
Win/Win
CHARACTER
3
Win/Win
AGREEMENTS
2
Win/Win
RELATIONSHIPS
SUPPORTIVE SYSTEMS(4) and PROCESSES (5)

14. 1. CHARACTER
 is the foundation of Win/Win, and
everything else builds on that foundation.

15. THREE CHARACTER TRAITS ESSENTIAL
TO THE WIN/WIN PARADIGM
1. Integrity
• the value we place on ourselves;
• we develop self awareness and independent will by making
and keeping meaningful promises and commitments.
2. Maturity
• is the balance between courage and consideration;
• if a person can express his feelings and convictions with
courage balance with consideration for the feelings and
convictions of another person, he is MATURE, particularly if
the issue is very important to both parties

16. TO GO FOR WIN/WIN..
You have to be:You not only have to be:
nice courageous
brave
considerate &
sensitive
empathic confident

17. CONSIDER
Low
High
COURAGE
Low
High
Lose/Win
Lose/Lose
Win/Win
Win/Lose

18. 3. Abundance Mentality
•the paradigm that there is plenty out there for
everybody;
•it results in sharing of prestige, of recognition , of
profits, of decision making;
•it opens possibilities, options, alternative and
creativity;

19. 2. RELATIONSHIPS
• TRUST, the Emotional Bank Account, is
the essence of Win/Win;
• This is the real test of interpersonal
leadership. It goes beyond transactional
leadership into transformational
leadership, transforming the individuals
involved as well as the relationship.

20. 3. AGREEMENTS
• Sometimes called "performance or
partnership agreements", shifting the
paradigm of productive interaction
from vertical to horizontal, from
hovering supervision to self-
supervision, from positioning to being
partners in success

21. FIVE ELEMENTS IN WIN/WIN
AGREEMENT1. Desired Results(not methods)- identify what is to be
done and when.
2. Guidelines- specify the parameters (principles,
policies, etc.) within which results are to be
accomplished.
3. Resources- identify the human, financial, technical,
organizational support available to help accomplish
the results.
4. Accountabitily- sets up the standards of
performance and the time of evaluation.
5. Consequences- specify--good and bad, natural and
logical-- what does and will happen as a result of the
evaluation

22. WIN/WIN MANAGEMENT
TRAINING
• dealt with methods, not results;
•a Win/Win agreement that involved
identifying specific objectives and criteria
that would demonstrate accomplishment and
identifying the guidelines, resources,
accountability, and consequences that would
result when the objectives were met.

23. WIN/WIN PERFORMANCE
AGREEMENTS
• the focus is on results; not methods
•requires vital paradigm shifts

24. FOUR KINDS OF
CONSEQUENCES
1. Financial- include such things as income, stock
options, allowances, or penalties.
2. Psychic/Psychological- include recognition,
approval, respect, credibility, or the loss of them.
3. Opportunity- includes training, development, perks
and other benefits.
4. Responsibility- has to do with scope and authority,
either of which can be enlarged or diminished.

25. 5. SYSTEMS
•Win/Win can only survive in an
organization when the systems support
it.
• If you want to achieve the goals and
reflect the values in your mission
statement, then you need to align the
rewars system with these goals and
values.

26. 5. PROCESSES
• Roger Fisher & William Ury, two
Harvard Law Professors, suggest that
the essence of principled negotiation is
to separarate the person from the
problem, to focus on interests and not
on positions, to invent options for
mutual gain, and to insist on objective
criteria-- some external standard or
principle that both parties can buy
into.

27. FOUR-STEP PROCESS IN
SEEKING WIN/WIN
SOLUTIONS1. See the problem from the other point of
view. Really seek to understand and to give
expression to the needs and concerns of the
other party as well as or better than they can
themselves.
2. Identify the key issues and concerns (not
positions) involved.
3. Determine what results would constitute a
fully acceptable solution.
4. Identify new options to achieve those
results.

28. Thank you for
listening..