“From relationships flow the agreements that give definition and direction to Win/Win. They are sometimes called performance agreements or partnership agreements, shifting the paradigm of productive interaction from vertical to horizontal, from hovering supervision to self-supervision, from positions to being partners in success.
In the Win/Win agreement, the following five elements are made very explicit:
Desired results (not methods) identify what is to be done and when.
Guidelines specify the parameters (principles, policies, etc.) within which results are to be accomplished.
Resources identify the human, financial, technical, or organizations support available to hep accomplish the results.
Accountability set up the standards of performance and the time of evaluation.
Consequences specify—good and bad, natural and logical—what does and will happen as a result of the evaluation.
Traditional authoritarian supervision is a Win/Lose paradigm. It’s also the result of an overdraw Emotional Bank Account. If you don’t have trust or a common vision of desired results, you ten to hover over, check up on, and direct. Trust isn’t there, so you feel as though you have to control people.”
Covey’s elements, as listed above, are not specific enough for me. These elements can be the framework for proceeding, but I would add more specificity including:
(BLOG POSTS ON THE FOLLOWING SUBJECTS, WITH POSTING DATES):
Communication-posted March 7, 2012
Expectations-posted March 21, 2012
SMART goals-posted March 28, 2012
Effective meetings-part one posted June 6, 2012, followed by 5 additional posts on the subject.
Reading, and applying these skills will help facilitate Agreements success.
Post for 3-25-15
Next: Habit 4
Systems (#4 on Covey’s Five Dimensions of Win/Win chart)