Once workers are given a clear picture of what they are expected to do; some companies have their staff evaluate themselves and sign an actual agreement that each employee helps to draft. Some basic guidelines are usually set as a part of this practice.
Related resources that may be available are discussed/outlined. A progress report time is scheduled as a part of the agreement. Consequences are clarified (both good and bad) depending upon the outcome of the task or project the agreement is made in reference to. Then; at that point they are free to use reasonable discretion upon how best to approach getting the job/project done
Systems are the fourth dimension of win-win. Mr. Covey lets us know that the types of systems that should be in any place of business need to promote cooperation rather than competition, particularly where rewards are concerned. If you set up a reward based system where people have to compete with each other to win the prize in an office or within the overall company; the organizations performance will suffer far more than what many would even think to consider.
Processes are the fifth dimension of win-win. In order to negotiate a win-win outcome in a situation or any other kind of deal; Stephen Covey tells us that we should focus on a problem from the other parties point of view, look at interests rather than positions, identify what results could achieve an acceptable solution, and then identify what options are available to make it all happen.
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