Win-Win strategy for a successful project outcome and organizational success

Have you ever thought why do you fail? Why the output is less? Why people hate you? Why you are a failure? Why you cannot work alongside others?

The fundamental answer is you, the answer to all problems is within you. If you want others to change then you have to change. No individual creates success with greed and thirst for power, it happens when you learn to grow making other grow along with you irrespective who he is and where he is from. The moment you push down someone that very moment your failure started. Making decisions out of your fake judgement, making fake facts and conspiracy theories are all deemed to make a system fail. In the modern world where there is a replacement for anything and everything this doesn't work it will only be a liability to you over time. What you do today comes back to you tomorrow that's how the essence of universe works. It is always easy to preach to create a difference but to implement requires patience, hard work and dedication.

I took a decision to follow the win-win strategy in my life even though it is hard it’s the right way to live and work, the win-lose strategy is a failure in the modern world even though it bring some individual gains but for the organization as a whole it is a failure. Formal contracts don’t make successful relationships, people do. It requires a willingness to create a foundation on which trust, loyalty, and commitment can be built. Remember, every relationship is unique and must be treated as special. The basic rule is that you get what you put into the relationship. A partnership is successful to the degree that it’s win-win for everyone. It replaces the traditional “us versus them” mentality with a new “us” that enables everyone to grow and to reach their full potential.

The “Big Win” refers to these larger systems, while the “smaller” wins—you and me—refer to us individually, or it can refer to distinct groups. For example, the Big Win might refer to the whole organisation succeeding, with the two small wins referring to management and the union. Or, the Big Win might refer to the organisation's needs, with the two small wins referring to the needs of the European business unit and the Asian business unit.

In a WIN-WIN mind-set, you first orient up to the needs of the greater whole, rather than down to your own self-interests.        

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This mind-set is powerful and important because when individuals or groups commit first and foremost to the needs of the larger systems, they become team mates pursuing common goals, partners in a common interest rather than adversaries fighting for their own self-interest. Furthermore, the Big Win is best achieved when each side is supported by others rather than in conflict with them. and calls for a new way of being, working, and relating. We call this new way as “Co-Creating.”

When people operate from a win-lose mind-set, self-interest and self-preservation drive their thinking and behaviour. This causes them to seek “power over and control" of others, and to pursue what they think is best for their group at the expense of what the other group or groups might need or want. This is often a limitation of the command and control leadership style. When the stakes, passions, or egos are high, the win-lose mentality leads to adversarial relationships and team dynamics that waste energy and productivity. It escalates competition, politics, aggression, and defensiveness—none of which support the good of the organisation. If we monitor closely the time spend by people quarrelling for self needs is more and often expensive to the projected budget of the projects and organisation. Constructive and healthy conversations are always good as long as it leads to a productive output. If the agenda of any conversation are intended to cause failure of other individual or group or groups, then the conversation is unhealthy or is without any purpose. Simple advice, talk when needed and provide your output when needed. Keep quiet and listen.

Win-win is often a disguise for win-lose, where the parties realize that all-out war will leave them bruised and hurt, so they compromise under the guise of “collaboration” to avoid significant pain or loss. But really, they are seeking to get as much of their individual needs met as possible. Win-Win is simply their chosen strategy for doing so. A win-win situation works only if both parties abide by “I'll scratch your back if you scratch mine”. It fails when one person stops scratching and becomes too concerned with their own itch.
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The main reason why most projects and organization fail is because the individuals work on a win lose strategy but to maximize output and revenue the tested and proven technique in the modern era is a win-win strategy. Win-win strategy is not seen in most of people because the basic mentality of human is to work to make other people fail this strategy in fact may cause the individual to get a temporary benefit but for a team and organization as a whole this is deemed to fail.

Business negotiators understand the importance of reaching a win-win negotiation: when both sides are satisfied with their agreement, the odds of a long-lasting and successful business partnership are much higher. But concrete strategies for generating a win-win negotiation contract often seem difficult to find.
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Some ways to motivate yourself and your team and organization to succeed are:

1. Respect each other: give respect and take respect. Respect is always earned not taken or requested. It is the way you present yourself that people respect you.

2. Listen more and speak less: Most people like to speak and speak but at times you have to listen so that you give a solution to problem and find solution to problem as a team.

3. Set a positive vibe with your presence: Always make people feel the respect and positive vibe rather than being a complain box. Nobody is perfect so are you.

4. Don't pump in more Adrenaline: More you get angry, more you fail, raise voice when its needed. Make people follow you with respect rather than to make people follow with fear. The person who gets angry fast is the most unstable. Die honourably and live with respect. No solution can be reached by anger all solution comes when we relax and think.

5.  Communicate Clearly: Communicate so others understand what you want to achieve. Adapt your communication to the audience you are speaking to. You can be the most intelligent man but the intelligence is accepted by the way you present it.

6. Let to adopt with people from different backgrounds: once we think difference in society the moment the failure starts and learn to adapt it is not just you and yours but other too. All people are same that is what makes a society and a civilization. So we have to learn to be civil. 

7. Revenge kills you: If you behave with revenge it kills you. Working towards failure of other with revenge is like killing yourself with your own weapon.

8. The Goal in Mind: Focus on the end result. Once you successfully communicate this to the team, they will become more focused and more likely to achieve the goal together.

9. Create High Standards: Every individual want to know what is expected of them, how their performance is measured and what rewards they can expect when they exceed the standard. Make sure your employee understands how the standards are measured so they know how to reach it.

10. Reward Outstanding Achievements: Find ways to recognise your achievers in a public way. The more you reward employees for excellent achievements, the more you receive.

11. Help employees Succeed: People go to work to succeed, and the help they receive from their bosses or colleagues is very important. By understanding your employees’ strengths and weaknesses, you can help them focus and succeed.

12. Help Your Employees compete and Win: develop goals that help your employees excel. Create goals that are reachable by the entire team, which means that everybody is working together and wins together.

13. Make multiple offers simultaneously: When you put only one offer on the table at a time, you will learn very little if the other party turns it down. By contrast, think about what happens when you simultaneously present multiple offers, each of which is equally valuable to you. If the other side refuses all of your offers, ask her which one she likes best. Her preference for a specific offer should give you a strong clue about where you might find value-creating, win-win trades and generate mutual gain. In addition to identifying potential win-win moves, when you make multiple offers simultaneously, you signal your accommodating and flexible nature, as well as your desire to understand the other party’s preferences and needs.

14. Don’t rush the process: There is no need to hurry into a deal. Sometimes enthusiasm and excitement can blind you to red flags and foibles. Set a follow-up meeting to address next steps so as to be sure that both parties are on board and equally committed. A lack of follow-through by one party could mean stress and strain in the future.

15. Write things down: Great partnerships require great protection. Seal all agreements in writing to avoid messy breakups in the future. This is one of the hardest conversations to have but by far the most important.

16. Avoid people who advocates win-lose strategy: Some people never learn so it is better to avoid them as they never change.

17. If conflict exists, acknowledge it: Although this step can be difficult, acknowledging the conflict will inspire a sense of relief.  When individuals share a commitment to work jointly towards agreed-upon solutions, they will become partners in the process.

18. Understand all sides of the issue: Gaining understanding does not mean gaining agreement.  One person does not need to agree with a different point of view to understand another’s perspective.  The purpose of this step is to gain the information you need to be able to put yourself in the other person’s shoes, try to comprehend and understand their points of view.

19. Attack the issue, not each other: When individuals are attacked, rather than attacking the issue at hand, everybody loses.  Learning how to confront the issues will create an environment conducive to dialogue and conflict resolution and will result in teams that function at a higher level.  The goal is to reach a collaborative solution that allows each party involved in the conflict to achieve individual and team goals without violating any personal values.

20. Seek commonality and a shared vision. Do you see this partnership as boosting the vision of both sides? Do you share the same excitement and passion for what you do and how you want to grow?