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The Synergy Of Interdependency: Win Win Stewardship Agreements

915 words - 4 pages

Stephen Covey’s fourth generation approach to time management is unique and transformational compared to the first three time management approaches, which remind us to plan for, prepare for, prioritize and control the “things” in our lives. The fourth generation allows a person to “move beyond time management to life leadership…to paradigms that are based on creating quality-of-life results” (31). It puts “people ahead of schedules, compasses ahead of clocks…lead lives of meaning and contribution…live, love and leave a legacy with balance and joy” (73). It provides a “theory and tools that will empower us to use our endowments to fulfill our basic needs and capacities in a balanced, ...view middle of the document...

We need to teach ourselves to think win-win as its essence “in almost all situations [shows that] cooperation is far more productive than competition” (211). It allows people to work together to achieve far more than they could on their own and accomplish a shared objective. It takes advantage of the “abundance mentality” (212), which assume there is plenty for everyone. “By working together, learning from each other, helping each other grow, everyone benefits, including society as a whole” (212). However, thinking win-win alone is not enough, we need to “seek first to understand, then be understood” (213) in order to synergize creative imaginations. In other words, by valuing other people, “we recognize that their conscience…is a repository of correct principles…their creative imagination is a rich source of ideas…their self-awareness and independent will [could] provide insight and experience we don’t have” (213). “Real listening shows respect… creates trust [and] creates an environment to be understood” (214). This combined effort provides “genuinely better results than individuals could ever come up with on their own” (215).

The combination of a shared vision and synergistic roles and goals can empower cultures and organizations when they focus on developing a win-win philosophy. However, without this collaboration, “there is no passion, no deep burning “Yes!” in an organization” (216). As a matter of fact, “in a large number of companies, people feel that 50 to 60 percent of managements time does not contribute to the companies objectives” (218). Although a large percentage of time should be spent taking care of urgent and important issues in quadrant I, far more time is wasted in quadrant III because of a lack of clear objectives. “Shared vision becomes the constitution, the criterion for decision making in a...

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