Mutual Gains Process

What is it?How does it work?

Over the next few months, we will be evaluating our current compensation systems using a process called Mutual Gains.

Today we will explore:

• What is a Mutual Gains process? How does it work?

• How will NMC use this process to evaluate and, if necessary, recommend changes to our current compensation systems?

Mutual Gains—what is it?

It is a process by which we collectively work to identify interests and work for a mutually agreed upon solution through consensus

building

How does it work?

First:

It focuses on interests, values, goals rather than positions.

What’s the difference between interests and positions?

The classic story…Two sisters were fighting over an orange:

It’s mine!No it’s mine…you got the last one!No, I didn’t…YOU did! You ALWAYS get

your way!

Mom finally had enough. She cut the orange in half…..

One sister ate the fruit and threw away the peel.The other sister grated the peel for a cake she was

making and threw away the fruit.

The obvious moral…• When the sisters were focused on positions

(what should happen, who was more deserving, etc.) they were stuck in a power struggle.

• When it was resolved by compromise; each gained a little, each lost a little.

The obvious moral…• If they had asked about interests (Why is the

orange important to you? What are your goals?) they could have done some creative problem-solving, and they would have achieved mutual gains.

Position vs. Interest Based

Position-based Interest-based

Starting Point •Identify Problems•Develop Positions

•Identify problems•Clarify issues

Strategy •Defend positions, entrench in positions, discredit your opponent’s position•Use power and manipulation•Make incremental changes to positions through counter proposals

•Identify Interests

•Develop options that address interests

Solution •Defer to the more powerful or concede to middle ground

•Problem solve a solution•Reach consensus

Effective Behaviors…• Active Listening/Good Communication

• Focus on the Problem

• Ask Open-Ended Questions

• Informal, Open Exchange

• Paraphrase, Summarize Often

• Be Flexible

• Align Expectations with what is Achievable

So what will the process look like?

Clarify the Issue

•Why are we talking about compensation?

•Why now?

Identify, clarify interests

•What are our values, interests, around compensation?

•Get feedback across campus

Evaluate current compensation

•Does it address all shared values, interests? If “Yes,” we’re done. If “no” or “maybe not”….

Brainstorm Options

•May work in small groups first

•Evaluate options in light of values, Interests

•Build on, combine options

Build a consensus option

•Develop option that best addresses shared interests

•Review with campus community

•Refine as needed.

A work group comprised of members of the various employee groups will…

What do we mean by consensus?Consensus does not mean that everyone agrees with every

detail, but that we can support the decision because:

• We believe we were heard and our concerns taken seriously• The decision was reached fairly and openly• It appears to be the best possible solution to address all

shared interests or concerns

What if we can’t reach consensus?

We will continue to clarify the remaining shared interests or concerns and challenge the group to find creative ways to address them

What is role of the work group member?Active engagement in process• Good listening• Asking open questions• Problem-solving

Communication with co-workers • Soliciting feedback from co-workers• Bringing questions, concerns back to the work group

How much time will it take?

• 1-2 hours weekly• As a college we will make accommodations to

support this work

How will the work group be selected?The work group will be comprised of three members from each employee group and four at-large members. • Employee group members will be chosen by their

respective employee group leadership • The President will select at-large members.

Next steps:See Tim’s memo for details