Category: Leadership Development

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The Six Principles of Influence

The Six Principles of Influence

If you want to be an effective team player, leader, or manager, you need to be able to influence people. Your role title certainly won’t be enough to expect people to do as you’d like them to. You need to take other measures to get your colleagues to support your ideas. This article highlights the Six Principles of Influence.

It can be difficult to increase your influence in the workplace. This is because our colleagues are often preoccupied by their own work and the sheer overload of information in today’s world. Yet the increasing pressure on businesses to be efficient, productive, and profitable makes it more important that you have the ability to influence and get things done.

We are influencing others consciously and subconsciously all the time. When we are influencing, we are trying to make changes in behaviour, opinions, attitudes, goals, needs, or even values. There is no right way, nor is there only one way to influence others. It is important we understand a range of techniques and strategies. We should adapt our approach to the other person or group appropriately. This takes a combination of interpersonal communication, presentation, and assertiveness techniques. These are covered on our great Influencing Skills course. Let’s look at one theory you can employ:

The science of persuasion

Robert Cialdini’s book “Influence: The Psychology of Persuasion” explores factors that affect the decisions that people make. They are the following and here is how you can use them to influence others:

  1. Reciprocity – You feel obliged to give when you receive. So, help others out. Once you’ve helped someone, they’ll be more likely to return the favour when you need it.
  2. Scarcity – People want more of the things there are less of. If customers believe a product will soon disappear or has a limited offer, they will want it more. For example, saying offers are available for a “limited time only” encourages sales. To use scarcity to your advantage, run a promotion for your product that is limited by time, or numbers.
  3. Authority – People follow the lead of credible, knowledgeable experts. Reference industry leaders or your largest customers to influence your authority. If who you want to influence, see that established, successful individuals or businesses use your product or service. They may be reassured that it’s a good investment.
  4. Consistency – People like to be consistent with things they previously said or did. This means that if you can convince another to act in a minor way in relation to something, then they’ll think of themselves as that type of person and be more likely to act in that way again in the future. Introductory offers or product give-aways are an example. If you receive a free product, then you may start to identify yourself as someone who uses that product. Therefore, you will be more likely to act consistently with that identity in the future.
  5. Liking – People prefer to say yes to those they like. So, be likeable, professional, courteous, trustworthy, willing to go the extra mile and follow up on your promises.
  6. Social proof – People will look to others to determine their own actions. This is why adverts or social media “likes” from people we know will frequently influence us. You can use social proof in your sales process by referencing customer case studies. Why not share feedback from your customers?
 Conclusion

Applying the Six Principles of Influence can help you get the results you or your organisation wants, and when you do, you’ll be more respected, appreciated and acknowledged in the workplace.

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Manage your Team Through Change

The undeniable fact that we are currently in a recession is affecting us all. Organisations are concerned about the increasing costs of materials and the impact on consumer spending. Furthermore, staff are concerned about the rise in fuel bills and the cost of living. Everyone is asking, will it get worse, how long will it last, and how will we cope? And also, how do you manage your team through change?

The answer is to find smarter and leaner ways of working and living, but both involve change. And for many, change is difficult, frightening, and risky. However, standing still and ignoring what is happening around us is a recipe for disaster. It is important right now to feel that we have some level of control, and so we need to see change as positive, proactive and a way of fighting back.

Our Response to Change

The Kubler-Ross change curve sees us move through different emotions as we respond to change, eventually leading to acceptance. The model below shows how these changes affect our morale and productivity at work over time. The key point here is that people do not always go through the model in a linear fashion – they can start anywhere and even go backwards through the stages.

Emotions about change are experienced differently by different people. Attending to those concerns can make the transition smoother. As a manager, it is important to help others through the change so that people do not spend too long at each stage and are able to move forwards.

How do I manage people through each stage?
Stage 1 – Denial

Your company has just announced cost cuts and changes to processes. The team are naturally in shock, and some are even saying that it won’t happen. The uncertainty that this creates will have a massive impact on morale and motivation and will derail productivity.

This is the time for open communication. There will be lots of questions that need to be answered honestly. Failure to communicate effectively at this stage will cause misunderstanding and mistrust. Encourage people to talk about their feelings and help them put them into perspective. Talk about the benefits of change, what’s in it for them, and create a vision of what things will look like afterwards. Working together to build a plan to achieve the vision will encourage ownership and commitment.

Stage 2 – Resistance

People’s reluctance to change is based upon their unwillingness to give up what they know and feel comfortable with and exchange it for potentially tricky situations. This resistance is contagious, so it is best to work with individuals to contain it. Listen to individuals’ fears, uncertainties and doubts and provide reassurance to build confidence. Recognise that ‘I won’t’ often means ‘I can’t’ so provide encouragement, coaching, and praise. Look for small ‘wins’ to celebrate to keep the individual moving forward.

Stage 3 – Exploration

At this stage, people are willing but still cautious so take things slowly. Don’t overwhelm them. Provide lots of support and encouragement so that they don’t slip back into resistance. Focus on the goals and stick to your plan but provide people with more responsibility as their confidence builds. Collaborate to solve problems and involve them in decision making to build their commitment.

Stage 4 – Commitment

Now is the time to celebrate, you made it!  However, accept that there may still be setbacks, so stay on the lookout. As people are also trying to cope with personal struggles right now, these will continue to have an impact, so your support and reassurance is important. Finally, acknowledge that any further changes will require the same transition and actions.

In conclusion

By keeping communication open, building trust, showing empathy, and giving lots of support, you and your team will come through this unsettling time stronger than ever. You can effectively manage your team through change! If you would like to learn more about this topic, please take a look at our Leading through Change and  Change Management courses.