“Effective influencers have a good set of communication behaviors and know how and when to use them. They strategize which to use based on their assessment and the result they want. They are flexible in developing an approach and responding in the moment.” —- 20 minutes to a Top Performer – by Alan Vengel.
As an influencer, you assert your needs and make specific suggestions to others about how they can meet your needs. Influence is not manipulation. These behaviors should not be exercised aggressively, or else the team or group you’re seeking to influence may resist or withdraw. Below are four specific do’s of effective group influence. Continue reading
When you have a clear understanding of what you bring to an organization, you become an empowered individual who uses today’s projects to build tomorrow’s skills. In today’s work place career development skills are as essential as your knowledge and ability to to do the job. Professionals in today’s market place must set their own career objectives and actively manage outcomes. Continue reading
Ever get the feeling that when line mangers hear someone from HR is coming to see them about something, they immediately start grousing? You can just hear them: ” What does HR want now? They are just going to get in my way, and tell me I have to do this or that.” Continue reading
Tip #1 – Influence and Change: Prepare Your Case
People resist change naturally – sometimes it’s just too much effort. Leaders must build a proper case for “why” a change is needed. People will believe in change only when it’s seen as in their best interest to change. So the case-build must contain reasons and rationale that apply to the individual. Continue reading
As we enter into a new year and new decade, there is renewed passion and energy for accomplishment. Coming out of a decade that was filled with economic upheaval and consumer uncertainty, many corporations are making broad changes to compete in the new market. In our results oriented culture, the emphasis is often on action. This is most evident for managers and leaders whose personal and professional success is measured by results. Yet, the key to long term organizational and leadership success lies not in what you do but in how successful you are in moving your team to action. Continue reading