six questions to help you influence colleagues

Six questions to help you influence your colleagues (Hint: Powerpoint won’t be enough)

Howard Tomb

By answering these six questions,

you’ll come to a new understanding

of what it takes to change the way

people think and act.

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Question 1: Who has changed the way you think and act?

Question 1: Who has changed the way you think and act?

It could be a coach, friend, colleague or

family member.

Question 1: Who has changed the way you think and act?

It could be a political or religious leader.

It could be a coach, friend, colleague or

family member.

Question 1: Who has changed the way you think and act?

It could be a political or religious leader.

It could be a coach, friend, colleague or

family member.

Maybe an athlete, artist or writer.

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Got one? There are plenty to choose from...

Question 2: Now, how did this person change your thinking or behavior?

Question 2: Now, how did this person change your thinking or behavior?

With a steady stream of criticism?

Question 2: Now, how did this person change your thinking or behavior?

With a steady stream of criticism?

Threats? Promises?

Question 2: Now, how did this person change your thinking or behavior?

Memos?

With a steady stream of criticism?

Threats? Promises?

Question 2: Now, how did this person change your thinking or behavior?

Memos?

A PowerPoint presentation?

With a steady stream of criticism?

Threats? Promises?

Probably not.

Probably not.

Question 3:

Take a moment to list three things this person did to cause you to change your thinking and behavior.

Probably not.

Ready?

Question 3:

Take a moment to list three things this person did to cause you to change your thinking and behavior.

Question 4: How long did it take to change your thinking and behavior?

Please put the answer on your list.

Question 4: How long did it take to change your thinking and behavior?

A single, blinding moment of genius.

Please put the answer on your list.

Question 4: How long did it take to change your thinking and behavior?

A single, blinding moment of genius.

A two-day meeting in Wichita.

Please put the answer on your list.

Question 4: How long did it take to change your thinking and behavior?

Months.

A single, blinding moment of genius.

A two-day meeting in Wichita.

Please put the answer on your list.

Question 4: How long did it take to change your thinking and behavior?

Months.

Years.

A single, blinding moment of genius.

A two-day meeting in Wichita.

Please put the answer on your list.

Question 4: How long did it take to change your thinking and behavior?

Months.

Years.

A single, blinding moment of genius.

A two-day meeting in Wichita.

Forever—still changing.

Please put the answer on your list.

Please write that down. You’ll need it later.

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Question 5: Are your colleagues human beings who resemble you in many ways?

Question 5: Are your colleagues human beings who resemble you in many ways?

Take your time.

Question 6: Do you need to change the way they think and act?

Question 6: Do you need to change the way they think and act?

Does your success depend at least in part on moving them to change?

How is that new PowerPoint deck coming along?

How is that new PowerPoint deck coming along?

Might you need more than slides, memos or town hall meetings to move your colleagues?

How much more?

How much more?

Look at the first three things on your list.

No way! I’m incredibly busy, and we have to deliver on our objectives this year!

No way! I’m incredibly busy, and we have to deliver on our objectives this year!

Look at last thing on your list.

That’s a very tall order.

That’s a very tall order.

Did you think leadership was easy?

Leadership is hard.

Leadership is hard.

It takes patience, skill and courage.

You don’t need Russell Crowe’s charisma or the skills of a Roman general to lead people.

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You don’t need Russell Crowe’s charisma or the skills of a Roman general to lead people. You do need a realistic approach, however.

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You don’t need Russell Crowe’s charisma or the skills of a Roman general to lead people. You do need a realistic approach, however. And you need to stop relying on PowerPoint.

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To learn more about developing influencing strategies that work, contact Howard Tomb.

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