influence: the power of persuasion
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Influence: The Power of Persuasion. Learning Objectives. Distinguish power from influence Identify sources of power and targeted areas of influence professionally and personally Differentiate between the five influencing behavior styles and the advantages and disadvantages of each - PowerPoint PPT PresentationTRANSCRIPT
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Influence: The Power of Persuasion
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Learning Objectives
• Distinguish power from influence• Identify sources of power and targeted areas
of influence professionally and personally• Differentiate between the five influencing
behavior styles and the advantages and disadvantages of each
• Determine which influencing behavior styles applied to real-life situations
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POWER & INFLUENCE: DEFINED
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Power:
ability, strength and authority
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Power Sources• Formal authority associated with your job, role, or office• Referred or delegated power from a person or group that you represent• Information, skills, expertise• Reputation for achievements and ability to get things done• Moral authority, based on the respect and admiration of others for the way you
act on your principles• Personal power, based on self confidence and commitment to an idea
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Power is something you have and influence is something you do
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Influence:to sway or induce another to take action
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Influence…
• is using power to move someone to help achieve your goal
• conveys respect as compared to using direct power
• results in action by the other that is voluntary rather than coerced
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• Influence is the best choice when you have no legitimate power
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What do you use to get work done?
• Position Power• Expert Power• Personal Power• Relationship Power
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Think of Someone
you want to Influence…
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The Target of Influence helps us easily categorizes issues and areas
we can and can’t control
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No Influence
Indirect Influence
Direct Influence
Control
ME
Prox
imity
Relationship (strength)
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INFLUENCE BEHAVIOR STYLES: SELF ASSESSMENT
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•Influencing Styles•Competing•Avoiding•Accommodating•Compromising•Collaborating
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Break 15 minutes
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DIAGNOSE YOUR INFLUENCE BEHAVIOR STYLE
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Competitive Style• Highly goal-oriented and Relationships take
on a lower priority• Uses aggressive behavior to resolve conflicts• Have a need to win; therefore others must
lose, creating win-lose situations
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Competitive Style• Good: If the decision is correct, it’s quick• Bad: Breed hostility and resentment
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Avoiding Style• Would rather hide and ignore conflict than
resolve it; unassertive• Tend to give up personal goals and display
passive behavior creating lose-lose situations
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Avoiding Style• Good: Maintain relationships that would be
hurt by conflict• Bad: Overuse of the style leads to others
walking over the avoider
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Accommodating Style• Ignore own goals and resolve conflict by
giving in to others• unassertive and cooperative creating a you
lose situation
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Accommodating Style• Good: Maintains relationships• Bad: May be taken advantage of
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Compromising Style• Willing to sacrifice some of their goals while
persuading others to give up part of theirs• Assertive and cooperative-result is either
win-lose or lose-lose
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Compromising Style• Good: Relationships maintained and conflicts
are removed• Bad: May create less than ideal outcome and
game playing
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Collaborating Style• View conflicts as problems to be solved
finding solutions agreeable to all sides (win-win)
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Collaborating Style• Good: Both sides get what they want and
negative feelings eliminated
•Bad: Takes time and effort
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APPROPRIATE USE OF INFLUENCING STYLE
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Use a Competing Style when
• conflict involving personal differences• relationships are not critical• others take advantage of noncompetitive
behavior• in crisis• unpopular decisions need to be implemented
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Use an Avoiding Style when
• stakes are not high• confrontation will hurt the relationship• you are unlikely to satisfying your wants• some else can resolve the conflict
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Use an Accommodating Style when
• positive relationships outweigh other considerations
• you are open to suggestions/changes• minimizing losses• harmony and stability are valued
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Use a Compromising Style when
• no time restraints• important issues leave no simple solutions• all conflicting people are equal in power and
have strong interests in different solutions
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Use a Collaborating Style when
• time is not a concern• maintaining relationships is important• merging differing perspectives• gaining commitment through
consensus building
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ACTION PLANTOOLS/TAKEAWAYS