lesson learning how to be persuasive: using passion and ......exercise 7: “learning how to be...

Copyright © 2006, Marc McCulloch, Troy Behrens, and Brian Altman for ASCL Educational Services, Inc.

MODULE

CommunicationLESSON

Learning How tobe Persuasive:Using Passionand PastPerformance ToMake Your Case- Part 2

Module: Communication Lesson: Persuasive Communication - Part 2


Table of Contents

Overview .........................................................................................................................3

Teacher Preparation........................................................................................................5

Exercise 1: Pre-Quiz Directions & Answer Key ...............................................................7

Exercise 1: Learning How to Be Persuasive Pre-Quiz.....................................................8

Exercise 2: Video Vignette: “Learning How to be Persuasive: Using Passion and PastPerformance to Make Your Case - Part 2.” ...................................................................10

Exercise 3: Raise Myths ................................................................................................11

Exercise 4: Learning the WIDARR Method. .................................................................. 15

Exercise 5: Persuasive Communicator Self-Assessment..............................................22

Exercise 6: Learning How to Be Persuasive: Using Passion and Past Performance -Part 2: Wrap-Up............................................................................................................ 26

Exercise 7: Student Situational Judgment Questions: “Learning How to be Persuasive:Using Passion and Past Performance to Make Your Case – Part 2”.............................27



Overview

Purpose

To teach students the importance of being a persuasive communicator in theworkplace and in life.

National Career Development Standards

Standard 1: Understanding the influence of a positive self-concept.

Standard 2: Skills to interact positively with others.

Standard 5: Understanding the need for positive attitudes toward work andlearning.

National Career Development Benchmarks

Students will be able to . . .

Benchmark 1. a. Demonstrate an understanding of the relationship betweenpersonal behavior and self-concept.Benchmark 2. b. Demonstrate interpersonal skills required for working with andfor others.Benchmark 2. d. Demonstrate how to express feelings, reactions, and ideas inan appropriate manner.Benchmark 5. e. Demonstrate positive work attitudes and behaviors.

Think and Discuss

1. Describe the WIDARR method.

2. Why is persuasion so important in the WIDARR method?



Lesson Rationale: The thought of asking for a raise can make even the most accomplishedpersuasive communicator nervous. Most people have no idea how to handle this anxiety-provoking conversation. Furthermore, there are many commonly held myths about raises,including “I should get more money if I simply work hard.” Myths like this only add to anemployee’s stress when he or she approaches the boss for a raise. However, for manypeople, the employer is not going to simply hand out a raise, it is up to the employee to ask forit. The outcome of this conversation can have a dramatic effect on one’s compensation andfinancial quality of life.

There is another down-side risk in asking for a raise as well. If an employee is turned down,he or she may be so embarrassed or angry that it damages his or her working relationship withthe boss permanently. Or the employee may approach the conversation in such a clumsymanner that the boss’s good opinion of the employee is tarnished. The WIDARR (Why IDeserve a Raise Résumé) is a tool and method for asking for a raise. This method teachesemployees to approach asking for a raise with the same rigor as interviewing for a job, andwith a specially designed résumé to document reasons why the boss should be persuaded.

This lesson is an in-depth analysis of how to ask for a raise, the myths around it, and theWIDARR method. Students will have a chance to work in groups to prepare a WIDARR, aswell as to self-assess their own persuasive communication abilities. With the WIDARR tool intheir “toolbox,” students will be able to approach asking for a raise with more confidence andsophistication.

SCANS

Fundamental Skills

Basic SkillsThinking SkillsPersonal Qualities

WorkplaceCompetencies

ResourcesInterpersonalInformation

SystemsTechnology

Bloom’sTaxonomy

Knowledge

ComprehensionApplicationAnalysisSynthesis

Evaluation

Multiple Intelligences

Bodily/KinestheticVisual/Spatial

Logical/MathematicalVerbal/Linguistic

Musical/Rhythmical

NaturalistInterpersonalIntrapersonal

Equipped for the Future (EFF)Standards

This lesson uses 9 of the 16 EFFStandards

Advocate and Influence Resolve Conflict and

Negotiate Observe Critically

Listen Actively Cooperate with Others Solve Problems and Make

Decisions Take Responsibility for

learning Reflect and Evaluate

Guide Others



Teacher Preparation

Class Materials

Copy the following exercises for distribution to students

Exercise 1: Learning How to Be Persuasive Pre-Quiz pp. 8-9

Exercise 3: Handout - Raise Myths pp. 12-14

Exercise 4: Sample WIDAR Résumé p. 20

Exercise 5: Persuasive Communication Self-Assessment pp. 23-25

Exercise 7: “Learning How to be Persuasive: Using Passion and PastPerformance to Make Your Case – Part 2” – Situational JudgmentQuestions p. 28

Overhead templates for teacher use

Exercise 1: Learning How to Be Persuasive Pre-Quiz pp.8-9

Exercise 3: Handout - Raise Myths pp. 12-14

Exercise 4: Sample WIDAR Résumé p. 20

Exercise 5: Persuasive Communication Self-Assessment pp. 23-25

Exercise 7: “Learning How to be Persuasive: Using Passion and PastPerformance to Make Your Case – Part 2” – Situational JudgmentQuestions p. 28



Key Words

1. WIDARR

2. Myths

3. Persistence

4. COLA

5. Inflation



Exercise 1: Pre-Quiz Directions & Answer Key

Teacher Directions

This exercise should take 5 minutes with some discussion after eachquestion. A teacher copy is provided with the answers.

Step 1: Have students take the 10-question “WIDARR Method” quiz to check forunderstanding.

Step 2: Review the questions with the students to correct misconceptions theymay have that relate to asking employers about promotions or raises.

Step 3: Transition to Exercise 2: Video Vignette: “Learning How to bePersuasive: Using Passion and Past Performance - Part 2.”

Answer Key

1. False

2. E

3. E

4. True

5. F

6. E

7. B

8. B

9. C

10. D



Exercise 1: Learning How to Be Persuasive Pre-Quiz

1. Raises are automatically given to employees who “put in enough hours.”TRUEFALSE

2. Raises are usually earned when an employee:a. Works beyond expectationsb. Has perfect attendancec. Learns quickly and teaches othersd. Demands more moneye. Only A, B, and Cf. All of the above

3. When is it not yet proper to ask for a raise?a. Your first day on the jobb. After 3 months on the jobc. After 6 months on the jobd. After 1 year on the jobe. Only A and Bf. None of the above

4. Asking for a raise is a lot like selling a product to someone who probably doesn’twant to purchase it.TRUEFALSE

5. In order to convince your boss that you deserve a raise, you should ______.a. Scream and yell until you get your wayb. Tell your boss how badly you need more moneyc. Cryd. Nag your boss relentlesslye. All of the abovef. None of the above

6. The best way to prove to your boss that you deserve a raise is to:a. Ask co-workers and customers to put in a good word for youb. Keep statistics on your productivityc. Record your progress and growth in a journald. Collect samples of your work in a portfolioe. All of the above



7. Asking for a raise must ALWAYS be backed with ________ as to why you deserveone.a. Argumentsb. Proofc. Reasons of entitlementd. All of the above

8. A _________ is a raise that is not based on performance and typically comes onceeach year.a. Low wages increaseb. Cost of living adjustmentc. Monetary infusiond. Menial token monetary acknowledgement

9. In many organizations, a cost of living adjustment (COLA) – which usually is ____%of your wages but is never based on _______ – is given so your wages keep up with_________________.a. 100; your good looks; your neighborsb. 50; attendance; your co-workersc. 3; performance; inflationd. None of the above

10. The best chance you have to prove to your boss that you deserve a raise orpromotion is during:a. A staff dinner partyb. A staff meeting where others can be witnessesc. A conversation you have at lunchd. A pre-scheduled meeting designed to review your performance



Exercise 2: Video Vignette: “Learning How to bePersuasive: Using Passion and Past Performance to MakeYour Case - Part 2.”

Teacher Directions

Play the video titled “Learning How to Be Persuasive: Using Passion andPerformance to Make Your Case – Part 2.” Discussion should follow afterthe video vignette. This exercise should take 5 minutes to discuss.

Step 1: Review the video vignette before introducing the video to your class.

Step 2: Show the video and discuss with your class the message provided in thevideo.

Step 3: Transition to Exercise 3: “Raise Myths.”

RPC – Student Questions

1. Sarah almost asked for a raise at the end of scene one. Was that the besttime or place? Why or why not? How do you think the boss would haveresponded if Sarah had actually asked for a raise at the end of scene one?

2. Have you ever been in a situation similar to Sarah’s? What happened? Whydo you think that employees in general have such a difficult time asking for araise?



Exercise 3: Raise Myths

Teacher Directions

Please review the exercise before introducing the topic to your class. Thisexercise should take 15 minutes with discussion.

Step 1: Please make copies of the Raise Myths Handout for the whole class andhave selected students read it out loud.

Step 2: Discuss the Raise Myths in class using your own personal experienceabout employer philosophy as it relates to raises.

Step 3: Transition to Exercise 4: “Introduction to the WIDARR method.”



Handout - Raise Myths

In this lesson, you will learn a method called WIDAR (Why I Deserve A Raise).This is a great tool because it helps you gather information about your progresson the job, and it helps you present it in a way that will be easy for your boss tounderstand. The WIDAR Résumé can be used by anyone, but it is especiallyhelpful for people who have very little experience with salary or promotionnegotiations.

Following are a few examples of how the WIDARR can help you. Morespecifically, they are examples of a few common “Raise Myths” as well as thetruth behind those myths.

MYTH #1: “I should get more money if I simply work hard.”

Not true. Unfortunately, working hard is not a guarantee that you will be wellcompensated. Sometimes, the company just doesn’t have the money, but inmany cases, a boss might not notice how much you have accomplished. Mostsupervisors are very busy managing many people. It is nearly impossible forthem to know everything about their employees. So, using the WIDARR will helpyou document everything your boss should know about your accomplishmentson the job, which will be critical to proving why you deserve a raise.

MYTH #2: “Supervisors love to give out raises and promotions.”

Some supervisors like to, but most can’t. The truth is, not all supervisors believein handing out raises on an annual basis, and for those who do, not allcompanies allow them to do it. It depends on company rules and regulations.So, even if you have been working hard, and you think you deserve a raise, yoursupervisor’s hands might be tied by company regulations. The best thing to do isto learn about these policies before you take a job with the company ordepartment. Remember, these rules vary widely even within companydepartments, so ask questions and get the facts. Sometimes, company policy tothe contrary, a good WIDARR and persistence will get you a raise or promotion.

MYTH #3: “If my boss doesn’t give me a raise, I’m stuck for another yearwith my low salary.”

Not true. Most employees who are hard workers and feel they are not beingcompensated adequately for their hard work, use other companies to get a raiseor promotion. It’s very simple: if you are not being treated fairly by youremployer, look for a job elsewhere. Use your WIDARR in an interview withanother company to demonstrate that you are ready for a “step up” in salary andresponsibilities. Never stagnate in your career or feel stuck simply because



company rules will not allow you to grow. Do something about it; find gratifyingwork somewhere else and expand your horizons! One rule of thumb is that youshould have new responsibilities and better wages at least every three years.

MYTH #4: “If I work harder than my co-workers, I should be paid moremoney.”

Not true. This is not a given either. One universal truth you will discover in theworkforce is this: compensation is not fair. One reason that employers tell youthat you should NEVER discuss your salary with co-workers is because theydon’t want anyone to find out that the pay structure might not exactly be “fair.”But this isn’t the issue at hand, the issue at hand is this: if you want to becompensated according to your work ethic, work hard AND PROVE YOU AREWORKING HARD. Don’t worry about what others are being paid. That shouldnever come up as a reason why you want a raise. In fact, if you say, “I want araise because Sally and I started on the same day and she is making more than Iam” you will almost always be denied. So, stay focused on yourself and use yourWIDARR to PROVE you are worth every dollar you are seeking.

MYTH #5: “If I ask for a raise I will get what I want.”

Not necessarily. Raises are not guaranteed. What you ask for is not guaranteedeither. If you ask for a raise and get one, you might have to negotiate for whatyou want, or more likely, you will have to take what the boss gives you. Onceyou get into the higher ranks of the corporate world, you can have more flexibilityin negotiating your raises, but for now, you have to take what they give you, orlook at another company to find what you think you deserve. One thing iscertain, with hard work and the WIDARR concept, if you ask for a raise, it will bedifficult for a good employer to turn you down.

MYTH #6: “I should wait 2 years before I ask for a raise.”

No. If you have been a hard worker and you have been keeping track of all ofthe positive impacts you have initiated, you should ask for a raise as early as 6months on the job. Get your boss used to the fact that you are going to beworking very hard, and you are going to be expecting to be paid for it. Again,good companies will recognize this. Lousy companies will have to be constantlyreminded. For most companies, when a new employee is hired, he/she is on asix-month probation period. This means that you will be receiving training andwill be monitored very closely. It also means that at the end of the 6 months, ifthings are not going well, they can get rid of you. If that is the case, shouldn’t itALSO mean that if all goes well, you should get a raise for a job well done? Youwould think that would be fair, but it is very rare. So, you have to take mattersinto your own hands. If you are on a probationary period when you begin a newjob, work very hard; document your results, and when the boss tells you that youdid well enough to stick around after the probation period, that’s when you ask for



a raise! And, if you are not receiving a merit-based increase every year, youshould ask for a raise every year. Most companies will give you a cost of livingadjustment or COLA each year. It is usually a 3% increase so your wages cankeep up with the increases in the cost of living caused by inflation. This is NOT amerit increase or a raise. On top of this COLA, you should get an increasebased on merit or hard work. Your WIDARR will help you go after it!

So you see, there are no “automatics” when it comes to seeking and obtainingraises and promotions. Successful raise negotiation depends on FOUR criteria:

1. You have to be an outstanding employee.

2. You have to document your progress and collect samples ofoutstanding work.

3. You have to “sell” your progress report and PROVE that youdeserve a raise.

4. You should try to work in an environment that encouragesemployee growth and development. (The best way to learn this isby asking employees who have worked at the company for manyyears. NEVER take your supervisors word for it!!)

You have the most control over numbers 1-3, but number 4 is where things getinteresting. For example, you could work for a boss or a company that doesn’tbelieve in performance reviews and raises. I worked for a company that nevergave performance reviews and never gave raises. Sometimes they mightpromote from within, but that was rare. On the other hand, you might befortunate enough to work for a company that fosters your development. I alsoworked for a company where my boss pulled me aside and gave me raises andpromotions on the spot! I didn’t even have to ask! During your working life, youwill experience both ends of the spectrum, but, odds are, most of your employerswill be somewhere in the middle. Because that is likely to be the case, your bestsolution is to be prepared. Take control of items 1-3, use the WIDARR to proveyour worth, and always try to work for companies that reward their employees foroutstanding achievement. After all, you deserve it!



Exercise 4: Learning the WIDARR Method.

Teacher Directions

Please review the handout before introducing this strategy to your class.This is a complex but important exercise for students to master. Thisexercise should take 30 minutes to complete.

Step 1: Read “Shawna’s Dilemma” out loud to the class.

Step 2: On an overhead or in a student handout, review the WIDARR method inclass.

Teacher Note: We have provided a detailed teacher explanation of the method,why the method is so useful, and testimonials from individuals who have usedthe WIDARR Method or who have promoted or raised individuals who have usedthis method. Encourage students to use and live the WIDARR method. To beable to market themselves for promotion or for raises, they should always keepan updated résumé or journal to collect any new requirements they are fulfilling intheir job, any new certifications they have received, and/or any new areas oftraining that they have completed.

Step 3: Show the sample of Shawna’s final WIDARR in class.

Step 4: Have students work in groups of two to make a sample WIDARR usingthe strategies provided. This would be a great addition to their portfolios to useas a future reference when they are confronted with this situation

Step 5: Transition to Exercise 5: “Persuasive Communicator Self-Assessment.”



Shawna’s Dilemma

Learning Objectives:

1. How vision plays a role in Shawna’s success.

2. Strategy includes knowing what your audience wants.

3. Resourcefulness might mean doing things differently.

4. Aggressiveness isn’t a bad thing if you are tactful.

5. Be flexible, change your plans or have a backup.

6. Record keeping is critical.

7. Self-promotion is necessary.

8. Asking for money, regardless of the reason or cause, must be justifiedwith hard evidence!

Introduction

Shawna is an administrative assistant in a large public relations firm in Detroit.She’s been with the company for 6 months, feels she has done an exemplary job, and isready for a promotion. Anyone in the company will tell you that Shawna is creative,driven to succeed, and is capable of taking on the increased responsibility of apromotion. She asked for a promotion but her boss said it is “too soon” for that. Nowshe is angry and concerned.

Shawna’s concern is quite common. In fact, many outstanding employeesbecome jittery simply by the thought of approaching their supervisors for a promotion orraise. Sometimes it’s due to a fear of rejection; yet others freeze-up from performanceanxiety. Whatever the cause, promotion negotiation anxiety is to the employed personas job interview anxiety is to the job seeker. Interestingly enough, one major remedyhelps to cure the anxiety in both situations. The remedy is to prepare for yourperformance review or negotiation as you would for an important job interview.

When you interview for a job you usually conduct research so you haveinformation upon which to base answers to interview questions. You prepare apresentation whereby you think about how you will promote your skills and convince theemployer of your point of view – which is, of course, that you are the best person forthe job. To gear up for this big event, you practice your interviewing skills andtechniques as well as the presentation of your verbal and non-verbal messages. Youalso might edit, revise, and “sharpen” your résumé for the big interview. After all, we allknow how important it is to have a concise, professional-looking representation of yourskills and qualifications when promoting your employability.



Now, what about asking for a raise? Should you conduct research on salariesand current market values of people with skills similar to yours? ABSOLUTELY!Should you practice answers to anticipated questions from your supervisor? YES!What about preparing a brief presentation to convince the other party and close thedeal? YOU BET! Next is your “résumé.” Have you ever used one to help you get araise or promotion? Chances are, you haven’t, but NOW IS THE TIME TO START!

Think about it, you used a résumé to help yourself gain employment with yourcurrent employer, which in today’s job market is a true test of its effectiveness. So usethose same effective writing skills to secure a raise! I don’t mean that you should blowthe dust off of the old résumé and hand it to your boss again. I recommend that youdevelop a new résumé actually – a “WIDAR” résumé! WIDAR (sounds like “why car”) isan acronym for Why I Deserve A Raise. Its purpose is to serve as a concise,professional, visual representation of your skills and accomplishments. I’m notsuggesting that your WIDAR résumé alone will get you the raise or promotion. Just asyour résumé alone didn’t get you your current job, there are, of course, many variablesthat round out the successful package. Which leads me to my next disclaimer – youmust have valuable information to put into your WIDAR Résumé, which means youhave to excel on the job. This is a tool that helps highlight your successfulaccomplishments with your current employer; it is NOT a cosmetic cover-up for“slackers”.

The WIDAR Résumé

Let’s break down the WIDAR Résumé, explore each section in depth, and putone together. To get started, get everything together; notes, letters, documents,reports, etc. Remember your awards. Don’t forget sales reports that you haveinfluenced as well.

Basically, you’re collecting your highlight films, editing them, and getting themreeled up for show time! Step two consists of examining your accomplishments anddeciding in which section of your WIDAR Résumé they should be featured.

The Components of a WIDAR Résumé

1. HEADING:

As is the case with a standard résumé, your WIDAR Résumé (WIDARR) shouldbegin with your name. In addition, and more exclusively, your WIDARR is headed withyour job title, your company’s name, and the dates that are being reviewed. Thismeans that you might have a WIDAR Résumé that has 5 years of experience on it if youhave never received a “performance” raise. Or, if your last raise was 6 months ago,your WIDARR will contain information about your accomplishments over the past 6months, and your heading dates should reflect that.



2. OBJECTIVE:

Your Objective Statement should coincide with the company’s or the department’smission statement. It should also have a brief sentence or two about your personalobjectives for improving the company’s bottom line. The rest of your WIDARR willsupport the fact that those objectives were indeed met, which will have a strong impacton 9 out of 10 supervisors.

3. ACHIEVEMENTS:

This is the area where your major achievements should be highlighted. Think aboutprojects, lengthy reports, or group presentations you developed or successfullycompleted. Remember your company honors or awards for top salesperson andemployee of the month? This is where you present them! This is also an effectiveplace to mention how your career goals have been achieved. If you have alreadyreceived a promotion from this company, for example, you could write the following:“Promoted to production manager from line supervisor in only six months.” Be proud ofyour accomplishments! Asking for a promotion is no time to be humble!

4. EXPERIENCE:

This section is more or less a place for you to describe your everyday duties andresponsibilities (as opposed to your major accomplishments). This section mightclosely resemble your job description, but it should be spiced-up a bit. For example,your job description might mention that you “supervise 6 junior staff accountants.” YourWIDARR version should state that you “supervised 6 junior staff accountants, taughtthem to master XYZ’s accounting computer program, and increased their productivity byover 45%.” See the difference?

5. PUBLIC RELATIONS:

Every employer loves an employee who promotes the corporation throughoutstanding work and noble community achievements. This section can be entitledwhatever you’d like it to be. My point is that you need to be aware of the importance ofpromoting your company’s good name through “extra-curricular” activities. Theseactivities might mean publishing articles in trade publications or providing seminars orlectures to colleagues at national or regional conventions. These efforts will berecognized by a large number of peers in your particular discipline and, as a result, yourefforts will bring notoriety to your company, which will most likely return distinction toyour professional abilities.



6. EDUCATION or TRAINING:

Have you recently completed an advanced degree, training, or certification related toyour career? Do you now find yourself at a higher level of professional ability becauseof your training? Well, mention it! Let them know! This reminds me of a past colleagueof mine who studied for and passed a state licensing exam but didn’t tell our boss. Thatis, until she found out that the certification elevated her to an earning bracket that was20% higher than her current status! Similarly, I’ve counseled MBA candidates abouthow they should approach their supervisors once their degree is completed. You knowsomething, I haven’t met anyone who wasn’t compensated for their educationalachievement; except for, of course, those who haven’t informed their employers!

6. CLOSING:

“Project Portfolio Provided Upon Request”

That’s it. That’s your closing. Remember that you need to offer yoursupervisor(s) an opportunity to closely review your work and your achievements. Sokeep a portfolio and support your point of view with cold, hard, factual data! Theportfolio is taking the place of your References. You can’t have your buddies frommarketing call and attest to your wonderful accomplishments, and you certainly can’tinform anyone else in accounting that you’re after a promotion – that might cause acorporate rebellion! So, let examples of your work do the talking for you.

There isn’t much doubt that you need to support your self-proclaimed reasons fora promotion with tangible evidence. If your boss is like most, s/he doesn’t have time torecognize your efforts on a daily basis. That’s why your WIDARR is such a valuablememory refresher!



Sample WIDAR Résumé

SHAWNA J. DEANGELO

Administrative Assistant,

Bell Advertising, Inc.

January, 2007 - Present

______________________________________________________________________________

OBJECTIVE: To provide the highest-quality of customer service and project completion in the

most efficient manner.

ACHIEVEMENTS:

Completed 37 reports of 100+ pages in less than 7 weeks,

with 100% accuracy.

Answer 250 phone calls every day and route them to appropriate

departments.

Collect and sort mail for 25 company executives.

Arrange travel schedules for 25 global travelers.

Prepared 45 meetings with Power Point presentation editing and graphics

designs.

EXPERIENCE: * Trained new staff on requirements for effective segmentation.

* Established weekly office administration objectives and maintained 100%

customer satisfaction quotas.

* Reduced the company’s phone handling errors by 25%.

* Recently recruited by the Sales Department to consult on various

department organization techniques.

EDUCATION: Valley High School, Anytown, Oklahoma

*GPA: 3.2/4.0

*Date of Graduation: May, 2005

Project portfolio provided upon request.



Conclusion (Testimonials)

As you can see, Shawna’s WIDARR has all of the necessary information that isrelevant to making her case and closing the deal. In fact, she told me that writing herWIDAR Résumé helped her feel more deserving of a raise. Seeing heraccomplishments there in front of her helped her realize that her request was justifiedand legitimate. She thought her boss would be impressed and needless to say, thiswriting process did wonders for her self-confidence.

“This is what could be expected from sitting down and preparing for an anxiety-provoking experience,” says Dr. Betty Newlon, a psychologist and career counselor inTucson, Arizona. Dr. Newlon believes in the WIDARR’s ability to develop anemployee’s self-confidence for initiating and experiencing a successfully fulfillingrequest for a raise or a promotion. “Bottom line, if you have confidence, the facts, and awell plotted plan of attack, your presentation will truly highlight your sparklingperformance with your company.”

In direct agreement with Dr. Newlon is Geoffery Mason, a regional manager of aChicago-based international telecommunications firm. “I always pay heed to the wordsof a well-prepared, highly organized presentation,” he said, continuing with “eventhough I’ve never seen one before, I can understand how a WIDARR could influencemy decision on a particular promotion. And if I approve the promotion, I know it will bean informed decision because I’ll have all the facts to support it.” Even if the person youare presenting your WIDAR Résumé to cannot make a promotion decision, it will helpyou present your accomplishments to other company hot-shots.

“I believe this WIDARR will be useful for employees who have to get promotionapprovals from senior-level executives, which happen to be people the employeesrarely have contact with,” says Shirley Johnson, a human resource manager in Phoenix.She explains that many large corporations and institutions have multiple levels throughwhich requests for pay increases or promotions must pass. In fact, she can recallinstances when employees of her corporation were denied pay increases by “upperlevel constituencies” even though their immediate supervisors put in a good word. “Ithink the WIDARR might have helped these people because the supervisors’recommendation could’ve been supported by factual data,” said Johnson. “It would givean employee a fighting chance with a decision-maker who has never reviewed one dayof her work performance.”

“I have never seen anything like a WIDAR Résumé used for promotion ornegotiation purposes,” says Lisa Thompson, a unit manager for a suburban Chicagoaccounting firm. However, she said that she “really likes the idea of preparing yourselffor the trip into the boss’s office.” In fact, she reported a few instances in which hersubordinates could have benefited from the practical advantages of a WIDARR! Betterluck next time, folks! As for Shawna, she’s enjoying her new responsibilities as a senioradministrative assistant!



Exercise 5: Persuasive Communicator Self-Assessment

Teacher Directions

Please review the exercise before introducing the subject. This exerciseshould take 20 minutes to complete.

Step 1: Make copies of this Self-Assessment and ask students to ratethemselves in each category.

Step 2: Discuss the Self-Assessment in class.

Step 3: Transition to Exercise 5: “Learning How to Be Persuasive: UsingPassion and Past Performance - Part 2: Wrap-Up.”



Persuasive Communication Self-Assessment

I feel confident when I have to talk to a group of people.

HOW CLOSELY DOES THIS DESCRIBE YOUR CURRENT SITUATION?

1 2 3 4Not at all Just a little Very close Right on!

I like to influence people into following my lead.



I would like to be a telemarketer and sell things to people all day.



I find it easy to convince people to see things my way.



I could give lots of solid details as to why I am a good student.





People usually feel at ease around me and usually trust me.



Before I talk business with anyone, I like to get to know him/her first.



I get excited about certain things and my excitement attracts other people tome.





Tabulate Your Score to the Persuasive Communication Self-Assessment

TOTAL SCORE WHAT IT MIGHT MEAN WHAT YOU SHOULD DOFOR FOLLOW-UP

32 You have the highest levelof PERSUASIVEABILITIES! Work with yourteacher to get even better!

Practice even more!

24 to 31 PERSUASIVE ABILITIESseem pretty natural for you.A little more work and youwill be better than ever!

Sharpen your weakerpoints and you will be evenbetter!

16 to 23 You are on the right track! Take some time to practicedeveloping your weakareas.

8 to 15 You have a few difficultieswith becoming aPERSUASIVE person.

Spend some time with yourteacher or counselor todevelop a strategy toimprove in this area.

QUESTIONS FOR THE STUDENTS:

1. In which areas of PERSUASIVE ABILITIES from the Self-Assessment areyou strongest? Weakest?

2. How do you explain this?



Exercise 6: Learning How to Be Persuasive: UsingPassion and Past Performance - Part 2: Wrap-Up

Teacher Directions

Please review this exercise before introducing the subject to your class.This exercise should take 5 minutes.

Step 1: Have students answer and journal their responses to the followingquestions:

1. Describe the WIDARR method.

2. Why is persuasion so important in the WIDARR method?

Final Thoughts:The best marketer of who you are is YOU. If you keep quiet about the ideas youmay have because of fear of what others may think, you will miss out onopportunities that come your way. Companies expect you to have ideas. Theyexpect you to persuade others regarding your ideas for doing things differently andmore efficiently. In addition, you need to sell yourself to your employers when youthink the time is right, as with the WIDARR method you learned about in this lesson.You cannot assume that an employer will generously give you raises or a bonus justbecause you work harder or smarter then everyone else. Do not confuse asuggestion to use the WIDARR method as support for any feelings of entitlementthat you may have. On the contrary, the WIDARR method is a way to marketyourself by highlighting REAL ACCOMPLISHMENTS that you have achieved in yourrole as an employee. Employers are very busy people, and they may not have timeto recognize what you have gained for them. The WIDARR method acts as areminder of who you are and what value you have to the company. Use it!



Exercise 7: Student Situational Judgment Questions:“Learning How to be Persuasive: Using Passion and PastPerformance to Make Your Case – Part 2”

Teacher Directions

Note: The situational judgment tests (SJTs) are good indicators to assessstudent understanding of the lesson. SJTs should be treated like a graded testbecause, ultimately, the goal of the program is to see student improvement as itrelates to work readiness.

Step 1: Provide copies of the three SJTs to your students.

Step 2: Collect and grade the questions to evaluate student progress.

Answers to SJTs

1. E

2. B

3. A



“Learning How to be Persuasive: Using Passion and Past Performance toMake Your Case – Part 2” – Situational Judgment Questions

1. Felicia is a manager of a small beauty shop. She has noticed that her customers arecomplaining that the hair cutters and manicurists are not performing at the high qualitythey are used to experiencing. Felicia has also noticed that her employees are nothelping as many customers per day as they did in the past. Felicia’s two problems are:Lower employee productivity and lower quality of employee output. How should Feliciapersuade her employees to do a better job and meet her goals?

a. Yell, scream and intimidate them into doing a better job.b. Explain that poor performers will be let go if they don’t turn things around.c. Provide data that shows proof of the downturn in performance.d. Provide incentives and rewards for improving their performance.e. B, C and D

2. Kevin began his job 60 days ago and has a meeting with his new employer to review hisprogress. Kevin believes he has done well during the last 60 days and he wishes to askfor a raise. His boss has a reputation of being somewhat stingy with money and hewants people to prove they deserve a raise. What should Kevin do to pass his reviewand get his raise? Using passion and persuasion, what are Kevin’s options?

a. He can explain verbally to his boss that he is owed a raised because of the extratime he has put into work.

b. He can give a WIDARR (Why I Deserve a Raise Résumé) to his employer andconvince his employer through the WIDARR process that he deserves a raise.

c. He can tell his employer he will quit if he does not get a raise.d. He can say nothing and hope his employer will bring the raise issue up

independently.e. All of the Above

3. Karen is preparing a WIDARR (Why I Deserve a Raise Résumé) to give to her boss.Before she does so, what should she consider?

a. Does she have true accomplishments to highlight?b. Is she paid more or less than other employees at her company?c. How badly does she need the additional money?d. Does her boss even know what a WIDARR is?

lesson learning how to be persuasive: using passion and ......exercise 7: “learning how to be...

Documents