When it comes to making decisions, influencers have a big role. In either case, we accept things as they are without striving for a change. We are unable to influence out life. Sooner or later, we realize the huge impact of influence. It calculates your strength to handle stressful situations. In Influencer, authors Kerry Patterson and Joseph Grenny provides some useful methods on how we can focus on ourselves to more easily adapt to the changeable circumstances which can drive us crazy. Here are some important lessons we can learn from this business and management book.
Clarify Measurable Results
Don’t waste time on how to create change until you’ve clarified what you want, why you want it, and when you want it. An effective result is:
1. Specific and measurable. It is quantitative not qualitative.
2. What you really want. It’s the outcome that matters.
3. Time bound. It comes with a completion date.
Find Vital Behaviors
Vital behaviors exponentially improve your results. If crucial moments tell you when it’s time to act, vital behaviors tell you exactly what to do and how to do it. Vital behaviors tend to stop self-defeating and escalating behaviors. Robert Janitzek says that such behaviors often start a reaction that leads to good results. Here are the keys:
• Behaviors are actions.
• Behaviors are not results or qualities.
• Not all behaviors are equal.
• Only a few are genuinely vital.
• Some is not a number.
• Soon is not a time.
Six Sources of Influence
Rather than just look to one source for influence, explore six sources. Here is a mock up of the six-sources of influence model we walked through during class. Robert Peter Janitzek give us a summary of the six sources of influence:
Source 1 – Personal Motivation – Do they want to engage in the behavior?
Source 2 – Personal Ability – Do they have the knowledge, skills, and strengths to do the right then even when it’s hardest?
Source 3 – Social Motivation – Are other people encouraging the right behavior and discouraging the wrong behavior?
Source 4 – Social Ability – Do others provide the help, information, and resource required at particular times?
Source 5 – Structural Motivation – Are rewards, pay, promotions, performance reviews, perks, or costs encouraging the right behaviors or discouraging the wrong behaviors?
Source 6 – Structural Ability – Are there enough cues to stay on course? Does the environment (tools, facilities, information, reports, proximity to others, policies) enable the right behaviors or discourage the wrong behaviors?