Peter L Gosline

Executive Coach

Lead … Inspire … Influence

What is keeping you up at night? Is there something that is usurping your energy or eroding your authority at work? Do you find your influence at work, with your boss, or your team waning? Are you getting the attention you deserve?

These are frequent themes I hear from executives and physician leaders in our coaching sessions. Along these lines, I often refer to a set of principles that can be very useful and relevant in these circumstances.

I recommend Dr. Robert Cialdini’s seminal book on marketing, entitled: Influence: The Psychology of Persuasion. It is clearly written and has immediate take-aways. Here are 6 time-tested principles for influencing others and key questions for you to consider:

•    Reciprocity … People are wired to return favors & pay back debts.

Question: Can you demonstrate to your team that there is nothing that you would ask or expect of them that you wouldn’t be willing to do yourself?

• Commitment/consistency … Once we’ve committed to something, we’re likely to continue to deliver on that commitment no matter what.

Question: Have you identified a set of values that you choose to live by, and demonstrate their importance in your day-to-day decision-making?  Do you take full responsibility for your actions and expect this of others?

• Social proof … People will be more likely to do what they see others are doing.

Question: Do you make the effort to listen and understand what your team has to say, and when you can, seek consensus regarding the preferred option?

• Liking … People are more likely to be persuaded by someone they like.

Question:  Are you actively listening, being curious, and engaging team members in meaningful conversations? Do you demonstrate impartiality, show vulnerability, and make a point of recognizing even small successes?

• Scarcity … People want something more if they believe it’s in short supply.

Question:  To help leaders prioritize and get things done, do you call their attention to real-time limits, budgetary constraints, shortages in personnel, and pending regulatory or compliance issues?

• Authority … People have a tendency to obey authority figures, at times, even if they’re asked to do objectionable things!

Question: Reliance on authority is appropriate at times, but overuse can foster dependence and even fear, and ultimately detract from your influence. Are you judicious with your positional authority, using it in certain circumstances such as insubordination, compliance, or safety issues?

Personal Example

I recall a circumstance where I was informed that an important & influential member of my management team was exhibiting negative behaviors outside of the workplace inconsistent with the mission and values of the organization, and causing a reaction in the community. These could easily have had a detrimental impact on the organization, and done harm to relationships among employees as well as the Board(scarcity). Before confronting these behaviors with my team member, I did some rapid fact-checking and discussed this with key members of my executive team and the Board Chair (authority). Consequently, we agreed to an approach that we all could support as fair and appropriate(social proof). I then initiated a respectful but difficult conversation with the employee(reciprocity), listening to what was most important to him first, acknowledging his feelings (liking), but pointing out a preferable course of action, consistent with the organization’s mission, vision, and values(commitment/consistency).

The result was that these negative behaviors were modified, the organization retained strong support in the community, members of my team felt included in the decision, and ultimately this key employee was able to remain in the organization. My team recognized this as a successful conclusion.

Using the 6 principles for influencing others made a difference in this situation, and I truly believe that they can be of help in your business as well.