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 Presentation

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Influence: The Power of Persuasion

Learning ObjectivesDistinguish power from influenceIdentify sources of power and targeted areas of influence professionally and personallyDifferentiate between the five influencing behavior styles and the advantages and disadvantages of eachDetermine which influencing behavior styles applied to real-life situations 2Power & Influence: DefinedPower:ability, strength and authorityPower SourcesFormal authority associated with your job, role, or officeReferred or delegated power from a person or group that you representInformation, skills, expertiseReputation for achievements and ability to get things doneMoral authority, based on the respect and admiration of others for the way you act on your principlesPersonal power, based on self confidence and commitment to an idea5

Power is something you have and influence is something you doInfluence:to sway or induce another to take action7Influenceis using power to move someone to help achieve your goal conveys respect as compared to using direct powerresults in action by the other that is voluntary rather than coerced8Influence is the best choice when you have no legitimate powerWhat do you use to get work done?Position PowerExpert PowerPersonal PowerRelationship PowerThink of Someone you want to Influence

The Target of Influence helps us easily categorizes issues and areas we can and cant control12MEProximityRelationship (strength)13Influence Behavior styles: Self AssessmentInfluencing StylesCompetingAvoidingAccommodatingCompromisingCollaboratingBreak 15 minutes16Diagnose your Influence Behavior StyleCompetitive StyleHighly goal-oriented and Relationships take on a lower priorityUses aggressive behavior to resolve conflictsHave a need to win; therefore others must lose, creating win-lose situationsCompetitive StyleGood: If the decision is correct, its quickBad: Breed hostility and resentmentAvoiding StyleWould rather hide and ignore conflict than resolve it; unassertiveTend to give up personal goals and display passive behavior creating lose-lose situationsAvoiding StyleGood: Maintain relationships that would be hurt by conflictBad: Overuse of the style leads to others walking over the avoiderAccommodating StyleIgnore own goals and resolve conflict by giving in to othersunassertive and cooperative creating a you lose situation22Accommodating StyleGood: Maintains relationshipsBad: May be taken advantage of23Compromising StyleWilling to sacrifice some of their goals while persuading others to give up part of theirsAssertive and cooperative-result is either win-lose or lose-lose24Compromising StyleGood: Relationships maintained and conflicts are removedBad: May create less than ideal outcome and game playing25Collaborating StyleView conflicts as problems to be solved finding solutions agreeable to all sides (win-win)26Collaborating StyleGood: Both sides get what they want and negative feelings eliminatedBad: Takes time and effort27Appropriate use of influencing styleUse a Competing Style whenconflict involving personal differencesrelationships are not criticalothers take advantage of noncompetitive behaviorin crisisunpopular decisions need to be implemented29Use an Avoiding Style whenstakes are not highconfrontation will hurt the relationshipyou are unlikely to satisfying your wantssome else can resolve the conflict

Use an Accommodating Style whenpositive relationships outweigh other considerationsyou are open to suggestions/changesminimizing lossesharmony and stability are valued

Use a Compromising Style whenno time restraintsimportant issues leave no simple solutionsall conflicting people are equal in power and have strong interests in different solutionsUse a Collaborating Style whentime is not a concernmaintaining relationships is importantmerging differing perspectivesgaining commitment through consensus buildingAction PlanTools/Takeawaysp. 63-6434

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