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Other Added - Five Ways to Influence Change in Others
Over the last month, I have come to hate emails and answerphones; not because I get 100 emails every day but because emails and answerphones are fast becoming the tool of the coward. At Beyond Philosophy we worked with a client a while ago whose account managers and sales teams never used to speak to anyone! They just used to send emails. If the customer called in they were greeted by answerphones which were kept on all day. You see the sales teams were all busy doing “real” work. The customers were just interrupting them. Surely this must be the height of “inside out” behaviour.But why do people do t
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people
If you've spent any time surfing the Internet, you've seen more than your fair share of banner ads. These small advertisements appear on all sorts of Web pages and vary considerably in appearance and subject matter, but they all share a basic function: if you click on them, your Internet browser will take you to the advertiser's Web site. So what's the difference with Construction Banner Exchanges.All banner exchange programs offer a simple service. If you post a certain number of banner ads on your site, they will post your banner ad on another site, ANY other site that is apart of their banner excha
Because of this, change is often at the center of our work, and we’ve learned a fair bit about it. In short, here are two of the most important things I have learned about change:
• People don’t resist change, they resist being changed.
• Regardless of our position, we become significantly more effective when we understand change and how to influence it in others.
Most people nod their head at the first one when I mention it, but some scratch their head at the second. So let’s start there.
Why Does It Matter?
All of us have parts of our jobs where we need to influence others to think differently or to behave differently – in other words we need to be able to influence change.
Think about it this way.
Whether you are a janitor, salesperson, Customer service professional, trainer, first line supervisor, manager, leader, or C-level executive, are there times when you encounter resistance to your ideas, approaches, and expertise? In these cases, does your job get easier and would the organization benefit when you are successful in getting others to make those changes?
Of course.
We can, in fact, all be more effective in our work when we better understand how to influence change in others. The scope of the change doesn’t matter. Some of us are proposing or leading big sweeping organizational changes, while others are making small procedure changes. All of us need to support and champion changes, and therefore benefit from greater skills and understanding in this area.
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people
What is your time tempo? Are you impatient when people who use the express lane have one item over the limit? Do you leave for a destination with just enough time to arrive? Then maybe your time tempo is faster than many people who are in your life. We live in a world with different time zones, but what we don’t realize is that the tempo of time is different around the world. Culture shapes the way we approach time and spend time. Our inner clocks dance to the tempo that we are raised with. According to a study done by Professor Robert Levine with the University of Fresno in California, Japan has one of the
Because of this, change is often at the center of our work, and we’ve learned a fair bit about it. In short, here are two of the most important things I have learned about change:
• People don’t resist change, they resist being changed.
• Regardless of our position, we become significantly more effective when we understand change and how to influence it in others.
Most people nod their head at the first one when I mention it, but some scratch their head at the second. So let’s start there.
Why Does It Matter?
All of us have parts of our jobs where we need to influence others to think differently or to behave differently – in other words we need to be able to influence change.
Think about it this way.
Whether you are a janitor, salesperson, Customer service professional, trainer, first line supervisor, manager, leader, or C-level executive, are there times when you encounter resistance to your ideas, approaches, and expertise? In these cases, does your job get easier and would the organization benefit when you are successful in getting others to make those changes?
Of course.
We can, in fact, all be more effective in our work when we better understand how to influence change in others. The scope of the change doesn’t matter. Some of us are proposing or leading big sweeping organizational changes, while others are making small procedure changes. All of us need to support and champion changes, and therefore benefit from greater skills and understanding in this area.
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people
Do you ever hire or put work teams together? Are you ever developing relationships with clients, advisors, supervisors, or your staff? Do you ever have to make career choice decisions? Are you ever in position to decide about a new product and what quantities to produce, distribute, or acquire? Do you have to stay ahead or at least up with the trends? If you answered yes, then you may want to read on and explore how you can tap your deepest and strongest levels of wisdom...An executive buyer for a national retail chain of full service department stores played a "hunch" and created huge profits and nat
Why Does It Matter?
All of us have parts of our jobs where we need to influence others to think differently or to behave differently – in other words we need to be able to influence change.
Think about it this way.
Whether you are a janitor, salesperson, Customer service professional, trainer, first line supervisor, manager, leader, or C-level executive, are there times when you encounter resistance to your ideas, approaches, and expertise? In these cases, does your job get easier and would the organization benefit when you are successful in getting others to make those changes?
Of course.
We can, in fact, all be more effective in our work when we better understand how to influence change in others. The scope of the change doesn’t matter. Some of us are proposing or leading big sweeping organizational changes, while others are making small procedure changes. All of us need to support and champion changes, and therefore benefit from greater skills and understanding in this area.
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people
If this doesn’t get you excited, nothing will…you’re about to discover a proven system for following your dream and turning something you love into a profitable business.If you’ve ever asked your self any of these questions –· What would I really enjoy doing for the rest of my life?· Where is my ideal retirement paradise? How can I live there and do what I want to do too?· Do I want to work alone or with a partner? If with a partner, who?Then this 3 step system will show you how…Step #1 – Find a need, then fill itIf you love doing something special, if you wou
Of course.
We can, in fact, all be more effective in our work when we better understand how to influence change in others. The scope of the change doesn’t matter. Some of us are proposing or leading big sweeping organizational changes, while others are making small procedure changes. All of us need to support and champion changes, and therefore benefit from greater skills and understanding in this area.
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people
Licensing is necessary for an engineer to prove they maintain the expected level of professional competency. A degree alone is not enough. Practicing as an engineer involves important safety and public health issues. For this reason, licensing is required as proof that the individual understands the concepts, their applications and the code of ethics behind working as an engineer.The National Council of Examiners for Engineering and Surveying (NCEES) governs the licensure of engineers. They prepare all the engineering licensing exams, regardless of the state the exam is taken in.There are many
Resistance is a Key
There are many factors or levers to influencing change, but one of the key ones is reflected by my first lesson mentioned above – “people don’t resist change, they resist being changed.”
If we want to help people change, we have to help them decide the change is in their best interest. We have to influence people, not force change upon them.
Here are five things you can do, starting right now, to influence change in others:
• “Get” their perspective. Your perspective, goals and belief in the change don’t really matter. All that matters is the perspective and beliefs of the other person. We must start by understanding their view of the world. Determine their concerns, fears and assumptions regarding the change. Doing this will definitely help you counter some of these concerns. But the real benefit in truly understanding their perspective is that you are valuing their opinion and they will feel they are a part of a conversation, not a sales pitch.
• Acknowledge their perspective. You may not agree with their assumptions or share their fears and concerns, but you can acknowledge how they feel. Let them know that you understand their point of view and that it is a valid view. Part of the reason people resist being changed is that they never feel validated or acknowledged. Forgo this step at your peril.
• Speak to their interests. Once you know more about their issues and concerns you can help them see a different perspective. By acknowledging their perspective as a valid one, their mind will likely be more open to hearing a new perspective. Talk to them about the differences in your perspectives. Reduce their fears. Build a clearer picture of the future after the change, explaining the parts of it that will be of greatest interest and benefit in their mind.
• Recognize natural tendencies. Everyone has their own natural tendencies towards change. Some are more open and move more quickly to a new approach or system. Others are more cautious. I
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