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Styles of influence

Styles of influence

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Quick Overview

Research over several years into the behaviour of effective influencers has revealed two basic types of influencing called PUSH and PULL. And off course we all know the style of moving away.


Related models: Seven HabitsPhases of Team DevelopmentSituational LeadershipProfessional AttitudeConflict Mode ModelPrinciples of Leadership;Manager vs. LeaderCultural TypesLeadership and Influence

$3.90

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Styles of Influence

 

Research over several years into the behaviour of effective influencers has revealed two basic types of influencing called PUSH and PULL. And off course we all know the style of moving away. 

Related models: Seven HabitsPhases of Team DevelopmentSituational LeadershipProfessional AttitudeConflict Mode ModelPrinciples of Leadership;Manager vs. LeaderCultural TypesLeadership and Influence

Push Style

The Push style is characterised by extensive use of three types of behaviour. The influencer spends 70% or more of their time in these activities:

  • Proposing
  • Giving Information
  • Blocking/Shutting Out

The rationale of the Push Style is that people are influenced by convincing proposals which are well supported. The keys to successful use of the push style are: the quality of the proposals; the information given; the ability to get those proposals heard by shutting others out.

The Push style tends to be most effective under one or more of these conditions:

  • The recipient has little experience or understanding of the issue and recognises the need for help or guidance.
  • There is no vested interest in the status quo and the recipient does not feel threatened by accepting the proposal.
  • The recipient recognises the legitimacy of the influencer's power base (e.g. expert, position, physical).
  • The recipient trusts the influencer's motives.

Pull Style

The Pull style is characterised by concentration upon three different behaviours. The influencer spends 35% or more of their time in these activities:

  • Testing Understanding
  • Seeking Information
  • Building

The rationale of the Pull Style is that people are influenced more readily by uncovering their needs, motives, aspirations and concerns. The keys to effective use of the Pull Style are: the quality of questions used to test understanding and to seek information, and the ability to build upon ideas and proposals.

The Pull style tends to be effective in most situations, but is particularly useful under these conditions:

  • The recipient of the influence attempt has strong opinions and views.
  • The recipient has a vested interest in the status quo and could have difficulty in accepting the influencer's proposals.
  • It is unknown what the recipient will find acceptable.
  • The influencer has no recognised power base, or wishes not to use an established power base.
  • It is important that the influence attempt has a long-lasting effect i.e. the influencer wishes to obtain more than compliance from the recipient.
  • The relationship between the two parties is new or there is a history of mistrust.
  • Previous attempts using a Push Style have failed.

Research evidence suggests that when Push and Pull styles are mixed during an influence attempt the result is a decrease in effectiveness. The two styles appear to cancel each other out. It is therefore important to consciously choose a particular style before attempting to influence another and to stick to that style throughout the meeting.

It is, of course, possible for an influencer to use a different style with the same recipient on another occasion or after an adjournment. Sometimes the two styles can be used together if a pair of influencers, acting as a team, each employ one of the styles.

 

Moving Away

Moving away, in some situations, might be the right choice. Sometimes it's better to take distance and see how things will develop. It will save you energy. You can just wait for the right moment to interfere. Avoid things will often cost you energy in a sense that it makes you feel 'a loser'. It's often the relationship, lack of openness, or hierarchical situation that makes you choose this one. 

 

Related models: 

-   Seven Habits

-   Phases of Team Development

-   Situational Leadership

-   Professional Attitude

-   Conflict Mode Model

-   Principles of Leadership;

-   Manager vs. Leader

-   Cultural Types

-   Leadership and Influence

 

 

Source:

-   http://www.lindsay-sherwin.co.uk