We all work with (and sometimes around or through) others. We all have thoughts and ideas that could improve a situation or streamline a process – could enhance a relationship or include others within a solution – but not everyone is in a position to impose their will upon others through a management directive. In order to effectively influence others – to make a difference in how we contribute to solutions and interact with people WITHOUT the benefit of being in charge:
- Recognize that it is your responsibility to SELL an idea, NOT someone else’s responsibility to BUY the concept. Good salespeople identify and relate to the needs of the buyer rather than focusing on their own needs. While making a sale will obviously benefit the seller, the buyer must recognize why he or she will benefit from making a “buying decision” before a sale will be finalized. To close the sale – be it of a product, a process or an idea - remain positive and upbeat, focusing on what you can do to “make things right” rather than on what others would have to do to make the conclusion possible. Until you truly “sell” change, you will be but an implementer of other’s directives rather than an initiator or innovator of ideas.
- Consider how change will affect “the whole” rather than focusing on how it might achieve your personal objectives. Most people are hesitant to abandon the status quo. If you want something done differently than it is currently being done you must convince others that the results of change are better than the comforts of staying the same. It is difficult to impose change. We can move mountains, however, if every individual involved is able to take responsibility for a part or portion of the transition. If you wish to influence another’s actions, you must clearly demonstrate how the resultant change will positively affect that individual, the organization, their environment, and their future RATHER THAN how it will elevate you or improve your position.
- Present a realistic cost-benefit analysis of your idea. Whether it is a major corporate decision or
- Rather than focusing on what went wrong or did not happened, focus on what DID occur AND what has yet to be accomplished. Far too many individuals focus on what may have gone wrong (and how to correct it) – losing sight of what went right (and how to build upon it) – as they struggle to bring ideas to fruition. They think about what was done rather than what has yet to be done. When we tie ourselves to the possibility of failure (focusing on things that actually went wrong or simply trying to avoid pitfalls rather than implementing change), we cannot possibly realize success. When we focus on “what did not happen” it is difficult to implement what could still be done differently to alter results. When we are comfortable with what we do and with whom we associate, we will rarely seek to expand our circle of friends or alter our sphere of influence. When we accept “what is” we cannot realize “what could be” unless (and until) we acknowledge the possibility of something different – something better – that has yet to be discovered.