Strengthen Your Ability To Influence Others And Secrets

Read Strengthen Your Ability To Influence Others And Secrets To Inf

Read "Strengthen Your Ability to Influence Others" and "Secrets to Influencing at Work." What is your biggest takeaway from these articles? Explain how you have observed a leader who has been successful in "influence by transformation" discussed in "Strengthen Your Ability to Influence Others." Bohns shares mistakes that people often make when trying to influence others. Which of these mistakes have you made (or observed someone else make), and what would have been a better approach to influence?

Paper For Above instruction

The core of effective influence in the workplace and personal interactions revolves around understanding human psychology, cultivating genuine relationships, and employing strategic communication techniques. The articles "Strengthen Your Ability to Influence Others" and "Secrets to Influencing at Work" emphasize that influence is rooted not merely in authority or persuasion but in the capacity to inspire change through trust, empathy, and integrity. My most significant takeaway from these articles is that transformational influence hinges on authentic engagement that aligns with the values and needs of others, fostering lasting change rather than short-term compliance.

Transformational influence, as discussed in the articles, involves inspiring others to see beyond their immediate interests and envision a shared future that benefits all involved. An exemplary leader demonstrating this form of influence I observed was a senior manager in a technology firm who successfully led her team through a major digital transformation. She employed active listening, making each team member feel valued and understood. She clearly articulated the vision and connected it to the individual goals of her team members, emphasizing how the digital shift would enhance their work processes and career development. Through her consistent authenticity and empathetic communication, she gained the trust and commitment of her team, inspiring them to embrace change enthusiastically. This aligns with the concept of influence by transformation, where the leader’s role is to enable others to realize their potential and commit to a shared vision, creating a ripple effect of motivation and innovation.

Bohns highlights common mistakes made when attempting to influence others, such as overusing authority, neglecting the importance of relationship-building, or failing to understand the other person's perspective. I have observed a colleague who initially relied heavily on positional authority and did not take the time to foster genuine rapport with team members. This approach often led to resistance or superficial compliance rather than genuine engagement. A more effective method would have been to invest in understanding team members' motivations and concerns, building trust through consistent and empathetic communication. For instance, instead of issuing directives, engaging team members in collaborative problem-solving and showing appreciation for their input could have fostered a more receptive environment. Such approaches acknowledge the importance of emotional intelligence and trust—fundamental components of influential leadership.

Another common mistake discussed by Bohns involves failing to provide clear, compelling reasons for change or influence, which can undermine credibility and motivation. This resonates with my experience of seeing managers communicate directives without explaining their rationale, resulting in skepticism or passive resistance. A better approach would have been to explain the purpose behind initiatives, showing how they connect to overarching organizational goals and individual benefits. Communicating transparently and authentically builds credibility and motivates others to buy into change willingly.

In conclusion, effective influence is a nuanced skill that combines strategic communication, emotional intelligence, and ethical behavior. The articles emphasize that transformational influence rests on inspiring trust, understanding others' perspectives, and aligning shared goals with individual values. Observations of leaders who employ these principles demonstrate that influence is most sustainable when built on genuine relationships and authentic engagement. Avoiding common pitfalls, such as over-reliance on authority or poor communication, involves cultivating empathy, transparency, and trust—an approach that benefits both leaders and followers by fostering a culture of collaboration, motivation, and continuous growth.

References

• Cialdini, R. B. (2007). Influence: The Psychology of Persuasion. Harper Business.
• Bohns, V. (2020). You Have More Influence Than You Think: How We Underestimate Our Power and Create a Better Future. HarperOne.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. Wiley.
• Goleman, D. (2000). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
• Yukl, G. (2013). Leadership in Organizations. Pearson.
• Northouse, P. G. (2018). Leadership: Theory and Practice. Sage Publications.
• Cavanagh, M. (2011). Developing Transformational Leaders. Journal of Leadership & Organizational Studies, 18(1), 44–55.
• McClelland, D. C. (1975). Power: The Inner Experience. Irvington.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Hackman, J. R., & Johnson, C. E. (2013). Leadership: A Communication Perspective. Waveland Press.