How To Influence For Results And Change

If the one true constant is change, there’s value in learning how to cope with it & how to influence for results and change amid uncertainty.

While only some are natural, adaptability and influencing are skills that can be developed. Below are some actions that effective change influencers do to drive for results and have people accept change and embrace it as an opportunity to do something better for the world – which you can apply as well.

How To Influence For Results & Change

1 | MODEL THE CHANGE YOU WANT TO SEE TO INFLUENCE FOR RESULTS AND CHANGE

Although this might seem obvious and extremely “cliche,” it is the most imperative step for anyone who wants to influence results and change in leading the “change effort.” Many organizations talk about the idea that people need to be “risk-takers,” yet they are unwilling to model it themselves. Until that happens, people will not feel comfortable doing something different. It is also the difference between talking from a “theoretical” to a “practical” viewpoint. Or in other word: The difference between talking the talk instead of walking the talks. People will feel more comfortable taking a journey to an unknown place if they know that the first steps have been taken by someone else.

2 | SHOW THAT YOU APPRECIATE THE VALUE OF THE CURRENT STATUS QUO TO INFLUENCE FOR RESULTS AND CHANGE

The word “change” is terrifying to some because it makes them feel that everything that they are doing is totally irrelevant. Rarely is that the case. It is great to share new ideas, but you have to tap into strengths and resources that already exist. When you show people that you value and appreciate them and their ideas (and not in an obvious fake and shallow way), they are more likely to move mountains for you -and for themselves. Resource and strengths-based leadership is something that should be standard for everyone who wants to influence results and change.

3 | BE AN EMPATHETIC STORY TELLER TO INFLUENCE FOR RESULTS AND CHANGE

Data should inform and support what we do and is an important part of the change process, but it does not move people. If you look at major companies like Apple and Google, they use stories to elicit emotion from people. Of course, they have numbers that they use in their process, especially when it comes to stakeholders, but organizations know the importance of telling a story to make people “feel” something. To inspire meaningful change, you must make a connection to the heart and show empathy before you make a connection to the mind. Stories touch the heart. What is yours?

4 | ENCOURAGE PEOPLE TO USE THEIR OWN PROBLEM SOLVING CAPABILITIES

People embrace and adapt easier to change when you let them participate in and be part of designing the new status quo – the future.

For this you should be able to encourage and enable people to to tap in and utilize their own problem solving capabilities, so they can contribute to the change making process by providing and sharing their ideas, solutions, thoughts and concerns.

In general, important problem-solving skills include listening skills, analytical and creative thinking skill, communication skills, decision-making skills and collaboration skills. Strong problem-solving skills allow us to handle anything that comes our way – and to think for ourselves.

People with strong problem solving skills can observe, judge, and act quickly when difficulties or changes arise when they inevitably do. Moreover, they are not afraid of the unknown, which is invaluable to identify and solve problems.

5 | CLEAR THE PATH TO INFLUENCE FOR RESULTS AND CHANGE

Don’t be that change influencer who encourages people first to embrace something different in their lives or workplace practices but then makes that change impossible to do by saying something like, “… but we need to change the policy, law, condition, etc. first before you can move forward to make the change happen”. This not only encourages the detractors but also kills the enthusiasm in your change champions you inspired to drive the change. When “yeah but” is the most commonly used phrase in your repertoire, you might as well learn to say “no”; it’s essentially the same thing. The most successful people in the world rarely follow a script but write a different one altogether. Are people doing something better “because of you” or “despite you”? If you want to inspire change, be prepared to “clear the path” and get out of the way so that change can happen.

I cannot say whether things will get better if we change; what I can say is they must change if they are to get better.
GEORG CHRISTOPH LICHTENBERG Tweet

Let us support you

Influencing change within is difficult, especially when people have lived or worked a certain way for so long. That’s why finding common ground with people during change efforts is so important. Failing to do so will reduce the ability of others to empathise with you. This will make you seem too different to understand their perspective.

Taking on their perspectives isn’t about changing your personality. It’s about finding common ground and reducing perceived differences while you build relationships. Only then will you be able to influence change within your environment successfully?

Our Online Coaching Programs help you prioritise your best interests.