Get Others On Board with the GAIN Influence Method

This is part 3 of a 4-part series of articles addressing the most commonly requested topics in professional leadership development: “What can I do to help my team improve?”, “How can I provide difficult feedback?”, “What can I do to influence people?”, and “How can I inspire my team?”. Ubiquity has developed a simple-to-learn, easy-to-retain and effective-to-use system to address each of these questions.

In Part 1, we covered the?GROW Coaching Method . In Part 2, we explore the GUIDE Feedback Method . Here we present Part 3, the GAIN Influence Method. Next, in Part 4, we will examine the GREAT Inspiration Method for maximizing motivation and engagement, all elements of Ubiquity's "G4 Leadership Method".

______________________________________________________

Influence is the cornerstone of leadership and one-to-one discussions are the key to Influence. Without influence, you can work hard and exceed expectations without anyone noticing or caring. When you have influence, others pay attention to you, support you and your thinking, and watch out for you when you are not around.

Here is a simple, yet powerful approach to influencing those who are important to your success. First, we put Influence in perspective by contrasting it with other ways to change the behaviour of others. Next, we introduce a map to get clear on whom you want to influence, as well as various dimensions of how to influence them. We then present a model to create a trust-based planner and finish with our proprietary G.A.I.N. Influence Model (TM).

Most Common Ways to Change the Behaviour of Others

What is important to note about how Influence differs from the other ways is that is founded on the universal principle of Reciprocity. No matter where you travel on this big blue marble, the principle of reciprocity is hard-baked into all of us: If you are asking something from me, I expect to receive something in return. Influence is the only way to change the behaviour of others that employs reciprocity because it seeks a mutually beneficial outcome. This is why we prefer to work for leaders who influence us rather than control or direct us. This is also why we prefer to work with a consultant as opposed to a pushy sales person.

Preparing to Influence

If you want to influence others, you have some initial questions to ask yourself:

1. Who? Who do you most want to influence? Use the Influence Map below.
2. Why? Why do you need to influence them? What will be your ask?
3. What? What style will you employ? What will they be receptive to?
4. How? How much help do you need from them and when?

Spend some time answering these questions, then start creating your Influence Map as illustrated below. Write your name in the center of a page and connect some spokes radiating outward. At the end of each spoke, write the name of the people that you most want to influence, and a number between 1-10 reflecting how much influence you have with them now (1 = little, 10 = lots). Then step back and circle the people that you most need to influence.

Influence Map

Start With Trust

People who don't trust someone are protective and skeptical of their intentions, so it is difficult, if not impossible to influence them. If we need to improve the level of trust between us and someone else, we will need to balance two critical elements: Character & Competence. And of these two, Character often gets overlooked. Think about whom you wish to influence and note which elements you should work on improving. Do you need to be more transparent with them? Do you need to demonstrate that you care about them more? Start here as your efforts to influence others will fall flat without the prerequisite of trust.

Create an Influence Profile

Now you're clear on whom you wish to influence, you've improved the trust factor and you know how you want to influence them. But do you really understand them? Take a moment and think about who they are and what is important to them...

• What are their mandates, responsibilities, goals, beliefs, needs and wants?
• What challenges or roadblocks are they facing with their own concerns?
• What might they resist? How might you counter this to position yourself as an ally?
• What conditions can you create to help this person move forward or prosper?

Think this through and write your answers down. The quality of your preparation will determine how effectively you are able to influence them. And when you feel ready, schedule that one-to-one conversation, because you are now ready to use the GAIN Influence Method.

Leverage the G.A.I.N. Influence Method (TM)

G = Get Aligned: People are more likely to help people whom they identify with. Highlight how you are similar to them on basic levels or how you are both fundamentally aiming for similar goals.

A = Ask: Describe the situation and potential problems you want to mitigate, and then bridge to what you want to ask from them. Be concise and make it compelling.

I - Incentive: This is where reciprocity comes in, making this "Influence" rather than just "Persuasion". Point out how the proposed action and solution will benefit this person. Ensure that they are aware of the GAIN that they will enjoy and why it is beneficial to them.

N = Negotiate: Seek their support in creative ways. Explore different approaches to how they could support you or change the course of their action. Invite their ideas.

Integration with GUIDE Feedback and GROW Coaching

It has been said that business is easy until you introduce people. In fact, most executives spend 30 days per year dealing with interpersonal conflicts. That is 1/12 of their time! The GAIN Influence Model is designed to complement the workflow that most organizational leaders face every day: GUIDE people's alignment (Feedback), GROW their ability (Coaching), and GAIN their willingness (Influence).

UP NEXT: Aim wisely with GREAT Inspiration

Based on our experience, most leaders will benefit by using this system of GUIDE to GROW and GAIN to help them deal with the challenges of leading people, and their organizations will benefit from having a team that delivers.

The missing element, however, is the bigger picture of what they are guiding people toward.

In our final article of this four-part series, we will cover the last piece of the puzzle of what we call "4G Leadership": GREAT Inspiration - How to spark motivation and engagement in others.

_________________________________

Terry Lipovski is the Founder of Ubiquity Coaches, an international alliance of over 25 coaches globally, aiming to help people thrive. He can be reached at?[email protected] ?or at?www.ExecutiveCoaches.ca