Influencing Without Authority

Based on Aristotle. Effective Today.

SNI’s Influence & Persuasion Training is designed to help participants influence others and the decisions they make. In many cases, people try to get things done without understanding the other individuals involved in the process, their motivations and needs, and how they make decisions. Examples include:

  • Pharmaceutical reps trying to convince a doctor to prescribe their product
  • Marketing reps attempting to persuade their Finance department to include a certain program in the budget
  • Financial advisors motivating clients to make a specific investment
  • Government agencies jockeying to secure political support for an initiative.

This influence training is based on SNI’s updated approach to an ancient philosopher’s process.  Aristotle taught in 350B.C. that there are three elements to influence: Ethos (credibility), Pathos (emotion), and Logos (logic).  Using this framework, participants are taught an influencing process that maximizes their ability to persuade others and affect behavior.

As part of SNI’s persuasion training program organizations will learn the three components that affect decisions-making and then how to leverage those to facilitate action. Following this simple but powerful systematic approach to influencing increases the probability of success in any situation.

influence and persuasion training - Pathos Ethos Logos

1. Build Credibility

Within this training, participants are first given methods of building credibility faster. If you lack credibility, there is very little you can do to convince the other side. How do you speed up this process? By building credibility and showing people that you are like them.

2. Engage Emotions

Next, they learn the positive and negative emotions that drive the other side’s interests and impact decisions. People make decisions emotionally and then justify them rationally. This module starts with participants learning about their own personalities and then learning to quickly identify the others.  From there, participants learn how to pull on levers such as achievement and fear to emotionally compel the other side.

3. Demonstrate Logic

Once credibility has been established and emotions have been engaged, logical arguments can be used. Most people gravitate toward using logic to persuade others – while it is important, it often fails if not used in conjunction with the aforementioned aspects.

4. Facilitate Action

Finally, facilitating action is the natural culmination of the three previous steps. After all, agreement without action is just a conversation. By utilizing this proven process, participants can effectively manage their time, talent, and tactical efforts with increased precision and success.

In addition to generally communicating more effectively, participants that go through our influence training learn:

Several specific tactics that help build credibility and trust quickly
Ways to engage emotions depending on the situation and person
When and how to present arguments in a manner most likely to succeed
How to match their strategies to various personality styles

The ultimate success in creating or rebuilding a business relationship rests in implementing a systematic framework to achieve one’s influencing and persuasion objectives.

People like to work with people they know and trust.”

A unique module that can be added to our training is the DiSC Personality Assessment. DiSC is a tool that helps people understand their own personalities as well as the personalities of the people they are trying to influence. Additionally, it allows for organizations/teams to use a common language when discussing behavioral traits and differences. Whether a participant falls under Dominance – results driven and confident; Influence – lays emphasis on relationships; Steadiness – driven by cooperation, sincerity, and dependability; or Consciousness –focus on quality, accuracy, expertise, and competency; there are pros and cons to each style and increasing self awareness and the understanding of other’s styles is a critical factor in effectively influencing behavior.

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