Lasting Change

In our Tuesday Tremendous Tip we talked about how Robert Cialdini’s six influence principles (from Influence: The Psychology of Persuasion) are useful in creating effective change. We shared how three of the six principles link to change. Here are the other three:

• Liking – we are more likely to be influenced by people we like. When leading change you must make time to build trust and rapport with the people you are asking to change. Prior to communicating about the change, assess the level of trust and take action to reinforce the likability of the change leader.
• Authority – there is a sense of duty or obligation to authority figures. This is why sponsorship or change leadership is absolutely essential to successful change. One of the most overlooked areas of effective change is working with managers. They have authority over their direct reports and when they are supportive of a change, their employees are more likely to support the change.
• Scarcity – things are more attractive when we believe they are in demand or that we might lose an opportunity if we don’t act quickly. An example of this influence principle comes from a change project we supported where early adopters of the change. There was a deadline when the special coaching, benefits and rewards would end and anyone who didn’t make the change would miss out.

Remember that forced change doesn’t last. Only when a person is in agreement with the change will you achieve change that endures. Influence creates agreement, acceptance and buy-in.