Tag Archive for: science of influence

Keys to Persuading Thinker Personalities

Here comes your biggest challenge thus far; trying to persuade one of the smartest people to ever walk the planet – Albert Einstein! Talk about intimidating; he’ll see through every psychological ploy you toss at him. If you were going to ask Einstein for something, how would you persuade him to say “Yes?”

In our final week we’ll consider how best to persuade someone who is a thinker or analytical personality type. When I think of this personality type, Einstein comes to mind because he would be someone more task-oriented than relationship-focused. However, unlike Donald Trump, he doesn’t seek to control situations and other people. Instead, he would be someone more focused on self-control. The follow describes the thinker/analytical personality type:

Very task driven; can be slow to act because they like to think things through; exercise good self-control; don’t consider themselves assertive; like data to support decisions; usually take a logical, systematic approach to things; like to see track records and trends to support ideas.

Of the four personality types, the second most often identified was the thinker at 29%. The one chosen most often was the pragmatic (32%), then expressive (24%) and finally amiable (14%).

Because thinkers are task-focused like pragmatics, it will come as no surprise to find out they chose answers that engaged reciprocity and liking much less than did the amiable and expressive personality types. Those personalities are much more relationship-oriented than they are on prioritizing tasks. Some influence advice when dealing with a thinker:

Using the liking principle is okay because it’s socially acceptable but you don’t want to spend much time here because thinkers are not concerned with being your friend. Don’t take offense but most of the time their thoughts are off somewhere else.

Pulling the reciprocity lever – doing things in hopes of a return favor – won’t be an effective strategy either. Thinkers will certainly accept whatever you give them but it won’t be a high priority for them to find ways to repay the favor.

More than any other personality type, when it comes to making business decisions, helping thinkers deal with uncertainty should be your top priority.

Thinkers were more persuaded by the principle of consensus – what others were doing – than any other personality type. It’s not that they just go with the flow; rather they can be persuaded by what others who are like them happen to be doing. So tell Einstein what Tesla, Edison or other classic thinkers are doing and he’ll listen.

Sharing facts or relying on the advice of experts – the principle of authority – is more effective with this group than any other personality type! One other expert is good but many (consensus) will be your best bet when trying to persuade a thinker.

Consistency – what someone has said or done in the past –was also high for thinkers. Only pragmatics had a higher score. Pragmatics may believe they’re right in what they say and do because of their egos. Thinkers believe they’re right because they’ve put so much time and energy into their decision before they act on it or share it. Tie your request to what a thinker has said, done or professes to believe and your odds of success go up dramatically.

Scarcity was the least effective principle with this personality type. Odds are they’ve thought about your offer, perhaps researched it, so if it’s not actually rare or going away they’ll see right through it. You’ll get much more response by helping them overcome uncertainty (consensus and authority) in the business environment.

When it comes to the thinkers you know they may not be as extreme as Albert Einstein. However, you’ll still be better off focusing on certain principles because they’ll help you more than others. In order, here are the most effective principles of influence for thinkers:

  • Authority
  • Consensus
  • Consistency
  • Liking
  • Reciprocity
  • Scarcity

I hope you’ve found this series on personality types helpful. When it comes to persuading people, where you have a handle on their personality type, plan accordingly and you’ll be far more successful than if you simply wing it. Also, setting the stage – what you do before you attempt to persuade – will be extremely helpful.

Brian Ahearn, CMCT®
Chief Influence Officer
influencePEOPLE 
Helping You Learn to Hear “Yes”.

Keys to Persuading Amiable Personalities

How would you like to meet Sandra Bullock? She always plays characters that are so nice and now she’s going to be nice to you. Imagine for a moment you have a big favor you want to ask her. How will you persuade her to say “Yes?”

This week we’ll take a look at how best to persuade someone who is an amiable or facilitator personality type. When I think of an amiable, Sandra Bullock jumps out at me because she seems to be someone who is more relationship-focused than task-oriented. But unlike Oprah, she doesn’t seek to control situations and others. Rather, she prefers to focus on self-control. The follow describes this personality type:

Amiable people really enjoy relationships; tend to focus more on feelings than facts; don’t consider themselves very assertive; are usually willing to set aside work if someone needs to talk; don’t like change; when they need help they prefer a real person to help them even if it takes more time.

Of the four personality types, fewer people taking my survey identified themselves as being amiable (14%) when compared to the other personalities: pragmatic (32%), expressive (24%) and thinker (29%).

Because amiable personality types are relationship-oriented, like the expressives, it will come as no surprise to find out they chose answers that engaged reciprocity and liking far more than did the pragmatic and analytical personality types, personalities that are much more task focused than they are on relationship building. Some influence advice when dealing with an amiable:

Make it a point to work the likingprinciple with these folks, because they want to know and enjoy the people they interact with. Can’t you just image Sandra wanting to get to know you and be your friend before you get down to business? I sure can. The good news is, if she likes you then she’ll probably go out of her way to help you.

While amiable personality types didn’t respond to reciprocityas much as the expressives they did place a higher value on it than thinkers and pragmatics. Do them a good turn or something thoughtful and it’s highly likely they’ll look for ways to return the favor.

Like the other personality types, when it comes to business decisions, helping amiable people deal with uncertainty is huge.

Amiable folks were persuaded by what others were doing – the principle of consensus– a little more than thinkers and expressives. When it comes to personal decisions consensus is even more important. This makes sense for someone relationship focused because they would rather go with the flow than buck the system.

Sharing facts or relying on the advice of experts is the most effective route with this group.  However, despite the fact that authority was the #1 principle chosen by amiables, it was not as effective as it was for thinkers and pragmatics.

When it came to using consistency– what someone has said or done in the past – this was the #3 choice for amiables. With these folks it’s not about being right as much as it is feeling obligated to live up to their word. My guess is part of this has to do with being liked. If you can tie your request to his or her beliefs or values the chance you’ll year “Yes” will increase significantly. You’ll also learn more about them so you can connect even better.

Scarcitywas least effective with this personality type when compared others. If something is truly rare or going away, by all means incorporate that into your request but don’t spend much time on it. You’ll get far more out building a relationship (liking and reciprocity) and helping t them overcome uncertainty (consensus and authority) in the business setting.

When it comes to the amiables in your life they may not be as nice and personable as  Sandra Bullock, but you’ll still be better off focusing on certain principles that will help you more than others. In order, here are the most effective principles of influence for amiables:

  • Authority
  • Consensus
  • Consistency
  • Liking
  • Reciprocity
  • Scarcity

Next week we’ll take a look at the final personality type, the thinker, also known as the analytic.

Brian Ahearn, CMCT®
Chief Influence Officer
influencePEOPLE 
Helping You Learn to Hear “Yes”.

Influencers from Around the World – How to Ask for a Pay Raise

This week you’ll learn how to persuasively ask
for a pay raise. The advice comes to us to from Italy’s Marco Germani. Marco
has written guest posts regularly for Influence PEOPLE since I started this
series nearly four years ago. I know you’ll enjoy his perspective on influence.
To learn more about Marco, connect with him on Facebook, LinkedIn or Twitter. 
Brian Ahearn, CMCT® 
Chief Influence Officer
influencePEOPLE 
Helping You Learn to Hear “Yes”.

How to Ask for a Pay
Raise
I
recently read an article on the labor market in the U.S stating; according to a
study, about 95% of employees never ask their company for a rise, during their
entire professional career. One of the obvious considerations of this finding
is that the remaining 5% of employees earn on average much higher figures than
others! “Ask and you shall receive,” says a well-known passage from the Bible,
but in the field of labor, people often don’t ask because often they don’t know
HOW and WHEN to ask. Lacking adequate preparation, they fear a refusal could at
least complicate, if not compromise seriously, their future stay with the
company.
What
follows summarizes the advice of many experts in personal development,
including Brian Tracy, Zig Ziglar, and Jay Abraham. In my opinion it’s the most
relevant information related to the request for a salary increase.
Who can apply
In the
current economic situation, those who have a more or less stable job in a
company consider themselves already lucky and often see no reason why they
should take the risk of asking their supervisors for a pay rise. This mentality
is unfortunately very common today among employees, who prefer to complain
about the boss, colleagues or their job at the coffee machine rather than
focusing on how they can create more value for the company through a greater
commitment in what they are doing. These people obviously have an attitude and
probably a performance that doesn’t justify a request for an increase.
On the
other hand, those who are constantly focused on performing effectively and
efficiently the tasks they’ve been assigned — those who constantly look for
more responsibilities and are willing to learn new things — should periodically
assess whether the wage they’re currently paid is in line with their true
market value. If not, they should decide to ask for a pay raise. Many people
live in hope that their supervisors, seeing their hard work and great results, will
decide to increase their compensation in the right time. This seldom happens
and asking for a pay raise can be a very appropriate action.
When to ask
The
timing, in the request for a salary increase is crucial and can determine in
large part the success of the operation. The best strategy is undoubtedly to
make an appointment with your superior (it’s important that you speak directly
with the person who can make this decision, when possible) and simply tell him
you want to make a point of the overall situation on your work, without going
into too much detail. A half hour should be sufficient. When hearing this
uncommon request, your supervisor, especially if you are a “top performer” in
your company (if you’re not it may not be appropriate to take this appointment
in the first place), would probably worry about the fact that you might want to
resign, which will give you some negotiating power in the first place.
The preparation of the meeting
Preparation
is everything and especially if, as in this case, most likely your manager will
not invest the time to prepare, can give you a big advantage in the
negotiation. In your case, preparation consists in collecting as much objective
data as possible, relating to the results that you have produced for your
company during the past 12 months or since your last salary increase. Ideally,
you should sum up the most important points in a short document in Word or
PowerPoint where, highlighting the concrete results that you generated with
your work.
The
second field on which you must prepare are the average salaries offered by the
market for positions similar to the one your cover. The important thing is to
provide objective information, citing sources (just search on the internet and
there are many sites that offer this type of information).
The meeting
It’s important
to enter the meeting with a relaxed and confident attitude: you are well
prepared and you are carrying a high value for your company, then you’re in a
position of power. Many find it difficult to ask and this makes them nervous
but this should not be your case! Start saying you want to make a point of the
situation regarding your work and that you’ve prepared a document that
summarizes your results.
Then
discuss it with your boss and ask him what, in his or her opinion you could or
should do better. Now, since your boss 
probably will not be prepared, unless there is something serious and
obvious, it is likely he will be unable to say anything particularly
significant, which does nothing but increase your negotiating power in view of
the request.
You may
proceed citing an authoritative source (website, a head hunter, etc.) about the
average level of salary for your position that is higher than what you’re receiving
and finally make your request, precise, clear, expressed in percentage of your
gross annual wage. “I think it would be appropriate to revise my salary
increasing it by 15% because…” At this point it is essential to remain silent
and wait for the reaction of the boss, which will be positive or negative.
The follow-up
In case
of positive response it’s important you define the terms and exact timing with
which the increase will be allocated. Starting from which paycheck? Will there be
an official announcement? Over what time period? If your boss tells you she
feels your compensation should be increased but, for X reasons, she cannot
change your salary at the moment, then work together to find a formula that
leads to the same result: a prize, bonus, etc. The important thing is there is
something of substance.
If your
boss tells you that he does not consider it appropriate that you receive a
salary increase, ask for detailed reasons, trying to get him to focus on your
performance. Very often motivation is given along these lines, “Your colleague
Tom earns the same salary and increasing your salary could cause a problem.” Of
course an explanation like this makes no sense at all and has nothing to do
with your performance. However, if your boss is really insistent about not giving
you the salary increase right there, sk the following question, “What needs to
happen to allow me an increase of 15%?” At this point your boss is forced to
define an objective condition, the achievement of which, automatically gets the
increase.
You just
have to try. Remember, if you don’t ask you won’t get anything. However, even a
“No” might just be a “Not yet.” If you think you are not in the position to
ask, get more engaged in your work and focused on producing greater results,
until you are in the position to ask for a pay rise.

** To vote for Robert Cialdini, President of Influence At Work, for the Top Management Thinker of 2013 click here

Marco

Keys to Persuading Expressive Personalities

You are one lucky person because you just got another big break! This week you’re meeting Oprah Winfrey! You’ve been given 15 minutes to talk with one of the few people who can make or break your career just my mentioning your name. How will you influence Oprah to give you that positive mention or perhaps airtime on one of her shows?

This week we’ll take a look at how best to persuade someone who is an expressive or influencer personality. When I think of an expressive, Oprah Winfrey immediately comes to mind because she’s someone who is more relationship-focused than task-oriented. Like the Trump, Oprah also likes to control situations and others. The follow describes this personality type:

Expressives like being part of social groups; enjoy attending events with lots of people; are more in tune with relating to people than working on tasks; are imaginative and creative; can usually win others over to their way of thinking; like things that are new and different; have no problem expressing themselves.

If I had to sum up expressive personalities in a word I’d say they’re balanced. Of the four personality types their answers had the least amount of variance. In other words, all of the principles of influence work well with them.

Because expressive personality types are relationship-oriented it will come as no surprise to learn in my online survey that they chose answers that engaged reciprocity and liking far more than did the pragmatic and analytical personality types, two personalities that are task focused much more than they are on building relationships. Some persuasion advice when dealing with an expressive:

Definitely spend time engaging the likingprinciple with them, because they want to like the people they interact with. Oprah certainly cares about closing the deal but she also cares about you and your story so look for ways to connect with her. If she likes you it’s a good bet she’ll go out of her way to help you.

Expressive personalities responded more to reciprocitythan any other personality type so look for ways to genuinely help them and they’ll respond in kind much more than pragmatics or thinkers will.

As was the case with pragmatics, in a business setting overcoming uncertainty is key for expressives.

Sharing trends and what others are doing – the principle of consensus– can be quite effective with expressives. Oprah types want to move the masses and they know it’s easier to swim with a wave rather than against it so share what many others are already doing.

Sharing hard data or using the advice of perceived experts is the most effectiveroute with this group.  However, while authoritywas the #1 principle chosen by expressives, it wasn’t as effective as it was with the other personalities. Show Oprah the numbers or share insight from experts and it will give her pause to consider your request.

When it came to using consistency– what someone has said or done in the past – this was the #3 choice for expressives. For this group it’s not as much about being right as it is being true to themselves and what they believe. Look for ways to tie your request to his or her beliefs or values and the chance you’ll year “Yes” will increase significantly.

Scarcitywas no more effective for this group than the others. Definitely don’t force the issue unless something is truly rare or diminishing. Oprah Winfrey and her expressive friends don’t like to miss out on opportunities but just know you won’t be as effective with the scarcity strategy as you might be with Donald Trump and his pragmatic buddies.

When it comes to the expressives you know, they may not be as expressive as Oprah Winfrey, but there are still principles that will be more effective than others. As I noted at the beginning, there is less variance with the principles for this group when compared to others. In order, here are the most effective principles:

  • Authority
  • Consensus
  • Consistency
  • Liking
  • Reciprocity
  • Scarcity

Next week we’ll take a look at the amiable personality, sometimes known as the facilitator.

Brian Ahearn, CMCT®
Chief Influence Officer

influencePEOPLE 
Helping You Learn to Hear “Yes”.

Keys to Persuading Pragmatic Personalities

Here it is, your big break – you have a meeting with the Donald! That’s right, Donald Trump has agreed to give you 15 minutes to pitch your idea. How will you go about persuading him to get a yes answer?

This week we’ll take a look at how best to persuade someone who is a pragmatic or driver personality. In my mind, Donald Trump is an off-the-charts pragmatic because he’s someone who is more task-oriented as opposed to relationship-focused and he likes to control situations and others. The following describes this personality type:

Pragmatics generally want quick results; are more focused on getting things done than chatting with people; prefer taking control of situations; sometimes act before thoroughly thinking things through; are assertive; not afraid to take risks; appreciate getting to the point quickly.

Because pragmatics are not relationship-oriented it will come as no surprise to learn in my online survey they chose answers that engaged reciprocity and liking far less than did the expressive and amiable personality types, two personalities that are people-focused much more than task-oriented. Some persuasion advice when dealing with a pragmatic.

Don’t be rude but don’t spin your wheels using the liking principle because they don’t care much about being your friend. Do you think Donald cares more about being your friend or possibly closing the deal? I bet he wants to close the deal.

Don’t try to pull the reciprocity lever by doing favors with an expectation that it will be a difference maker because it probably won’t help too much. Donald will gladly accept what you offer but it’s doubtful it will be top of mind for him to think about how to repay the favor.

Uncertainty can be bothersome for pragmatics so when they’re not sure what to do they tend to respond to a couple of principles more than others.

Pragmatics generally don’t care what everyone else is doing but it can be persuasive to tell them what others just like themare doing. While they don’t respond to the principle of consensus as much as other personalities it was nonetheless one of their top choices. Donald Trump doesn’t care what the run of the mill businessperson is doing but he cares what respected peers are doing so do some research and incorporate your findings into your presentation.

Sharing hard data or using the advice of perceived experts is the most effective route with this group.  In fact, in more than half the cases where authority was a choice, pragmatics went with it! Show Donald what the numbers are or share what respected experts have to say and he’ll give that more weight than anything else.

Motivating pragmatics to action can be easy if you know which principles to look for. Generally, you want to use consistency or scarcity.

When it came to using consistency – what someone has said or done in the past – pragmatics were more motivated by this principle than any other personality style. In fact, it was their second most often chosen reason when it came to being persuaded. When Donald Trump says something do you think he believes he’s right? Of course he does, so tie your request to his previous words, actions or beliefs and your odds of success go up dramatically. I can back up that claim because I saw this to be the case on an episode of The Apprentice.

While scarcity wasn’t one of the top three choices for pragmatics, using this principle was more effective with pragmatics than any other personality type. Think about Donald Trump – he hates to lose! Talk about what pragmatics might lose by not going along with what you’re proposing and you’ll get more compliance than you would by talking about what they might gain or save.

When it comes to the pragmatics you know, they may not be as extreme as Donald Trump, but nonetheless there are certain principles that will be more effective than others. In order of effectiveness they are:

  • Authority
  • Consistency
  • Consensus
  • Scarcity
  • Reciprocity
  • Liking

Next week we’ll take a look at the expressive personality, sometimes known as the influencer.

Brian Ahearn, CMCT®
Chief Influence Officer

influencePEOPLE 
Helping You Learn to Hear “Yes”.

Social Proof in Social Media

 

Not long ago, as I scanned through my social
media sites one morning, I came across a blog post where someone shared six
reasons why they decided to give up alcohol. Curiosity got the best of me so I
clicked on the link to find out why the author made that choice.
All of his reasons were valid and probably the
best choice for him. What caught my attention more than his reasons were the comments
that ensued. At the time I read the post, all 15 comments were from people who
had also given up alcohol. There wasn’t one person who took the opposing view.
I decided to post a comment about why I choose
to drink alcohol. To every point he shared I could make the opposite case as
long as the drinking was in moderation. Despite the fact that according to a 2012
Gallup Poll 64% of Americans
drink alcohol on occasion, I felt odd posting my comment because I was
definitely in the minority.
It shouldn’t have surprised me that despite
the fact that two out of three Americans drink, all the readers said they
didn’t drink. As I thought about it two reasons came to mind.
The first reason was social proof (aka
consensus or peer pressure). This principle of influence tells us the more
people do something the more inclined others are to join in. In other words, we
get our cues for socially acceptable behavior by looking at how others are
behaving in the same situation.
This was a classic case of social proof in
action because the more people posted about their experience, the more others
felt free to do the same thing.  It’s not
just that other people posted that made the difference, it was that all the
posts were similar. You see, when we notice the behavior of people we view as
similar to us that magnifies the feeling that we should behave in the same way.
For example, if a teen sees a large group of
people doing something do you think they’re more inclined to follow suit if
that large group consists of other teenagers or adults? Teenagers, of course.
Another reason the comments gained traction
was due to liking. We tend to like those we see as similar to ourselves in some
way so readers seeing the author had a similar stance on alcohol made them like
him more and, therefore, made it easier for them to post.
Social media is amazing for so many reasons. At
my age I can easily recall the days before mobile phones, the Internet and
social media. Soon younger people won’t have any recollection of those days and
therefore might not marvel at the technology the way some of us do.
However, despite all the good social media can
do, sometimes it doesn’t change human behavior much. Prior to social media, and
still today, I bet you hang around people who are similar to you. Take politics
for example. My guess is the vast majority of your friends hold essentially the
same political views as you do. Being similar generally makes for less
contentious conversations and better times for the majority of people.
That same trigger applies to those with whom
we connect on social media, the blogs we read, the news stations we watch, and
so on. There’s nothing wrong with this but the more time goes by the more
entrenched we become in our viewpoints. Knowing our point of view isn’t always
correct, isn’t it worth it to stretch ourselves some?
Here’s my advice – make it a point to get
together on occasion with people who are different than you. If you watch Fox
News take a look at CNN sometimes, and if you’re a CNN person, watch Fox News.
Believe me, it won’t kill you. Follow some blogs or people you know who hold
different opinions than you do, if for no other reason than to try to
understand their perspective. You might be surprised at what you learn.
Brian Ahearn, CMCT®
Chief Influence Officer
influencePEOPLE 
Helping You Learn to Hear “Yes”.

Influencers from Around the World – 5 Tips for Influencing Business with Email

This month’s Influencers from Around the World post comes to us from theother side of the world, from Australia’s only Cialdini Method Certified Trainer, Anthony McLean. Anthony heads up the Social Influence Consulting Group. I encourage you to connect with Anthony on FacebookLinkedIn and/or Twitter.

Brian, CMCT®
influencepeople 
Helping You Learn to Hear “Yes”.

 

5 Tips for
Influencing Business with Email

 

We all know that influencing via email can be a struggle.
In multicultural countries that do business transnationally this is especially
the case. So how do we set about influencing people, especially for business,
over email?
The Science of Persuasion provides us with a number of
hints in this regard:
1. Have a Cracker
of a Headline!
The problem with too many emails is that the subject line
is cryptic and doesn’t grab the attention of the recipient.
You know what subject lines are likely to get opened and
which ones won’t.  Those that answer the
“What’s In It For Me” (WIIFM) will get a greater open rate.  For example if I say,

“Here’s your opportunity to seize an influx of resources”
or

“Hey, I have a $100 for you.”

Which one would you open?
If you need to be a little more formal provide your
subject line with the data for identification and action such as:

FOR ATTENTION: Immediate Review of Budget

FOR APPROVAL: New Contract

REMINDER: Tender Submission Due Tuesday

Using reported facts from the media or headlines from the
news shows the email is timely and perhaps includes something important that
the recipient may have missed, such as the following:

“Reserve Bank Drop Rates – What it means for your mortgage”

“Media Regulation – the unintended impact on business”

President Obama’s team tested a number of subject lines until they struck on the one that tapped into the intrinsic motivation (Consistency) of their supporters but also showed what
they stand to lose (Scarcity) – all in four words “I will be outspent.”
But remember you can’t use the same headline over and over
again.  Test to find the ones that get
the best reaction but change them regularly.
Test new headlines and avoid becoming predictable.
2. Make it
Personal
A research study between college students found that those
who started a negotiation task over email with no period of interaction, i.e.,
they got straight down to business, ended up in a stalemate 30% of the time.
Those students who were first asked to introduce themselves and provide some
personal details including their hobbies, their chosen field of study, their
hometowns and so on, only stalled 6% of the time.  The thing to note here was the negotiation
task was exactly the same.  The only
difference was the group who was more successful at reaching a resolution
personalised the interaction before getting down to business.
Therefore even though you may be writing an email to a
customer that is no excuse for it to be overly formal and boring.  Research the person, use your relationship
data and personalise the email.  This
goes for the headline and the body of the email.
Write it as if you are writing to a friend.  Don’t use templates or long messages.  Make personalised comments at the outset that
shows you have made an effort for them and it isn’t a generic email (see point
3). For example,

Hi Brian,I hope you had a great weekend.  We finally got some sunny weather and all
that did was make it harder to come back to work today.

The reason for the mail is I read an article and
immediately thought of you.  Have a look
at paragraph three; it links perfectly with your current project.

www.socialinfluenceconsultinggroup.com.au/blog

Call me once you’ve read it, as there are some nuances I
want to walk you through so it doesn’t cost you anything.

Thanks,

Anthony

Statistics on personal subject lines and messages show
that they can have twice the response rate of traditional messages.  One project was even successful in achieving
a 127% increase in open rates over their normal approach.
Finally sign the email.  A personal signature, even a digital one, has
a big impact on personalising your emails.
3. Give
In contacting your clients, think what is important to
them. What will make their lives easier? Why would they continue to open your
emails? Don’t subject them to mass email blasts. Take the time and show them
that you have made the effort to personally send them the email.
Give them content that is meaningful, customised and
expected. This effort will drive reciprocation in effort and cultivate a stronger
working relationship in the process.
Remember though, to be unexpected, don’t give all the
time.  Be selective who you share your
information with and highlight its exclusive nature when it is the case.  Give them what is truly valuable and they will
give you business and loyalty, but you need to go first though.
If you have a large database, apply the Pareto or 80/20
Rule.  For the top 20% of your database,
i.e., those who engage, buy more products, advocate your services, etc.,
personalise your approach to them and give them more.  For the other 80% a standard one-size-fits
approach may apply.  If however someone
steps up to the 20%, let them know, make them feel special and tell them you
would like to give them a more personalised service because of how important
they are to you.  Your emails will do the
rest.
4.Call to action
Your email should always have a call to action making it
clear what you want the recipient to do. Whether it is in the subject line or
in the body of the report, it must also always be in the final sentence of the
email.
Never create a call to action and then take them off in a
different tangent, as the call to action will be lost.

Hi Jill,I am really looking forward to your briefing on Thursday.

In preparation for the meeting can you please provide a
copy of the presentation for the leadership team no later than 2 p.m. on
Wednesday along with a short video synopsis explaining your take on the current
staff leave policy?

I hope your new team is performing well and really
embracing the new technology platforms we have introduced.  It is making a
big difference to other parts of the business.

T.H.E. Boss

The final comment about technology can open the door for a
conversation on that issue while the actual focus of the email was introduced
in paragraph two – the presentation on the company’s leave policy.
Always leave the reader primed to carry out the action you
have requested.  If it is asking for
business we would recommend not doing that over email because if they say “No”
it is harder for you to make a concession thereby reducing the chances they
will reciprocate and make a concession and accept your alternative.
5. Time Your
Email
Sometimes the greatest decider of your email being opened
and action taken upon it is the time of the day it is sent. The best indicator
is to review when the recipient has most frequently opened and/or replied to
emails in the past.
Research has shown the best times of day for emails being
opened are as follows:
8 a.m.
9 a.m.
3 p.m.
8 p.m.
Further we also know that emails have the greatest open
and action rate in the first hour after they are sent.  Therefore when sending important emails ensure
you send them in the hour prior to the above listed times but focus on morning
and early afternoons for most attention.
Remember these are open times for your recipient so if you
have a global database perhaps scheduling software will help you to land at
just the right time.
Please note when
opening emails at 8 p.m. you may get opened but if you are asking for
considerable action it may be held over until the following day and then in the
morning the newer emails are now sitting on top of yours perhaps rendering it
to inbox oblivion.
 
Review
Finally you must review your efforts and ensure that the
strategy employed achieved the desired results.  If it didn’t, why?  What can you improve
for next time?
Sometimes “the best email is a phone call.”
However if you need to send an email, grab their
attention, personalise it as much as appropriate but don’t overdo it.
Give only things that are meaningful and ensure the call to action is clear.We can employ all six of Dr. Cialdini‘s Principles of Persuasion in
the body of the email; however the above 5 tips for influencing business with
email will give you the structure to start and test you email success.
Anthony, CMCT®

 

Influential Mad Men

I became a fan of the television series Mad Men a few years ago during the show’s fourth season on AMC. Over the holidays, thanks to Netflix, I went back and watched the first three seasons so I could fill in lots of holes on different characters.

The show revolves around a mysterious character who goes by the name of Don Draper. I say, “goes by the name of” because that’s not his real name. Part of the appeal of the series for me is that it takes place in an advertising agency back in the 1960s. That’s the decade when I was born so I remember many of the products they pitch.

Another reason for the appeal is that at its core, advertising is persuasion. Advertising is all about changing people’s behavior, trying to get them to buy the products being advertised. Throughout Mad Men, you learn that most people don’t respect Don Draper and the rest of the characters they encounter because of what they do. In the late ‘50s and early ‘60s, advertising was seen as Madison Avenue types trying to get unsuspecting people to buy things they didn’t really need or want.

There’s some truth to that last statement however, because we’re so saturated with ads today the advertising onslaught seems normal to us. In an article titled PermissionMarketing, which was written for the magazine Fast Company, William C. Taylor told readers, “This year, the average consumer will see or hear one million marketing messages – that’s almost 3,000 per day.” Here’s a scary thought – that quote is now 15 years old! If the average American consumer was exposed to a million marketing messages in 1995, how much more are we exposed to today with the explosion of the Internet and cable television? Just think about all the ads you see on Facebook, LinkedIn, Twitter and other social media sites that didn’t exist 15 years ago. It’s overwhelming!

Can you possibly take in all the information from millions of marketing messages, rationally analyze it then make the most informed choice? Nobody can, so to help navigate the tidal wave of information that comes our way we use mental shortcuts. By that, I mean when we hear certain reliable bits of information we sometimes act upon it, nearly to the exclusion of other information, so we can move on to whatever else is competing for our attention.

This is where the Robert Cialdini’s principles of influence come into the decision-making process. These principles describe psychological scenarios where it’s easier for us to say “Yes.” For example, the more you know and like someone the easier it is to say “yes” to them. In advertising we sometimes come to feel as if we know certain spokespeople in commercials. Progressive’s Flo character is a good example. The more people feel they know and like Flo the more likely they are to get a Progressive quote. This is the principle of liking.

The principle of reciprocity clearly shows you’re more likely to help someone who’s first helped you in some way or given you something. This is why you get “freebies” at the grocery store and in the mail. Those “freebies” make it more likely we’ll buy from the company that’s given those “gifts” to us.

In advertising another big way we’re influenced is through the principle of consensus. When we believe something is a best seller, that everyone else is buying the item, we become more likely to purchase it too. An example here would be touting a book that’s made the New York Times’ Best Seller list. Once we hear that single fact it legitimizes that the book is probably pretty good and worth buying. After all, can hundreds of thousands, or millions of readers all be wrong?

Spokespeople are sometimes used in advertising because they convey authority and we’re more likely to listen to so-called experts. If I tell you a certain golf ball added 20 yards to my drive would that be enough for you to buy the ball or do you think a golf pro like CoreyPavin telling people how great the new golf ball is would sell more? Most people would listen to Corey Pavin because he won the U.S. Open and has finished in the top five of the other three major golf championships during his career. This is the principle of authority in action.

Advertisers often tap into the principle of consistency to get us to buy. They tie the virtues of their product into what we’ve said or done in the past or relate the product’s attributes to our deeply held values. For example, most breadwinners want to provide for and protect their families. Advertising that shows how a particular life insurance product will allow a family to continue living in the lifestyle they’re accustomed to should the breadwinner pass away will sell more easily because it ties into the value of family protection.

And finally there’s the principle of scarcity. This principle of influence tells us people want things more when they’re becoming less available. This principle is probably most familiar to us because we see it continually when we’re hit with ads telling us “Sale Ends Sunday,” “While Supplies Last,” or “One Day Only!” This is also the reason gun sales skyrocketed after the Sandy Hook tragedy. People were afraid if they didn’t buy a gun now they might not be able to in the future.

If you take the time to watch Mad Men (season premier is April 7 on AMC) you’ll see the principles employed at every turn as they build out advertising campaigns for clients. Of course, all you need to do is pay attention to regular advertising that comes your way and you’ll see all the same principles at work. When you recognize them simply ask yourself if you’re making the best decision possible or if you’re only acting because of one piece of data at the expense of other, perhaps more relevant information. Do this and you’re sure to make better decisions over the long haul.

 

Brian, CMCT®
influencepeople 
Helping You Learn to Hear “Yes”.

A Call to Lay Down Your Weapons of Influence

In America there’s a debate raging and millions of people are lining up on opposite sides of the issue. The debate has to do with constitutional rights vs. public safety. You probably know I’m talking about the gun control issue that’s come to the forefront of national attention after the Sandy Hook tragedy last year. At the center of the debate is gun ownership and in particular assault weapons.

This post has to do with that debate because it’s about weapons. If you’ve read Robert Cialdini’s classic book, Influence Science and Practice, then you know it was born out of his curiosity about why he was such a “patsy” when it came to the “pitches of peddlers, fund-raisers, and operators of one sort or another.” He wrote, “I wanted to find out which psychological principles influenced the tendency to comply with a request.” Thinking of himself as someone who was taken advantage of more than he cared to admit, a few sentences later he characterized these psychological principles as “weapons of influence” because quite often they were used against defenseless people. I say defenseless because manipulators understood the principles but their targets of influence didn’t and that gave manipulators a huge advantage. Cialdini held to this viewpoint so much so that at the end of each chapter ideas are presented on how you can defend yourself against the manipulative use of these weapons of influence.

Nearly 30 years have passed since Influence first hit bookstores and times have changed when it comes to people’s views on influence and persuasion. After selling nearly 2.5 million copies, people have embraced the idea that the psychology of persuasion can be used in an ethical manner to create more win-win situations than ever before. People have embraced the concepts from Influence so much so that it was named the top sales and marketing book in The 100 Best Business Books of All Time.

Considering the change in attitude toward influence I’m writing today to ask people to banish the “weapons” terminology from their vocabulary when referring to the principles of influence.

Why now? As I scanned my Twitter feed one morning I saw a post that referred to one of the principles of influence as a weapon of influence. All of a sudden it didn’t sit well with me and as I analyzed it all the thoughts I’m sharing here came to mind. If I knew what was meant by “weapons of influence” and didn’t care for it I wondered how others might perceive the terminology.

First, the weapons terminology doesn’t conjure up positive thoughts, particularly during this time of tense, heated debate around the subject. If we truly believe small changes (i.e., using certain words at particular times in specific situations) can make a big difference – indeed that’s what influence is all about – then I argue “weapons” can’t be helping our cause when it comes to teaching people about the ethical use of influence. Consider the following:

If you didn’t know anything about influence how likely would you be to attend a workshop where you’d learn about using weapons of influence? Some people will go but I suspect many will subconsciously make an automatic decision not to consider the workshop.

How might your customer feel if they found out you were using weapons of influence on them? It’s not likely they’ll believe you’re using those weapons to defend them. Rather, I suspect they’ll feel you’re using those weapons against them in an effort to defeat them and get what you want.

We all know things can be used for good or bad. Guns in the hands of our military are good when they help defend our freedom. They’re not so good in the hands of bad guys. However, as I noted at the beginning, with the national debate raging, using weapons terminology will provoke the wrong images and emotions for too many people.

I prefer talking about ethical influence. When I teach I encourage people to look for principles that are genuinely available to the situation they find themselves in. If they look hard enough they’ll find some just waiting to be used.

Next you want to incorporate the principles into your request in a way that’s truthful. In other words, don’t tell people there’s a time limit – scarcity – if there’s not. Don’t tell people how “everyone” is using your product – consensus – when they’re not.

And finally, look for what Stephen Covey called “win-win” situations. Your product, your price, your idea, whatever you may be trying to persuade someone about will not be right for everyone. Sometimes honestly pointing that out will get you recommendations because people will trust you – authority!

In closing I ask you to join me and lay down your weapons of influence and in their place pick up the tools of ethical influence that build. I encourage you to start thinking of the principles of influence as tools that can help build relationships, overcome doubts and motivate people to action. Will it make a difference? I believe it will, because small changes can lead to big differences.

She Tricked Me into Marrying Her … Sort of

This week Jane and I celebrate our 25th
wedding anniversary. On March 12, 1988, we exchanged vows before friends,
family and God in the Waynesburg Presbyterian Church. I have to say, it doesn’t
seem like 25 years ago!

A funny thing happened on the way to the
alter; Jane tricked me into marrying her … sort of. Actually she employed a
principle of influence but I’m not totally sure if she knew what she was doing.
We met on our first day of work and started dating
a few weeks later. Within weeks of that, I was telling friends she might be
“the one.” Things went along smoothly until my ex-girlfriend called and that
threw me for a loop. A few months of indecision ensued and what made it extra
difficult was Jane and I still worked together and saw each other daily.
We’d stopped going out sometime in early April
and one day in late April I saw Jane in the break room and asked how she was
doing. She said she was doing fine and wouldn’t go out with me again even if I asked.
Less than two weeks later we were going out and I asked her to marry me on her
birthday.
When I used to tell the story I bragged as if
I was some kind of stud that she just couldn’t resist. While I was doing that
Jane was probably telling her friends, “All I had to tell him was I wouldn’t go
out with him again even if he asked…and he asked me to marry him!”
In case you’re not aware of what happened,
Jane used the principle of scarcity on me. This principle of persuasion tells
us people want things more when they’re less available. I bet every one of you
reading this can think of a time where you stopped going out with someone or
were considering it but when you learned they liked someone else everything
changed. All of a sudden you wanted them more than ever!

In my defense, I’d like to think part of the
reason she said “yes” was because I engaged a little reciprocity. I planned to
ask her to marry me on her birthday to throw her off my real intention. I gave
her a dozen roses at work then showed up at her apartment with another dozen
roses and a bottle of wine that evening. She thought it was all for her birthday. Next I
took her to dinner in a Silver Cloud Rolls Royce I’d rented, driver and all. On
the way home I popped the question in the back seat and gave her the ring. She
couldn’t say no after all I’d done…she owed me!

Something happened after I asked her to marry
me. All the uncertainty that plagued me for months left and it was no longer an
issue trying to decide between the ex and Jane. I can honestly say I never
looked back and wondered “what if?” Because I’d made an active, public
commitment, the principle of consistency was now at work on me.
In all truthfulness, each of us was a bungler
of persuasion and we were lucky in our application of some of the principles of
influence. We were also bunglers in marriage at such a young age but overcame
obstacles and have been in a really good place for a long time. Just as life is
easier when you understand and ethically apply persuasion, marriage is easier
when you learn and practice two things to the best of your ability.
  1. Cherish the other person because time goes by quickly (scarcity). 
  2. Put the other person’s well being above your own. When you do,
    most of the time they will respond in kind (reciprocity).

I’ll conclude with this since it’s my
anniversary. I’d like to tell all of you that Jane is incredible! The more time
passes and I watch her continue to grow and mature, the more amazed I am at
her. If God had let me put together the perfect spouse I wouldn’t have come up
with someone as wonderful as Jane. Part of the reason is I wouldn’t have been
creative enough and the other part would have been a lack of faith that there
would be someone so beautiful, kind, smart, funny and so many other amazing traits.
I’m a very blessed man!

Brian, CMCT® 
influencepeople 
Helping You Learn to Hear “Yes”.