June 11, 2009
Influence- Paralysis of analysis
Usually, a communicator’s purpose is to develop and send a message that alters the attitudes, decisions, or behaviors of recipients. The critical question, of course, is how best to arrange it. Although social psychologists have provided many important insights into this matter, one of the most valuable is offered by Anthony Greenwald in his “cognitive response model,” which represents a subtle but critical shift in thinking about persuasion. According to this model, the best indication of how much change a communication will produce lies not in what it says but, rather, in what the recipient says to him-or herself as a result of receiving the message.
Earlier approaches to producing change emphasized the importance of the message itself—its clarity, structure, logic and so on—because it was thought that the recipient’s comprehension and learning of the message content were critical to persuasion. Although this is certainly true, the cognitive response model added an important insight by suggesting that the message is not directly responsible for change. Instead, the direct cause is the self-talk—the internal cognitive responses—people engage in after being exposed to the message. A good deal of research supports the model. For instance, in one of Anthony Greenwald’s persuasion experiments, audience members’ attitude change on a topic wasn’t related so much to what they recalled about the elements of the persuasive appeal as what they recalled about the comments they’d made to themselves when experiencing those elements.
Encouraging Positive Self-talk. What are the implications of this view for the way you should fashion a persuasive attempt? Let’s suppose you want to write letter to citizens of your town supporting lower highway speed limits. The most general implication is that you would be foolish to structure the attempt without simultaneously thinking about what your audience members would say to themselves in response to the letter.
First, you want to find ways to stimulate positive self-talk to your letter. This means that besides considering features of your intended message (for example, the strength and logic of the arguments), you should take into account an entirely different set of factors that are likely to spur approving responses to the message. For instance, you may want to delay the mailing of your letter until your local newspaper reports a rash of highway speeding deaths; that way, when your letter arrives, its message will gain validity in the minds of the recipients because of its good fit with other information. Or you might want to increase the favorability of cognitive responses to your letter by printing it professionally on high quality paper because people make the assumption that the more care and expense a communicator has put into a persuasion campaign, the more the communicator believes in its validity.
Inhibiting Counterarguments. But, even more importantly than trying to ensure that your message creates positive self-talk, you should also think about how to avoid negative self-talk—especially in the form of internal counterarguments against it.
Persuasion researchers have routinely shown that the counterarguments audience members construct in response to a message can devastate its effectiveness. Thus, you might want to include in your letter a quote from an acknowledged traffic safety expert asserting that higher speed limits greatly increase automobile fatalities.
A recent brain-imaging study (Engelman, Capra, Noussair, & Berns, 2009) tells us why such a step would work. Participants in the study were asked to make a series of unfamiliar financial choices some of which were accompanied by advice from an expert source (a prominent economist). When the economist’s guidance was available, choices were powerfully affected by this expert’s advice. The reason was revealed in the brain activation patterns of the participants. In the presence of expert advice, the areas of the participants’ brains linked to critical thinking and counterarguing flat-lined.
These findings help explain why expert communicators are so effective. It’s not that people consider a legitimate authority’s position merely a single important factor that, when combined with other important factors, tips the balance in favor of one choice over another. Instead, especially when they are unsure of themselves, people allow the authority’s opinion to dominate the other factors—indeed, even shutting down cognitive consideration of those other factors. As one of the study’s authors said in describing how his findings challenged the traditional model of rational decision-making, “In this [traditional] worldview, people take advice, integrate it with their own information, and come to a decision. If that were actually true, we’d have seen activity in brain regions that guide decisions. But, what we found is that when someone receives expert advice, that activity went away.”
Project and protect. Two lessons emerge, both of which reinforce points made in previous Inside Influence Reports. First, because people frequently disengage their critical thinking/counterarguing powers and defer to expert advice, communicators who can lay claim to relevant expertise would be fools to fail to make that expertise clear early in the messaging process. Although simple, it’s surprising how often otherwise savvy communicators don’t take this step. In addition, we should be sure to make known the relevant credentials of other members of our organization with whom audience members may be interacting. Forgetting to creditialize ourselves or our colleagues before an influence attempt is launched is a serious mistake that is all-too frequently made.
Second, besides projecting our expert standing into the consciousness of an audience, it is as important to protect that status by conveying our background, experience, and skills honestly without exaggeration or fabrication. If we overstate our know-how and are later discovered to have been deceptive in this regard, we will likely lose the ability to promote our expertise convincingly in the future, even along those dimensions where we can fairly claim it. And, as we can see from the results of the Engelman et al. (2009) brain-imaging research, the advantage of having an expert’s reputation is much too valuable to squander in a less than truthful self-presentation. Not only would such a self-presentation be wrong ethically, it would be wrongheaded practically.
Source: Engelman, J. B., Capra, C. M., Noussair, C., and Berns, G. S. (2009). Expert financial advice neurobiologically offloads financial decision-making under risk. Public Library of Science One, 4, e4957, doi:10.1371/journal.pone.0004957.
April 1, 2009
Pygmalion effect
Its called the 'Pygmalion effect' or the 'self-fulfilling prophecy'.
Definitely worth a read and due consideration!! It has immense possibilities for you and people who work with you!
March 16, 2009
Budgeting: What's wrong?
Well, lots of things...
- It takes away a lot of management time
- Expensive: Ford Motor Company spent $1.2 billion annually on its budgeting process
- A survey showed that budgeting consumed between 20-30 % of senior executives' time
- A Stanford professor says that a few companies avail themselves of the data collected during the budgeting process to actually understand their business models and what actually drives success
- May drive unproductive behaviour. How? Evaluation & payouts to senior executives are based on whether the budgets are met/exceeded. Hence, they have every incentive to set targets that they can meet or, even better, exceed, while the boards will try to set ambitious goals... So whats the end result? The process rewards forecasting ability, and also the ability to negotiate with one's bosses
- Zero based budgeting is more of a myth. Everybody focuses on what the company achieved last year...
- Too much focus on the budget target: There is an example of a company not spending money fearing that they will miss the budget target...
- Another problem is that the budgetary targets is that its based on forecasting ability and negotiation. Its possible to hit the targets while losing market share, falling behind technologically, and even going broke
The obvious solution is to use budgets as rough guidelines for planning & forecasting, but to base assessments of executives, depts, and companies on indicators that more fully capture relative performance vis-a-vis external competitors.... is it growing faster, is it gaining or losing market share, is it out-performing its competiton in bringing new products & services to the market? Is it attracting & retaining customers & employees
The absence of rigid budget adherence is not the same as financial anarchy! Instead of spending too much time in meetings where people weigh past performance against budgetary goals, it can be more productive to focus on recent product and customer successes & failures, whats been learnt, & how the company can do things to be more productive/effective in the future...
Adapted from 'What were they thinking? Unconventional wisdom' written by Dr. Jeffrey Pfeffer
What were they thinking? Unconventional wisdom about management
He refers to an experiment he does on a regular basis with his executive students. He will go up to one & say, “Assume that you work in my company & that you are who you are- a competent, experienced, hardworking, intelligent individual, doing your best to do your job as you think you should. Now I come up to you & say, ‘Our organization has fallen on hard times- which, by the way, may be because of strategic mistakes you had no part in making- and in order to restore profitability & financial viability, we need to cut salaries & other employee benefits, by about 25%.’ How would you feel about this, and what are you going to do in response?”
He says ‘I have never once had an executive respond by thanking me for making the tough decision required to keep the organization economically viable. Instead I get one of the two responses. The first, often communicated with a reasonable amount of anger & emotion, is that the person is immediately going to look for another job & leave. The second response, if I add that general conditions of the job marker preclude such a move, is that he is going to with-hold efforts & ideas, cut back on what he does, & maybe find ways of getting back at management by intentionally messing things up.
Note what cutting salaries does beyond the immediate benefits of reducing the wage expense. First, it drives people to leave. And who is likely to be able to find another job? Usually, the best people- those who have the most skills, experience, and the highest levels of performance. As the best people leave, turning the company around becomes more difficult, because turn-arounds require insight & skill, & both are being lost.
Second, cutting salaries creates a desire of the part of those who remain to passively (by slacking) or actively (by sabotaging) harm the company….
Read the book. Its available in our library!
March 2, 2009
International Women's Day: 08 March
Many global corporations have also started to more actively support IWD by running their own internal events and through supporting external ones. For example, on 8 March search engine and media giant Google some years even changes its logo on its global search pages...
08 March is a Sunday. We thought of celebrating IWD on 7th itself (its a surprise so shush...) along with the exclusive women's event- LPL Throw Ball Championship!!
Wouldn't it be amazing if you personally are present to cheer up the girls? I think that would make their day!!
February 12, 2009
So what does a mentor do?
The competency assessment for Senior Managers and above has been completed.
The next stage is to create individual plans for them. The superiors have a very significant role to play as a mentor to this set of employees.
So what does a mentor do?
A mentor helps to induct, orientate and develop the teaching and learning skills of the mentee by:
- Attending regular meetings with the mentee
- Being well-prepared for meetings with the mentee
- Helping the mentee to set the agenda for discussions
- Making oneself available on an ad hoc basis to freely provide appropriate support and guidance
- Developing, monitoring and reviewing an Individual Learning Plan with the mentee
- Initiating reflective dialogue with the mentee, particularly about teaching and learning
- Sharing, exploring and reflecting on teaching and learning pedagogies
- Listening, clarifying, reflecting back and discussing
- Acting as a sounding board
- Conducting developmental non-graded observation(s) of the mentee
- Being observed by the mentee
- Facilitating the mentee to observe others
- Providing constructive feedback after observation
- Observing the confidential nature of the relationship and the dialogue arising within it
- Meetings with other mentors
- Attending relevant training to improve one’s own performance and skills
- Sharing information to the mentee about continuing professional development and opportunities
- Having a duty of care towards the mentee and helping them to deal with any emotional responses triggered by the training process
Yes, it is...
January 22, 2009
What New Year Resolution Can REDUCE Your Persuasiveness?
According to social psychologists Cory Scherer and Brad Sagarin, giving up swearing in the New Year could actually make you less persuasive. The researchers hypothesized that when people pepper their speech with an occasional obscenity, the audience perceives an increase in the speaker’s intensity. Moreover, this boost in the perceived passion and enthusiasm of the speaker ultimately makes the speech more persuasive.
Does this mean that you should call up your clients and start filling your sales pitch with four-letter words? Of course not. First, the swear words used in this research were clearly very timid by modern standards. Second, the research also suggests that profanity is most likely to be effective when the audience is already generally in agreement with you, but you want to push them even more toward your point of view.
Still, these results should give pause to anyone considering completely abolishing profanity from their vocabulary in 2009: If you go through with it and eliminate even the tame swear words, you may find yourself breaking that very resolution—and cursing yourself out—the next time you fail to be persuasive.
Source:
Scherer, C. R., & Sagarin, B. J. (2006). Indecent influence: The positive effects of obscenity on persuasion. Social Influence, 1, 138-146.