Do I know It When I See It?
What was interesting and quite revealing in studying the model was the two domains of influence that stood out:
- Motivation and
- Ability
Under those two domains, each are further sub-divided into three key areas that must be thoughtfully engaged for any target audience, Personal, Social, and Structural. I never thought about quantifying or categorizing the process of influence like this before. I find it informative and especially useful as broken down in the text based on the evidence presented of others that have used it.
Reflecting on my innovation plan for implementing blended learning in my organization, the challenge of using all six sources of influence is not one to avoid but rather embraced. Not doing so indicates that the odds are against me succeeding should I choose to ignore the research data of the experts that is available. (INFLUENCER, pg.61)
With my focus clearly defined and measurement tools in place, my first task, will be to map my organization’s culture by collecting as many stories helping me to identify vital behaviors. From this list, I will select the top two key vital behaviors that need to change, reshaping the culture. (INFLUENCER, pg.56)
Engaging the six sources of influence in doing so will prove a bit more challenging, but mandatory. It will not be about me dictating change. Clearly an autocratic process will not work except to breed contempt. With all the great narratives and examples given in the text, the responsibility will be to read my observations correctly, then identify and apply the needed source of influence called for. (INFLUENCER, pg.64)
References
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., Switzier, A. 2013. INFLUENCER: THE NEWSCIENCE OF LEADING CHANGE. New York: McGraw Hill Education
