A More Detailed Summary of the Influence ModelAs a follow-on to yesterday's post, I'd call attention to a comprehensive summary (pdf) of their Influence Model that Allan Cohen and David Bradford published in the Journal of Organizational Excellence in 2005.
The whole article is twenty-four pages (including endnotes) and easy to read. Well-selected exhibits help you pick up quickly on the points Cohen and Bradford are making.
For example, Exhibit 2 lists the situations in which you are well-advised to make conscious use of the Influence Model:
- The other person is known to be resistant.
- You don't know the other person or group and are asking for something that might be costly to them.
- You have a poor relationship (or are part of a group that has a poor relationship) with the group the other person belongs to.
- You might not get another chance.
- You have tried everything you can think of but the other person still refuses what you want.
- Inspiration-related currencies vision, excellence, moral/ethical correctness.
- Task-related currencies new resources, challenge/learning, assistance, organizational support, rapid response, information.
- Position-related currencies recognition, visibility, reputation, insiderness/importance, contacts.
- Relationship-related currencies acceptance/inclusion (feeling closeness and friendship), understanding (having concerns and issues listened to), personal support (receiving personal and emotional backing).
- Personal-related currencies gratitude, ownership/involvement (ownership of and influence over important tasks), self-concept (affirmation of values, self-esteem, and identity), comfort (avoidance of hassles).