Plus, introducing Crucial Consulting.
| | | | | Hi John,
Ever wish you could have our team help your team?
Now you can—with Crucial Consulting! Get hands-on support to solve your tough problems and achieve important goals. Based on our years of teaching and applying the Crucial Influence Model, Crucial Consulting gets at the root of change.
Today’s Q&A provides a snapshot of how this model can be used to influence behavior and improve results.
Also, how do you see your coworkers? Are they confident, competent, and kind? Or are they unsure and ungenerous in their view of others? Tell us in this short anonymous survey. Your input helps us uncover important workplace insights and trends.
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| | | | | | Six Sources of Influence in Project Management | | by David Maxfield |
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| | My supervisor often gives me leadership responsibility for projects involving multiple departments. However, my position is not viewed as one of authority. As a result, I struggle to get results from others when I ask them to do something. When I present my lack of progress and ask for assistance, I’m told I need to stop blaming others for my lack of results. Since I have been trained to teach Crucial Conversations, my supervisor assumes I should be able to convince others to shift their priorities. Unfortunately, people outside of my department are not able to make my request their priority, no matter how many Crucial Conversations skills I employ.
How do I get my supervisor to see that I need her support without making her think I am blaming others? I am at the end of my rope!
Signed,
Without Support
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| | | | You are not alone. When I was teaching at Stanford's Advanced Project Management Program this was the participants' most frequent concern. You're given a lot of accountability but no authority, and you're expected to use your skills and charm to get it all done.
It doesn't work that way, does it?
Our communication courses focus on dialogue skills—the skills required to reach shared understanding and commitment. These skills would be all you needed if the lack of cooperation you were experiencing was the exception, not the rule. However, it sounds as if it's the rule, and that tells me you need to change the rules. You need a structural solution—a solution that involves all six sources of influence and the Crucial Influence Model.
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| | | | | | | | CRUCIAL CONSULTING | | Our consulting is based on this truth: results depend on behavior. See our consulting solutions for influencing behavior to get better results. Whatever your challenge or goal, our team of consultants and master trainers can help. | | |
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| | | | | | Feb 5–9 | | Crucial Conversations® for Mastering Dialogue | | Join us live online and learn how to:
Resolve conflict. Speak your mind truthfully and tactfully. Reach alignment when stakes are high and opinions vary. Navigate the most important interactions at home and work. | | | |
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| | | | | | Don’t ask what the world needs, ask what makes you come alive, and go do it. Because what the world needs is people who have come alive. | | | | | |
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