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Training in Influencing Skills

Training in influencing skills is much more than imparting 'techniques'. To be an effective influencer requires awareness. Awareness is necessary because the influencer has to choose how to behave in a particular situation with a client. There are no precise rules.

The learning is about awareness. The blockages are often emotional and the learning process must create a great deal of safety for participants to work. As influencing, according to this model, is a client-centred process. The training should be as trainee centred as possible. As we are teaching a model of influencing the shape of the course will follow that model. The tutor(s)on the course will try always to practice what they preach not only in formal demonstrations but also in their normal behaviour.

An example of an Influencing Skills course

The example quoted is of a four-day open course. "In house" courses are shorter, the practical minimum length is one day, as people will already have some common ground.

The first day of the course builds a trusting relationship between the members' and the tutor(s). Participants learn and practice listening and counselling skills. These are an important part of influencing. They will use them in subsequent stages of the course. The theme of this day is Entry and some diagnostic work is also done.

The second day starts with an expansion of the influencing model EDICT [1] with exercises to enhance members' skills. Later 'Open Systems Mapping' helps the participants diagnose their own situation. They then decide where they want to exert influence in their work and lives.

The third day is entirely spent in small groups. In each group each person has up to two hours to work through a real influencing situation. They decide how to intervene and practise this with one or more members of the group.

The morning of the fourth day continues the small group work. In the afternoon we concentrate on Transition. We help members leave an environment that has been both more supportive and more challenging than most work environments and manage their re-entry well.

Results of this approach

We have had good results as reported by individuals both immediately after the course and much later. Typically people report more self confidence, more sensitivity and more effectiveness in influencing situations. Often this applies to all situations involving people. Some have actively sought help with long standing difficulties. Some have changed job or career. People report seeing life 'Completely differently'. The difference is about awareness. So much of the course involves listening intently to others that it is hard for a fixed view of the world to remain unchanged. This is very useful in organisations with rather rigid Departmental boundaries.

One course described their learning as an 'Experience of Change' because they felt they had changed so much personally.

The course does require personal commitment from participants. It does not work so well when people are sent on it, especially if they are there to be 'Fixed'. Under these conditions people are reluctant to be open and usually unable to give to others. The vast majority of people of all levels find it enjoyable and helpful.

Uses in Organisations

The course gives people skills and confidence in dealing with others. I have used the basic design with Systems Engineers in a Computer Company, with Civil Servants who had to sell their training services to the public for the first time and County Councillors! It works well. I use the methods personally to sell my own services to organisations.

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Using these materials 

I am entirely happy for you to use or draw on any these materials in any way you think will be helpful. I am keen to have my work, and the work of the people I have learned from, used.  

If you can, do you think you could say where you found them? One way might be to give a link back to the site or to my email address. This will help these positive ideas to spread, and help my business, too.

Thank you 

Nick Heap