Recently at GK Global our CEO, Bernard Decena spoke on the topic of success and thriving within the organization you are in. He mentioned how successful organizations succeed in influencing, not manipulating people in recruitment, marketing, and sales. There are various ways to be influential within your field, and this does not happen through negative means; instead, it can happen through positive factors. “It is important to understand that all your reps and agents within your company are individuals with their own minds and actions. Manipulation and guilt-tripping do not need to be a choice or even a contributing factor when it comes to big or small issues,” says Bernard Decena of GK Global Inc.
According to Business-Know-How’s article “6 Keys to Influencing People, Not Manipulating Them” by Rob Jolles, he writes “But what’s the difference between influence and manipulation? How can you distinguish between them? And how, in the real world, can you know for certain you’re not crossing a line? Influence without manipulation isn’t a pitch—it’s a process. And the process that I believe in, that I teach to thousands of people every year, comes with a promise: It is repeatable, predictable, and measurable. It is also practical and actionable; it can be adapted by anyone, at any time, to any situation.” One of the most critical factors that Jolles mentions is establishing trust.
“Trust is something that happens over time. It is through dedication, commitment, and loyalty that trust starts showing us genuine qualities of a situation and person. If an individual does not trust you or respect you, they will not listen to you,” says Bernard Decena of GK Global. One of the most important factors in influencing individuals is being trustworthy. Establishing that fine line so that you listen, more than you talk or you guide a conversation between the other person with focus and intent. Jolles writes, “Try using the 4 A’s: ask open questions; actively listen; aim well (to guide the conversation in the desired direction) and avoid problems. By alleviating the stress that a conversation about change can cause, you’ll build trust.”