In my previous post [Ed. Note: see “How to Build Trust in a Low-Trust Era”], I suggested that trust was a key factor in helping people work more effectively and efficiently on teams. As formal or informal leaders, it’s our responsibility to help team members focus and move toward action in order to achieve a desired outcome. There are three basic ways that we can accomplish this: through the use of direct power, through manipulation, and by using interpersonal influence.

  When I have asked participants in our Exercising Influence program for examples of “envisioning,” MLK’s “I Have a Dream” speech is always cited. And each time I read the speech – some of which was improvised – I am …

Envisioning that Inspires: MLK’s Dream Read more »

(Second of a two part series) Below is part two of Kim Barnes’ interview for the Chilean Magazine, Capital Humano. The first part dealt with innovation. In the first part of the interview, Kim touched on influence and her interest …

Kim Barnes: Innovation and Influence in Chile: Part 2, Influence Read more »

McKinsey Quarterly recently had an article on the value of training. Rather than repeating what we already know about the value of training—in terms of employee satisfaction and retention, professional development, leadership development, and much more—the article focused on the …

The Value of Training/The Value of Influence Read more »