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When it comes to trying to get people to do what we want, we pay particular attention to how specific people have responded before to our attempts at influencing them at work — how much “luck” we have enjoyed as a result of those successful efforts.
But influence does not rely on luck. If you understand how and why your previous influence attempts succeeded or failed, you are on solid ground in using that past behavior to predict the future. Leaders who are savvy influencers learn from their previous influence experiences with their colleague and incorporate their insights into new influence attempts. These leaders pay particular attention to their colleague’s preferences, characteristics and attributes as they influence them.
Do you ever have a boomer coaching client express frustration with an up-and-coming Millennial leader? Or vice versa, do you ever find yourself coaching a Millennial or Gen-X leader who struggles with the command and control style of his or her boss?
In the coaching and leadership world, where our organizations are global, we try to be culturally competent. But are we? Do we see past ourselves?