Sometimes, you need to persuade your manager about the benefits of a particular choice or decision in your veterinary practice. Discover how to influence those who hold power.
We’re back with Part 2 of our series on mastering the art of persuasion.
In Part 1, we explained our natural resistance to change and why too much change, too quickly, can overwhelm even the best of us.
We unveiled the three golden rules to implement when leading your veterinary team through periods of change, using empathy and effective communication to foster a culture of collaboration and growth.
Today, in Part 2, we will tackle one of the trickiest challenges: persuading upwards! It’s time to level up your persuasive prowess by learning how to influence those with power.
Personal vs Positional Power
Appreciating the power dynamics at play within every workplace, including veterinary practices is important.
Let’s consider a common example:
You’ve recently been promoted to a position of leadership. Your job title gives you positional power, but you’re surrounded by seasoned veterinary practitioners who hold more personal power – and their influence is undeniable.
Personal power stems from experience, respect, and influence within the team rather than simply position. When navigating change, it’s essential to acknowledge the collective wisdom of those with personal power.
Balancing humility and authority requires a delicate dance between power and influence, and it involves three steps:
Strategy 1: Personal Power – Show Some Deference
Seek their input without shirking your responsibility as a leader. Remember, you’re the captain of the ship, but every good captain listens to their crew.
Strategy 2: Positional Power – Speak Up with Integrity
When your boss’s actions send ripples through the team, don’t shy away from speaking your truth. Address issues with integrity and accountability by highlighting the impact of their actions without crossing the line into insubordination. Speak up, not to undermine but to enlighten, building trust and fostering open dialogue.
Strategy 3: Structure Your Case with the CAPB Model
When pitching an idea to your boss, don’t just wing it; map out your argument with CAPB. Your proposals will easily gain traction as your logic becomes irresistible!
CAPB Model
C – Currently Seeing: Paint the picture of the current situation. Lay down the facts and shine a spotlight on what needs fixing.
A – Analysis: Offer your insights and interpretations. This is where you connect the dots and add your two cents.
P – Proposal: Present your solution or course of action. Be clear, concise, and confident in your recommendations.
B – Benefits: Highlight the positive outcomes of your proposal. Show how it’s a win-win for everyone involved.
Armed with deference, integrity, and a structured approach, you’re ready to tackle even the toughest conversations!
Stay tuned for Part 3, where we’ll crack the code on dealing with denial and overcoming resistance to change.
