How to change the world handout session 2 and 3

How to change the world

The series consists of 3 sessions

1.  Finding what you want to and can change

2.  Learning how to make change happen

3.  Learning from change in real life


Making change happen

Three steps to convincing

Determine what you really want, why and how Determine what (s)he/they really want, why and how Present 0. in line with 1.

0.

1.

2.

The iceberg

Observable behavior

Underlying causes

What drives us people?

Team up with someone you don’t know yet l  Pick someone you admire l  Talk on what drives him/her l  The other: pick someone you

detest l  Talk on what drives him/her

What drives us people? I started writing music at the age of 14… oh, and

drugs too.

I cheated myself, like I knew I would. I told you I was trouble. You know

that I'm no good.

What drives us people? My father was a

management genius. But what I really wanted was

a dad.

When you just look out over the stage, as far as the naked eye could see, you see people. And it’s a wonderful feeling, but it came with a lot of pain,

a lot of pain.

The driving forces

How to motivate people to change?

How to motivate people to change?

Well…

http://www.youtube.com/watch?v=ddrGOjZ5W6U http://www.youtube.com/watch?v=u6XAPnuFjJc

What drives behavior?

Motivation

Triad model

Des

ire

Poiesz, 1999

Maslow

Goals of employees?

Career

Legacy

Money

The iceberg and the P2I model

Content

Process

Relationship

Personal Program

Emotions

Observation versus Diagnosis

Content

Process

Relationship

Personal Program

Emotions

Observing the body: what to look out for ü PosiGoning ü Posture ü Arms & Legs ü Hands & Feet ü Face

ü Brows ü Nose ü Mouth ü Eyes

ü Normal? ü For the person ü For the context

ü HolisGc: (All in sync?) ü Content ü Voice

ü Tonality ü Speed ü Consitency

ü All in sync?

ü Dynamics https://youtu.be/AQENwD-QlRA

More than meets the eye…

Inspiration and home work you like

Preference

Content

Process

Relationship

Personal Program

Emotions

Information channel preference and learning

Learning: the Kolb cycle

Learning styles

Content

Process

Relationship

Personal Program

Emotions

"Doers" (accommodators) enjoy learning situations where they are involved with people. They like to do things, implement plans and try new experiences. They prefer an unstructured learning environment with small group work. They learn best when actively engaged with teachers and other learners.

"Thinkers" (assimilators) like a more structured learning environment where they can watch people, think about what they see and hear and draw conclusions on their observations. They are very logical thinkers and prefer lecture style teaching over small group work.

"Dreamers" (divergers) enjoy looking at things from many angles while using their imagination to the fullest. They are explorers and ask many questions before they are satisfied with their own conclusions. They prefer an unstructured environment where they can spend time learning from and with others.

”Decision makers" (convergers) learn best in structured environments where the learning objectives are clearly defined and the practical application of ideas is more important than the process of getting the idea. They prefer action over discussion and therefore dislike small group work.

7 basic emotions and their micro expressions


Reading minds

ü General stuff ü Feed ü Read the body

https://youtu.be/haP7Ys9ocTk

https://youtu.be/UQ4uBqdLaXI

https://youtu.be/MDdQ4THh8R4

Good question (series)

ü Open with an open (How? What? When? Who?) quesGon that springs from an open mind

ü  Listen without prejudice and judgement

ü Close with a closed (Do I understand correctly that…?)

quesGon

Demand versus request

Focus on… what you want versus what you don’t want

Quality questions: motivation Ø  What should … hold for you?

CRITERIA Ø  Why is CRITERIUM important?

Away from/Towards (ask 3x Why)

Ø  How do you know you do … well? Internal/External validation

Ø  Why did you choose …? Procedures/Options

Ø  What is the relationship between … (last year and now)? Change preference (same/change)

Pro-active/Reactive

Details/Head lines

Self/Other focus

Quality questions: pain/pleasure

Ø  Tell about CONTEXT + SITUATION you disliked? Feeling/Choice/Thinking

Ø  Tell about SITUATION that met CRITERIUM? Independent/Proximity/Collaborative What did you like about it? Person/Task focus

Quality questions: rules

Ø  How can you increase success CONTEXT? How can X increase her/his success CONTEXT? My rules/My rules My rules/. No rules/My rules My rules/Your rules Ø  How do you know Y is good at CONTEXT? See/Hear/Read/Do/Sense How often do you need to OBSERVE to be convinced? x times/Automaticallly/Continously/Period

Persuasive power words

① You ② Results ③ Health ④  Love ⑤ Discover ⑥ New

① Free ② Easy ③ Simple ④ Guarantee ⑤ Proven ⑥ Save/Safety

Mental mechanisms of influence

Ø Reciprocity

Ø Commitment and consistency

Ø Social proof

Ø Liking

Ø Authority

Ø Scarcity

Ø Contrast and projection https://youtu.be/cFdCzN7RYbw


Change in real life

Part 3

Rational phase

Anihilation through self sacrification

Anihilation of enemy

Limited damage doing

Threathening

Damaged self image

Image and coalitions

Deeds

Debate

Toughening

Em

otional phase

Battle

phase

Normal behavior

Whiner

No

Nothing

Nothing

Yes

Maybe

Tank

Professor

Sniper

Sniper

Grenade

Fake Professor

Three steps to convincing

Determine what you really want, why and how Determine what (s)he/they really want, why and how Present 0. in line with 1.

0.

1.

2.

Five stages of Culture

Five stages of Culture

http://about.zappos.com/tribal

Appreciative inquiry

Failure?!

Rational phase

Anihilation through self sacrification

Anihilation of enemy

Limited damage doing

Threathening

Damaged self image

Image and coalitions

Deeds

Debate

Glasl Conflict ladder

Toughening

Emotional

phase B

attle

phase

Resistance does not exist…

Transactional Analysis: Ego states

Transactional Analysis: more ego states

Transactional Analysis: Ego states behaviors

Transactional Analysis: Ego states behaviors + and -

Transactional Analysis: Ego states cross interactions

Transactional Analysis: Ego states complementary interactions

Transactional Analysis: Ego states complementary interactions

Transactional Analysis: Ego states Ulterior interactions

Homework: study transactional analysis

l  Study TransacGonal analysis 1.  hbp://youtu.be/nKNyFSLJy6o 2.  hbp://youtu.be/YOqJ4sc9TAc 3.  hbp://youtu.be/58F2qYyAzME

4.  hbp://en.wikipedia.org/wiki/TransacGonal_analysis

l  Create your own examples, from your own life, of all ü  Complementary interacGons ü  Cross interacGons ü  Ulterior interacGons

l  Use TA to reflect on: ü  1 situaGon in which you

encountered resistance ü  1 situaGon in which put up

resistance

The bigger the resistance, the greater your potential

Brick Walls?

http://youtu.be/ji5_MqicxSo

Obstacles?

Look where you want to go

Dimensions & Personas

Task Focus

Passive

People Focus

Act

ive

Normal behavior

Whiner

No

Nothing

Nothing

Yes

Maybe

Tank

Professor

Sniper

Sniper

Grenade

Fake Professor

Dealing with the Tank

l Goal: Command respect

l Strategy: 1. Hold your ground. 2. Interrupt the assault. 3. Immediately go back to the core. 4. Aim for the outcome and fire. 5. Peace with honor.

© Gustaaf.Vocking@Power2Impro

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Dealing with the Sniper

l Goal: Uncover the Sniper

l Strategy: 1. Stop, look, track back. 2. Use search light questions. 3. Use Tank Strategy if needed. 4. Go on a blame patrol. 5. Propose a civil future.


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Dealing with the Grenade

l Goal: Control the situation

l Strategy: 1. Grab attention. 2. Aim for the heart. 3. Reduce intensity. 4. Allow time for good behavior. 0. Grenade prevention.


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Dealing with the Professor

l Goal: Open for new ideas

l Strategy: 1. Be prepared and know your case. 2. Track back respectfully. 3. Mix with their doubts and desires. 4. Present indirectly. 5. Make the Professor a mentor.


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Dealing with the Fake Professor

l Goal: Disarm the bad ideas l Strategy:

1. Give some personal abenGon. 2. Clear up the details. 3. Tell how it (really) is. 4. Be sop on the person. 5. Interrupt the pabern.

Know it

all


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Dealing with the Yes

l Goal: Get real commitment

l Strategy: 1. Make honest through safety. 2. Be honest. 3. Help the person (learn to) plan. 4. Create commitment. 5. Improve the relationship.


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Dealing with the Maybe

Maybe

l Goal: Help (learning) to chose

l Strategy: 1. Create a comfort zone. 2. Clarify conflicts and options. 3. Use decision making proces. 4. Put at ease.. and then move on. 5. Improve the relationship.


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Dealing with the Nothing

l Goal: Seduction to talk.

l Strategy: 1. Plan for enough time. 2. Pose expecting questions. 3. Make/keep it light. 4. Guess. 5. Show the future.


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Dealing with the No

l Goal: Move to problemsolving

l Strategy: 1. ‘Go with the flow’. 2. Use the person as resource. 3. Leave the door open. 4. Polarize and flip it around. 5. Recognize and note the good intentions.


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Dealing with the Whiner

l Goal: Problem solving alliance

l Strategy: 1. Listen for main themes and core. 2. Interrupt and make specific. 3. Shift focus to solutions. 4. Show the future. 5. Draw a line.


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Suggested home work






Inspiration and home work you want

Education

How to change the world handout session 2 and 3