How can you demonstrate your professional value and thus advance your career? The answer is by influencing projects with tact and conviction. In addition to being a characteristic of leadership, influencing is a critical skill that relies on a variety of abilities, including critical analysis, accountability, adaptability, assertiveness, interpersonal communication, empathy and self-control. This course provides a rigorous model to help you exercise healthy influence in the organization. Following the training, you will be able to analyze a decision from all angles, regardless of your hierarchical level or field of expertise. You will also know how to develop an influence strategy to obtain firm commitments from your interlocutors. Finally, you will learn how to establish a follow-up routine to ensure the successful completion of deliverables.

Duration

2 days

Schedule

See training dates for details

Regular fee

$965

Preferential fee

$870

Objectives of the training

At the end of this training course, you'll be in a position to bring about change in the organization.

Targeted audience

Anyone who wants to promote their ideas to increase their impact within a group.

Prerequisite

None

Trainers

Frederick Tobin

Course architecture

This training aims to give participants the means to identify the dynamics in place in the organization and to develop their power of influence in order to assert their point of view during the decision-making process. The training aims to enable them to develop their credibility in order to maximize their influence and achieve their objectives. In a word, to shine in the company.

How to analyze the situation

At the end of this learning unit, you'll be able to analyze the situation.

This learning unit aims to develop qualities such as critical thinking and analytical skills, neutrality, and empathy in order to complete a comprehensive overview that we call "situation analysis."

What characterizes a person in a position of influence in the organization?
Most people admit that it is easier to be influenced by a person who shows a good command of an issue. However, this mastery is not limited to a simple knowledge of the facts. It is characterized by a good understanding of the links between the elements of the file and the possible impacts on the different actors involved.
How to make a complete analysis of a given situation?
In order to have a global vision of the situation, it is necessary to move from the "macroanalysis" to the "microanalysis", to understand the external environment as much as the internal one, to deal with the stakes and the personalities, and then to grasp the dynamics and the history between each stakeholder.

Key knowledge involved:

Analyze the internal and external environment
Diagram relationships between stakeholders
Identify risks and opportunities

Influencing who, what and why?

By the end of this learning unit, you'll be able to plan the application process.

How to organize your influence strategy?

Most decisions are based on several factors: facts, of course, but also the credibility and power of the actors involved. The decisions taken favour those who have become aware of this system and who have decided to act on its various components.
The strategy of influence therefore consists in organizing actions to present the right arguments to the right people, either directly or indirectly. The goal is to obtain the support of the actors with the most decision-making power. This stage of the process requires critical and strategic thinking, political acumen and the ability to plan a set of activities.

Key knowledge involved in building an influence strategy :

Aristotle's model
S.O.N.C.A.S.E. method and selection of levers of influence
Putting together a presentation file

What is the best influence strategy?

By the end of this learning unit, you'll be able to negotiate commitments with others.

The best influence strategy is one that can be executed and adjusted over time. With clear objectives and a certain level of trust, it is possible to reach out to different stakeholders to get their commitment. And if not, it allows you to come out with new information that will allow you to adjust the strategy.
This requires listening skills, the ability to question, explain and negotiate. It also implies the ability to be resilient in order to follow through, despite the obstacles encountered.

Key knowledge involved:

How to attract attention and interest
Presenting the project
Choosing influence techniques
Formalizing commitment

One conversation at a time

At the end of this learning unit, you will be able to stimulate the implementation of commitments.

When and how to do effective follow-ups?
If the best strategy is the one that can be implemented, the best agreement is the one that is followed by concrete actions, as agreed. For this to happen, it is essential to follow up with the stakeholders. This avoids letting things settle on their own, at the risk of falling behind schedule or having our project put on ice altogether. The level of trust in stakeholders, their reliability, and the quality of the relationship are all factors to consider when assessing the frequency and strength of follow-ups.
This learning unit aims to develop qualities such as thoroughness, reliability, interpersonal communication, and a sense of accountability.
This LU establishes a relevant context for the development of several skills, such as collaboration, professionalism, accountability and negotiation.

Key knowledge involved:

Kübler-Ross change curve
Validation of commitments
Identifying stumbling blocks
Technique for updating commitment

What about your project?
At the end of this learning unit, you will be able to bring about a specific change in your organization.

Participants are now called upon to work on their personal project and apply the knowledge and skills covered in this training. This synthesis activity will facilitate the transfer of learning to the workplace. Depending on the time available, two deliverables could be produced: the situation report or the presentation file.

Pedagogical details

Training architecture

Evolving case study "in which you are the actors", role plays, discussions, synthesis.

Type of training

Skill development

Skill development and knowledge integration

Decision support

Basic knowledge

Private or personalized training

If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.

Request a quote

Duration

2 days

Schedule

See training dates for details

Regular fee

$965

Preferential fee

$870

Private or personalized training

If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.

Request a quote

Influence: advance your ideas and projects within the organization

Objectives of the training

Targeted audience

Prerequisite

Trainers

Course architecture

Pedagogical details

Training architecture

Type of training

Private or personalized training

Private or personalized training

Purchase summary

Virtuelle

Montréal

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