Most of you are really good at what you do: as influencers, sellers, coaches, change agents, or leaders, your intuition, excellent skills, and history of success guide your ability to facilitate change for your clients. And yet using conventional models and questions it’s inevitable that your interactions will have bias, and will unwittingly restrict possible outcomes accordingly. Since any bias you enter with will most likely skew the range of answers, the best option would be to enter each interaction with as few biases as possible. Here’s a checklist of questions to help you determine the extent of bias in your interactions:
We’re all in the business of influencing, or attempting to get what we want. Yet we fail a very high percentage of the time; sellers lose 95% of their prospects; coaches lose 70% of follow on clients; implementations fail 97% of the time. It’s not our fault: we fail because our conventional skills are focused on
and miss the unspoken metamessages, values, history, rules, and consensus issues that make up our CPs status quo. In other words, the biases that we use and enter our conversations with biases, and restricts outcomes. It’s possible to enable our CP to do their own change work from within (where real change takes place), without us biasing and limiting possibility.
So here’s the ‘pitch': Using our conventional, habitual skill sets and unconscious listening, it’s pretty impossible to enter conversations without bias. To that end, I’ve developed a generic change management model (Buying Facilitation®) that facilitates decision making and change at the core unconscious, systemic level and avoids bias and resistance.
Coding my own Asperger’s systemizing brain over decades, I’ve developed a new form of listening, a new type of question, and coded the steps that happen unconsciously during all change to add to anyone who seeks to influence change in others. For 30 years, I’ve trained it to sales people, coaches, leaders, and negotiators globally. I’ve written 7 books on the subject and hundreds of articles www.sharondrewmorgen.com.
The model works as an addition to most other coaching, sales, leadership, etc. models to help Others determine how to quickly and congruently buy, change, implement, etc. themselves in the area you are facilitating. In other words, you avoid bias because your job is to help them use their own idiosyncratic system of rules and relationships to make their own changes rather than trying to get them to do what you want them to do. In other words, you’re helping them discover their ownExcellence.
Buying Facilitation® is a generic model that enables real change and quicker decisions. In sales there are no more delayed sales cycles or lost prospects; in change management, you can have successful implementations that get the right people, the right issues, involved immediately; coaching clients no long resist change.
The new model makes it possible to unhook from your personal biases and enter conversations in a way that leads/ discovers/ creates all that’s possible through win/win, servant leadership and congruent change. Imagine being able to enter every conversation and have it reach its most ethical, financial, and creative possibility. Imagine. All you have to do is first be willing to help others make their own change, and get rid of your biases.
Sharon Drew Morgen is the developer of Buying Facilitation® the generic change management/decision facilitation model that teaches Others how to buy, change, collaborate, negotiate, and implement with no resistance, with full systemic buy in. She has trained 100,000 people worldwide, in global corporations (IBM, FEDEx, Morgan Stanley) and consulting firms (KPMG, Unisys). She adds this model to the front end of sales, change, decision analysis, leadership, and influencing. Read more articles on: www.sharondrewmorgen.com