How can you adapt your persuasion style for team members with different skill levels?
As a program manager, you need to persuade different team members to align with your vision, goals, and strategies. However, not all team members have the same skill level, background, or personality. How can you adapt your persuasion style to suit their needs and preferences? Here are some tips to help you communicate effectively and influence positively.
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Mayuresh RamugadeEngineer at AIRBUS | (CAPM)® | (PMP)® | Lean Six Sigma MBB | Certified ScrumMaster®
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Amit MahajanEmpowering Teams & Delivering Innovation | Engineering Leader with a Passion for Growth | Product & Project Success |…
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Venkata Krishna, CLinkedIn Top PM Voice | Program Manager @ HCLTech | Leading Global Transformation Programs
Before you craft your message, you need to understand who you are talking to. What are their roles, responsibilities, and expectations? What are their strengths, weaknesses, and pain points? What are their motivations, interests, and values? By knowing your audience, you can tailor your persuasion style to appeal to their logic, emotions, or credibility. You can also avoid jargon, assumptions, or stereotypes that might confuse or offend them.
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-> Begin by evaluating the skill levels and knowledge areas of your team members. Understand their expertise, experience, and familiarity with the subject matter to customize your communication approach accordingly. -> Adapt the complexity and depth of your message to align with the skill levels of your audience. Use straightforward language and concepts for less experienced team members, while providing more in-depth information for those with advanced skills.
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We must assess stakeholders in terms of 1) Needs and requirements 2) What does success mean to them? 3) What is their role and responsibility? 4) How the program going to benefit them? 5) How do they see the program's value delivery? 6) Skill and technical competence levels Once we understand the above, we will be much better positioned to communicate with them and adapt our style to persuade them per the needs of the program.
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Adapting your persuasion style for team members with different skill levels involves understanding their capabilities and communication preferences. For less experienced members, use simple language and provide clear, concrete examples. For more skilled members, use more technical language and discuss complex ideas. Always respect their expertise and encourage open dialogue. Remember, effective persuasion is about understanding and addressing the needs of your audience.
Depending on the skill level of your team members, you might need to use different modes of communication to persuade them. For example, if you are dealing with a novice who needs guidance and support, you might want to use a directive mode that provides clear instructions, feedback, and examples. If you are dealing with an expert who has autonomy and confidence, you might want to use a consultative mode that invites input, collaboration, and innovation. If you are dealing with a peer who has similar or complementary skills, you might want to use a participative mode that fosters trust, respect, and mutual benefit.
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There is no single yardstick when it comes to communicating and persuading stakeholders. 1) Dealing with novice or freshmen: Use simple language, draw analogies, and use examples 2) Dealing with executives and leaders: Use data and analytic-driven approach so that they can make informed decisions besides showcasing delivery of value 3) Dealing with technical stakeholders: Use tech jargons, technical know-how, design and architecture, and refined concepts 4) Dealing with business people: Talk in terms of requirements, milestones, stage gates, roadmaps and value delivery 5) Dealing with peers: Encourage participation, sharing of knowledge, collaboration and communicating openly, there's no one who understands your perspective better
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Adapting your persuasion style to suit team members' varying skill levels can significantly enhance communication and collaboration. For novices, a directive approach works best. Provide clear instructions, specific feedback, and real-world examples that guide them through processes while building their confidence and skills. With experts, shift to a consultative mode. Value their expertise by inviting their input and encouraging innovation. This acknowledges their proficiency and leverages their strengths in decision-making. For peers with similar or complementary skills, adopt a participative approach. Foster an environment of mutual respect and trust, emphasizing teamwork and shared goals.
The tone of your voice, words, and body language can also affect how your team members perceive and respond to your persuasion. For example, if you are dealing with a team member who is anxious or insecure, you might want to use a supportive tone that shows empathy, encouragement, and appreciation. If you are dealing with a team member who is assertive or dominant, you might want to use a confident tone that shows competence, authority, and credibility. If you are dealing with a team member who is curious or creative, you might want to use a stimulating tone that shows enthusiasm, curiosity, and openness.
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Adapting your persuasion style to different skill levels is key to effective communication within your team. * For beginners: Focus on clear explanations, providing step-by-step instructions, and using concrete examples. Emphasize the benefits of the idea and how it aligns with their goals. * For intermediate skill levels: Present data and evidence to support your arguments. Encourage questions and discussion to address any concerns. * For advanced skill levels: Tailor your approach to their area of expertise. Focus on the logic and data behind your proposal and be open to alternative perspectives.
One of the best ways to adapt your persuasion style is to ask for feedback from your team members. Feedback can help you assess the effectiveness of your communication, identify the gaps or barriers, and improve your relationship. You can ask for feedback in various ways, such as surveys, polls, interviews, or observations. You can also give feedback to your team members to acknowledge their contributions, recognize their achievements, and suggest areas for improvement.
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We adapt our persuasion like flanking maneuvers. For newbies, clear instructions and step-by-step guidance work best. For veterans, focus on the mission's "why" and challenge them to innovate. Feedback? Seek it out after every mission. Debrief honestly, analyze strengths and weaknesses, then adjust the plan. Hooah!
Finally, you need to be willing to learn and improve your persuasion style based on your experience and feedback. You can review your communication strategies, outcomes, and challenges regularly and reflect on what worked well and what needs to change. You can also seek coaching, mentoring, or training to enhance your skills and knowledge. By learning and improving, you can become a more versatile and effective program manager who can adapt your persuasion style for team members with different skill levels.
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Adapting your persuasion style to suit team members with varying skill levels is all about staying flexible and open to growth. Take time to reflect on your communication strategies regularly, noting what worked and what could be tweaked. Don't hesitate to seek out coaching, mentoring, or training to hone your skills further. There's always room for improvement! By continuously learning and refining your approach, you'll become a dynamic program manager who can connect with and motivate team members of all skill levels.
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