Influencer of power to change anything_1 doc

32 INFLUENCER current education system essentially set kids on a course of suc- cess or failure beginning in the first grade—independent of what anyone did afterward. Stunned and indignant, Reid was determined to find out if there was something teachers could do to make a difference. Weren’t there teachers out there who started with children the model predicted would lag behind, but who helped the stu- dents beat the model? And, if so, what was the difference be- tween those who were successful and everyone else? Here’s where Dr. Reid’s mix of genius and dogged determi- nation came into play. She pored over the data until she found teachers whose students did better in later years than before being taught by those teachers. Some did considerably better. “These were the teachers who beat the projections,” Dr. Reid explained. “For whatever reason, their students beat the model. We also were able to find teachers whose students did far worse than predicted after spending a year under their tutelage. “I was curious as to what was going on with both groups,” Reid continued, “so I gathered a dozen teachers whose students were achieving better results than the model predicted and asked them what methods they used to cause their students to read at a higher level than expected. They didn’t know what had led to success. Later I gathered teachers whose students had done worse than predicted and bluntly asked: ‘What are you doing that prevents the children from learning?’ After an extended awkward silence, they confessed that they didn’t know.” And now for the determination. For the next five years Reid watched both top and bottom performers in action in order to divine the vital behaviors that separated the best teachers from the rest. She codified, gathered, and studied data on virtually every type of teaching behavior she and a team of doctoral stu- dents could identify. With still vibrant enthusiasm, Reid announced to us the findings. They had found certain behaviors that separate top Find Vital Behaviors 33 performers from everyone else. They’ve proven to be the same behaviors across ages, gender, geography, topic, and anything else the researchers could imagine. One of the vital behaviors consists of the use of praise ver- sus the use of punishment. Top performers reward positive per- formance far more frequently than their counterparts. Bottom performers quickly become discouraged and mutter things such as, “Didn’t I just teach you that two minutes ago?” The best consistently reinforce even moderately good performance, and learning flourishes. Another vital behavior they found is that top performers rap- idly alternate between teaching and questioning or otherwise testing. Then, when required, they make immediate corrections. Poor performers drone on for a long time and then let the stu- dents struggle, often leaving students to repeat the same errors. After explaining the vital behaviors, Dr. Reid remarked, “You’re probably wondering how we know for a certainty that these are the vital behaviors—the ones that separate the best from the rest.” She then turned to a plain wooden cupboard attached to the wall behind her, opened it, and pointed to dozens of doctoral dissertations. For over three decades, Reid and a constant stream of doc- toral students had tracked the same topic: What vital behaviors set top teachers apart from the masses? She would pick the learning target she cared about—say, vocabulary. Then she’d find a data set and identify teachers who beat the predictive model along with those who trailed it. Finally, she would watch both groups in action, codify their actions, and tease out which behaviors worked and which ones didn’t. Dr. Reid now knows with a scientific certainty the specific behaviors that lead to the best results. This means that she now knows which vital behaviors to influence if she wants to improve the outcomes she desires. The good news behind this story is that this type of best- practice research can be conducted in any organization. We 34 INFLUENCER (the authors) used similar techniques when trying to determine the behaviors that lead to high productivity in companies. We watched top performers at work, compared them with others who were decent but not quite as good, and identified two sets of behaviors that set apart the best from the rest—both of which we’ve written about in detail in our books Crucial Con- versations and Crucial Confrontations.* In each case, researchers compared the best to the rest and then discovered the unique and powerful behaviors that led to success. They didn’t think up their ideas on the way to the mall. They didn’t sit down and brainstorm techniques with their best friends. They didn’t even ask top performers what they believed set them apart from their peers. Instead, they closely watched people with proven track records and discovered what caused them to succeed. Of course, the real test of this and other forms of best- practice research comes when scholars take newly discovered vital behaviors and teach them to experimental groups. If they have indeed found the right behaviors, experimental sub- jects show far greater improvement in both the vital behaviors and the desired outcome than do control subjects. Consider Ethna Reid’s success. Studies in Maine, Massachusetts, Mich- igan, Tennessee, Texas, North Carolina, South Carolina, Nebraska, Washington, Virginia, Hawaii, Alabama, and Cali- fornia have shown that, independent of the topic, pupils, school size, budget, or demography, changes in the vital behav- iors Reid discovered improve performance outcomes that influ- ence the entire lifetime of a child. From this best-practice research we learn two important concepts. First, there is a process for discovering what success- ful people actually do. We know what to look for when exam- ining others’ claims that they’ve found vital behaviors. If the *For more information on Crucial Conversations and Crucial Confrontations, visit www.vitalsmarts.com. Find Vital Behaviors 35 individuals who are offering up best practices haven’t scientif- ically compared the best to the rest, found the differentiating behaviors, taught these behaviors to new subjects, and then demonstrated changes in the outcomes they care about, they’re not the people we want to learn from. Second, in many of the areas where you’d like to exert influ- ence, the vital behaviors research has already been done. For example, if you want to learn how to live healthfully with type one diabetes, two vital behaviors have already been found: Test your blood sugar four times a day and adjust your insulin appro- priately to keep your blood glucose in control. These two behaviors substantially increase the likelihood of a normal, healthy life. If you search carefully, you’ll find that good schol- ars have found the vital behaviors that solve most challenges that affect a large number of people. STUDY POSITIVE DEVIANCE Let’s add another tool that can help us in our search for vital behaviors. It draws from a long-tested methodology often used in social research and is known as positive deviance. To see how this method works, we look more closely at the Guinea worm efforts conducted in Africa and Asia. The destructive pest has been largely eradicated by a strat- egy devised by a small team at The Carter Center and Centers for Disease Control and Prevention. Leaders from The Carter Center didn’t have the luxury Ethna Reid had of conducting controlled laboratory experiments. It was simply not practical to study hundreds of villagers and perform statistical analyses on behavioral differences to arrive at the vital few they would then attempt to influence across the continent. They had to find a different strategy. “Positive deviance” can be extremely helpful in discover- ing the handful of vital behaviors that will help solve the prob- lem you’re attacking. That is, first dive into the center of the 36 INFLUENCER actual community, family, or organization you want to change. Second, discover and study settings where the targeted prob- lem should exist but doesn’t. Third, identify the unique behav- iors of the group that succeeds. When members of The Carter Center team began their assault on Guinea worm disease, they used this exact method- ology. They flew into sub-Saharan Africa and searched for vil- lages that should have Guinea worm disease but didn’t. They were particularly interested in studying villages that were immediate neighbors to locations that were rife with Guinea worm disease. Eventually the team discovered its deviant vil- lage. It was a place where people rarely suffered from the awful scourge despite the fact that the villagers drank from the same water supply as a nearby highly infected village. It didn’t take long to discover the vital behaviors. Members of the team knew that behaviors related to the fetching and handling of water would be particularly crucial, so they zeroed in on those. In the worm-free village, the women fetched water exactly as their neighbors did, but they did some- thing different when they returned home. They took a second water pot, covered it with their skirts, and poured the water through their skirt into the pot, effectively straining out the problem-causing larvae. Voilà! That was a vital behavior. The successful villagers had invented their own eminently practi- cal solution. The team took copious notes about this and a handful of other vital behaviors. By studying the successful villagers, the team learned that water could easily be filtered without import- ing prohibitively expensive Western solutions. To bring this a bit closer to home, let’s briefly look at something many people have experienced—what seems like uncaring or insensitive medical care. In this case, a large re- gional medical center’s service quality scores had been decreas- ing slowly and consistently for 13 consecutive months. Clinical quality was very good, but the scores showed that patients and Find Vital Behaviors 37 their families didn’t feel like they were being treated with care, dignity, and respect. The chief administrator called the executive team to- gether. He shared the data and made a proposal. The question he posed was this: “What do we have to do, all 4,000 of us, to fix this?” Two teams of respected employees, six to a team, were formed. Each team represented half the functions in the hos- pital. The teams were chartered with finding positive deviance. Locate those health-care professionals who routinely scored high on customer satisfaction in areas where others did poorly. They were not to worry about systems, pay, or carpet in the employee lounge, but behaviors they could teach others— behaviors that were both recognizable and replicable. Each team interviewed dozens of patients and family mem- bers and sought ideas from colleagues in their hospital. They searched the Web and called colleagues in other hospitals. But mostly they watched exactly what top performers did to see what made them different from everyone else. Eventually the teams identified the vital behaviors they believed led to higher customer satisfaction scores. They found five: Smile, make eye contact, identify yourself, let people know what you’re doing and why, and end every interaction by ask- ing, “Is there anything else that you need?” The executives created a robust strategy to influence these behaviors. The result? As 4,000 employees started enacting these five vital behaviors, service-quality scores quit decreasing and improved dramatically for 12 months in a row. The re- gional medical center became best-in-class among its peers within a year of the executives’ focus on these five vital behaviors. SEARCH FOR RECOVERY BEHAVIORS To explain the next search principle, we return to the Guinea worm problem The Carter Center tackled. In addition to 38 INFLUENCER discovering what the successful villagers had done to avoid con- tracting the parasite, the team also studied what the villagers did when an occasional worm did pop up in the village. Here team members exemplify our third search principle: Search for recovery behaviors. People are going to make mistakes, so you have to develop a recovery plan. For instance, people in the healthier villages knew that they were most vulnerable to the spread of the parasite when a worm started to emerge from a person’s body. As was stated before, the infected villager’s only source of relief from the excru- ciating pain is to soak the limb in water. If the villager used the local water supply, it would be contaminated for yet an- other year. The Carter Center team found that within the positive deviant villages, the locals took two recovery steps to cut off the disease cycle. First, villagers had to be willing to speak up when they knew their neighbor was infected. Once villagers realized that the worm came from unfiltered water, those who got the worm sometimes felt ashamed to admit their error. The vital recovery behavior, then, was that friends and neighbors had to speak up when the Guinea worm sufferer was unwilling to do so. Only when the community took responsibility for compli- ance could the entire village protect itself from the failure of a single villager. This crucial conversation triggered a response from village volunteers that enabled the second vital behavior: During the weeks or months it takes the worm to exit the vic- tim’s body, villagers had to ensure that he or she went nowhere near the water supply. It turned out that if everyone in a village enacted these two recovery behaviors—speaking up and keeping infected people away from the water supply—for one full year, the worm would be gone forever. No new larvae would enter the water, and the Guinea worm would be extinct. These same methods for discovering positive deviance can be applied almost anywhere. We (the authors) used the tech- Find Vital Behaviors 39 niques to invigorate a massive quality effort in a large manu- facturing organization in the United States. A few hundred employees had been through several weeks of Six Sigma train- ing (a quality improvement program aimed at eliminating defects as completely as possible), but the company was seeing almost no benefit. For reasons that were hard to comprehend, Six Sigma graduates didn’t appear to be applying any of the new tools they had spent weeks learning. To learn what was going on, two of the authors and a handful of managers went on a search for positive deviance. We were looking for the answer to two important questions: Had anyone in the company found a way to put the tools to work? And if so, could other teams apply the same techniques? It wasn’t long until we found four teams that had enjoyed several Six Sigma successes despite the fact that most other teams were cynical about the effort and had given up on employing any of the new techniques. What had the deviants done to avoid failure and the result- ant cynicism? When the researchers interviewed unsuccessful team members, they learned that their cynicism stemmed from three experiences. First, when they offered innovative ideas, their supervisor usually shot them down. Second, they had irre- sponsible teammates no one ever dealt with, and therefore they concluded that improvement ideas were a crock. And finally, they felt powerless to question management policies or deci- sions that appeared to obstruct their improvement efforts. The successful teams were opposite in every respect. In these three dicey situations, they behaved in ways that kept them from becoming cynical. Their “recovery behaviors” involved stepping up to conversations their peers avoided. Team members vigorously but skillfully challenged their supervisor. They were candid with peers who weren’t carrying their weight. And finally, they were capable of talking to sen- ior management—the same senior managers more cynical peers avoided—about policies or practices that they believed impeded improvements. 40 INFLUENCER We concluded that the teams that had successfully im- plemented Six Sigma techniques did so not because they learned the methods better or had received more support from their bosses, but because they knew how to step up to crucial conversations. The good news with positive deviance techniques is that these methods for uncovering vital behaviors are available to everyone. Start by examining the exact population and the set- ting you are interested in changing. Next, look for people who should be experiencing the problem but aren’t. Then discover the unique behaviors that separate them from the rest. When applying positive deviance techniques to yourself, compare yourself to you. Think back to a time when you were success- ful, and figure out what you did that caused your success. Finally, take care to identify recovery behaviors as well. TEST YOUR RESULTS Let’s add a word of caution. With standard research methods— such as the work done by Ethna Reid—scholars compare top performers to poor performers, codify and record behaviors, and then have the computer tease out the answer to what causes what. With positive deviance you typically don’t have this lux- ury. Practitioners interview and watch successful subjects on site until they think they’ve discovered how top performers dif- fer from their less successful counterparts. Then they draw con- clusions about what causes success—in their heads. There’s the rub. Allowing one’s brain to complete the final calculations can be dangerous. One can easily draw bogus con- clusions. With Guinea worm disease, modern medicine ex- plains the worm’s entire life cycle, so when practitioners observed villagers filtering out larvae in their skirts or avoiding contact with their water source when the worm was emerging, they immediately and correctly concluded that these specific techniques eliminated the noxious worm. Find Vital Behaviors 41 With something as fuzzy as the ability to talk to others about high-stakes issues, it’s less clear that this precariously “soft” interpersonal skill is the primary contributor to the Six Sigma training taking effect. Successful teams did report progress in this area as opposed to the cynical teams, but did the ability to talk openly actually cause the difference? When you move from computer analysis to taking a guess on your own, you walk precariously close to the line that sep- arates science from everything else. Crazy superstitions live off bogus conclusions. Whole companies can be brought to ruin when leaders respond to hunches. Given the inherent dangers of watching and concluding on your own, it’s essential to immediately follow up your conclu- sions about cause and effect with a test. Then you must teach your newly discovered vital behaviors to the failed groups and see if the behaviors you chose actually do cause the results you’re trying to achieve. In the Six Sigma case, we (the authors) taught the three vital behaviors across the 4,000-person factory and saw immediate gains in the company’s Six Sigma invest- ments. With the Guinea worm, The Carter Center and CDC team has now eliminated the plague from 11 of the 20 coun- tries that were afflicted when they began the campaign. Worldwide infections have dropped by over 99 percent because of an influence strategy that focused on three vital behaviors. Evidently, they were the right ones. TRY THIS AT HOME How about the home version of the search game? When you’re not dealing with Guinea worms in sub-Saharan Africa or failed Six Sigma projects at a factory, you might wonder which search techniques, if any, could work for you personally. Henry Denton—our friend who is trying to lose weight—would cer- tainly be interested in finding a handful of vital behaviors that would make it easier for him take the weight off. [...]... behaviors you want to change, you’re ready to do what most people are looking to achieve when they buy a book on influence— to convince others to change their minds After all, before people will change their behavior, they have to want to do so, and this means that they’ll have to think differently But as you might suspect, when it comes to profound and resistant problems, convincing others to see the world... having them changed Second, phobics resist change at every turn Learn how to alter the inaccurate beliefs of people who have clung to a wild idea for years despite the constant nagging of friends and loved ones, and you’ve got something to crow about To find plausible subjects, Bandura ran an ad in the Palo Alto News asking people who had a paralyzing fear of snakes to descend into the basement of the psychology... themselves to no ill effect did they change their minds Let’s take a moment to consider the most profound and obvious implications of what we’ve just learned When trying to encourage others to change their long-established views, we should fight our inclination to persuade them through the clever use of verbal gymnastic and debate tricks Instead, we should opt for a field trip—or several of them Nothing changes... next best thing to experiencing something on your own It’s also far safer than, say, 48 INFLUENCER touching a six-foot nocturnal predator In Bandura’s case, he asked subjects to watch the therapist handle a snake in order to see what happened Bandura asked subjects to watch from the doorway of the room—or if that was still too difficult, to watch through glass— as the therapist walked into the room containing... isn’t easy In fact, others are very likely to resist your attempts to reshape their views They may tenaciously hold onto outdated, irrational, or even crazy opinions To get at the heart of why people resist efforts to influence their view of the world—despite massive amounts of disconfirming data—let’s return to Dr Albert Bandura He set out to create a theory of why people do what they do so that he... was surprising to see how liberating it was for the subjects to be freed from the phobia Their whole life seemed to open up before them now that they didn’t have to worry about snakes In addition, they gained confidence about their ability to make personal changes Since they had been able to conquer their fear of snakes, perhaps now they could overcome other problems.” Change the Way You Change Minds... So she gives it a try If you want to change behavior, any behavior, you have to change maps of cause and effect Many thoughts are incomplete or inaccurate, leading people to the disastrous, unhealthy, and inconvenient behaviors that are causing some of the problems they currently experience It’s important to note that people’s interpretations of events trump the facts of any situation And once again,... enter the room?) If you want to change behavior, change one or both of these expectations The most common tool we use to change others’ expectations is the use of verbal persuasion We employ verbal persuasion as our first influence tool because not only is it enormously convenient (we carry our mouths with us everywhere), but it also serves us well because it works a great deal of the time When people trust... behaviors You already know what you want to achieve; now you want to learn what to do Be leery of vague advice If you can’t immediately figure out what the expert is telling you to do, then the advice is too abstract and could imply a number of possible behaviors—many of them wrong Search for Vital Behaviors Master influencers know that a few behaviors can drive big change They look carefully for the vital... phobias The factors influencing whether people choose to enact a vital behavior are based on two essential expectations When trying to influence people into changing their behavior—by encouraging them to think differently—you don’t have to unseat all their thoughts For instance, believing that Sydney is the capital of Australia, while inaccurate, probably isn’t going to be anyone’s undoing 50 INFLUENCER . turned to a plain wooden cupboard attached to the wall behind her, opened it, and pointed to dozens of doctoral dissertations. For over three decades, Reid and a constant stream of doc- toral. you want to change, you’re ready to do what most people are look- ing to achieve when they buy a book on influence— to convince others to change their minds. After all, before people will change. enter the room?) If you want to change behavior, change one or both of these expectations. The most common tool we use to change others’ expectations is the use of verbal persuasion. We employ