A Model for Interaction and Influence

Being able to communicate what we are attempting to accomplish in our job is very necessary, but if no one is listening then we will accomplish very little. A lot of us have great ideas and/or great communication skills with people outside of your circle of influence because these are "fly-by" sessions of interaction. These types of meetings are very good to allow us to bounce ideas off of other people but do very little to drill down and get to the underlying concerns within a long-term goal. It is the people that we work with on a regular basis we need to have stronger interactions with and if we do not have the ability to influence them, then we have no significance and no followers to influence in the first place.

In order to be effective with others in our circle, we will need to work on becoming significant to them. Remember, even as a collaborator, we will not always be automatically significant just because we are working with a team on a common goal, nor will we ever become significant with every person. That is ok as long as interactions with them do not disrupt the overall flow of the whole. But the importance of gaining a respected voice is still important and it is for that reason to become familiar with a model of interaction to follow in order to make sure we are as effective as possible with the people we come into contact with. This model is not designed to be able to abuse the beginning knowledge on how relationships work, rather it is a way to first become more attuned to others and then carry on a more meaningful interaction based on where a relationship may be with a person within the steps of the model. This is a work in progress and it's sure to change as I learn more about how relationships work and how levels of influence are established.

Model of Interaction

As a collaborator I need to:

1. Listen first- observe and file what I see taking place.
   
2. Build a relationship with individuals- through positive interactions over time I will be able to talk more freely with this person.
   
3. Have knowledge or capabilities of value to others- if I appear to be incapable or lack necessary knowledge then the relationship will not grow.
   
4. Beginnings of significance- I have value as a person to another and my ability to have influence is likely to increase.
   

Any similarity in this model to other peoples work is coincidental and is unintentional, but is simple enough that I am sure others much smarter have developed something similar and/or better. The point is, effective collaborators work on making sure that significant relationships are established before establishing a voice within a team. This is not to say we will not offer guidance and direction, but effective collaborators know not to focus on negative or unneeded comments during early interactions in areas that will diminish a persons own self perception when uncalled for. By knowing where we are when interacting with an individual in a group setting we lessen the risk of a seemingly simple interaction turning into a crucial conversation.