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The Power of Pure Emotion Drives People to Action

The Power of Pure Emotion Drives People to Action | Inspire to Change | Scoop.it

This article is by Mars Dorian for businessgrow this piece is based on John Kearon's talk at a conference about the power of emotion and why you need to make people feel something to get them to do something.

 

Jan Gordon: My commentary

 

Know your audience and speak to their listening

 

This was mentioned in this article by the author who paraphrased

what John Kearon said:

 

”We are feeling creatures. Content matters so much LESS than you think it does. Do something shocking or exhilarating in your marketing, but don’t be bland. If people feel nothing, they do nothing

 

Do the best companies make you think or feel? The author suggests feeling is what makes things happen".

 

Jan Gordon: 


Content in any form is an important part of marketing. It's the door opener, the bridge that can lead to comments, relationships, brand advocacy, transactions and other opportunities that might not have otherwise happened. Using emotion that strikes a chord with your audience is very important.


This was a response from Mars Dorian to one of the comments and I absolutely agree with him: (again, know your audience, this might not apply to everyone).


"haha, I think the limits of pushing that emotional zone haven't been pushed yet - because companies as well as solopreneurs tend to hold back on the edgy, but effective stuff".


 

Here are some highlights that I think apply to content curators/arketers particularly: 

 

"PURE emotion is the sole buying decision influencer — because it’s targeting your oldest and most powerful part of the brain – the fight-or-flight REPTILIAN BRAIN".

 

Here are a few suggestions that caught my attention particularly for content marketers/curators:

 

Concentrate on the feeling benefit of your products and services

 

**show pictures, words and/or videos of how people feel after they bought your product or services - What state do you want them to feel?


Write Visual:


**The easier it is to grab your sentences, the more your audience can picture it. If they can "picture" it, they can feel it.


 

Selected by Jan Gordon covering "Curation, Social Business and Beyond"


See full article here: [http://bit.ly/SIKXEw]


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janlgordon's comment, August 20, 2012 1:44 PM
Thanks John for sharing this!
John van den Brink's comment, August 20, 2012 1:48 PM
You're welcome Jan. Is another great post! Have a great day.
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Changing How You Lead Change - Australian Institute of Management Blog

Changing How You Lead Change - Australian Institute of Management Blog | Inspire to Change | Scoop.it
Guest post by Jodie Nevid

Leading change is one of the most common problems leaders face.
There is a common misconception that people fear change, however it is rarely “change” itself that people fear. Fears are often related to people’s identify, comfort zones and beliefs. Learning to work with those three things can change everything.
Dilts’ Neurological Levels Pyramid is a great tool for leaders to explore because it can be a fantastic guide to leading change.
Let’s look at the 7 levels from bottom up:
Level 1 – Environment
When people are unhappy, the environment is often our first port of call. It could be the job, the organisation, the team, or even the location of a desk. There is an assumption that a change in environment will create an increase in happiness. Not so, because we take our unhappy selves with us! New workstations rarely solve the real issues.
Level 2 – Behaviour

When environmental change fails to lift morale, the logical place to improve seems to be behaviour. I see this done through team charters, agreed behaviours or a code of conduct. This can work, however it rarely sticks because people slip back to old ways. Frustration increases and we knock on the door of level three.
Level 3 – Skills
Frustration with a team’s failed attempt to live the charter often has leaders pulling out their hair, asking what it takes to get commitment. “Argh…It must be a skills gap!” An investment in training goes ahead, and if done well, improvements from some but not all take place. However, it is often only on the surface, because as we know, new skills don’t always stick!
Level 4 – Beliefs
All the skills in the world are no match for deep seeded limiting beliefs. Thoughts like ‘I could never do or say that’, or ‘that would never work here’ always come back to bite. This is where hope takes a hit and confusion sets in because when leaders have put their team through these steps all they can ask is, “Why doesn’t anything stick?”
It’s simple; if people don’t truly believe change is possible, their subconscious mind will continue to sabotage their own progress. Warning: trying to change someone’s beliefs can be incredibly difficult. Their beliefs are their truths. Don’t try to dissolve them – understand how they got there, because there’s usually a very logical reason!
Level 5 – Values
When you can find congruence between one’s values and the desired change, everything is easier. One of the best questions you can learn to ask your staff is “What really matters to you?” People become annoyed when they don’t feel understood or respected.
When you explore people’s values you can also look at their character strengths. The things people do well are most likely related to the things they hold valuable; it probably has some value in relation to the change as well.
Level 6 – Identity
When someone is in a resistant state I will focus the conversation back on them. “What do you believe to be true about yourself?” Is a great question and the answer can be challenging and enlightening as it shifts thought patterns.
A leader’s time is best spent coaching people to look within. Don’t make the mistake of waiting until after the fire when everyone is burnt. Teach people to find courage in ownership of their identity and give them the tools to change it for the better if they want to. Change can come quickly when people change the way they see themselves.
Level 7 – Purpose
In his book Drive, Daniel Pink identifies the three main motivators for people as: autonomy, mastery and purpose. The peak of Dilt’s pyramid is about that which is greater than self.
When people feel connected to a sense of purpose they will move heaven and earth. In fact, it is a connection to purpose that often gets in the way of change. When I ask people why they are resisting change, they often tell me they perceive the change as a threat to their purpose.
Experience has taught me that change is easier and faster when you start with conversations at the top of the pyramid. It has also taught me that most teams and organisations get bogged down at levels 1, 2 and 3. As you lead your people through the next change, why not take the short cut? It just might change the way you lead people through change!

Jodie Nevid is an international speaker, coach, consultant, facilitator and business owner who has worked with thousands of leaders across Australia and New Zealand. Jodie regularly speaks at conferences focused on self-development, personal growth, leadership and high performance. You can read more great articles by Jodie on her blog at The 7 Effect.
You may also be interested in joining AIM in Adelaide for the Women in Management High Tea on Thursday 14 August, where Jodie will be discussing the road less travelled.








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Change Your Stories, Change Your Organization

Change Your Stories, Change Your Organization | Inspire to Change | Scoop.it
Organizational narratives are the manifestation of the shared beliefs an organization holds about itself as a collective. “Our organization stands for innovation,” is a common example; “This will n...

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Lisa McCarthy's curator insight, July 10, 8:31 PM

The organizational stories of “self” shape the organizational climate as much as they influence directives, decision-making processes and overall strategies. Organizational narratives are different from employer or employee branding. While branding is a deliberate effort, narratives are born in the moment and reflect the collective fears, hopes and aspirations. As these narratives are based on what large groups perceive as reality, they go viral seemingly effortlessly: from the CEO to the entire staff and back, across suppliers and customers to the outside world.

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10 Tips For Handling Change in the Workplace

10 Tips For Handling Change in the Workplace | Inspire to Change | Scoop.it
One of the attributes all employees need to have is being able to adapt to change. In this current economy, everyone is moving around from one company or group to the next. We've accepted that employees don't stay in one …Read »

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Patricia D. Sadar - Career and Leadership Acceleration Coach's curator insight, July 8, 2:33 PM

The only thing that anyone can be sure of is change.  The advice in this article is not something that you haven't heard before; however, focusing on what you can control and staying in touch with past colleagues is advice that serves all of us.

 

Keeping up with the trends and continuously building your skills and knowledge is advice that was given to me when I first started out in my career.

 

Ask yourself:  If you are out of work today, have you kept up with the knowledge, skills, and certifications to compete in the marketplace?  If not, set time aside each week to do this.  Even if you don't have the funds or time -- you can always enroll in an online free course offered through edx.

 

Until next time...PS - Live on Purpose!

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A Spiral Model of Change | Unfolding Leadership

A Spiral Model of Change | Unfolding Leadership | Inspire to Change | Scoop.it
Designing change can be following the whorl of a shell more than the steps of a pyramid. In practical terms this simply means that a few people begin designing an approximation of the organizational changes desired, with more people joining the design process in waves as the spiral expands.

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David Hain's curator insight, July 9, 3:54 AM

Real change involves emergent practices, rarely if ever happens form top down pressure.  Great post by @DanOestreich (as usual!)

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To Create Change, Leadership Is More Important Than Authority

To Create Change, Leadership Is More Important Than Authority | Inspire to Change | Scoop.it

And you can't rely on the facts to make your case, either.


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The 7-Step Change Management Methodology

The 7-Step Change Management Methodology | Inspire to Change | Scoop.it

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Lifestyle: Innovation's hidden cost - Wanganui Chronicle

Lifestyle: Innovation's hidden cost - Wanganui Chronicle | Inspire to Change | Scoop.it
Lifestyle: Innovation's hidden cost
Wanganui Chronicle
When we think of the term innovation, we might think of things that are "new and improved," or represent "a breakthrough" in technology or thinking.
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Subversive social communities to drive organisational change

Subversive social communities to drive organisational change | Inspire to Change | Scoop.it
Communities are on my mind this week: we interact with them in so many ways, find them in so many places and achieve so much within and alongside them (which is why they sit at the heart of Social ...

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David Hain's curator insight, July 5, 5:18 AM

Communities as the engine of change - happens anyway, so why not drive them deliberately?

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The 7-Step Change Management Methodology

The 7-Step Change Management Methodology | Inspire to Change | Scoop.it

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Change Management Requires Leadership Clarity and Alignment - Forbes

Change Management Requires Leadership Clarity and Alignment - Forbes | Inspire to Change | Scoop.it
Forbes Change Management Requires Leadership Clarity and Alignment Forbes Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business...

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Managing Change: Dealing with the difficult people

Managing Change: Dealing with the difficult people | Inspire to Change | Scoop.it
The skills to deal with resistance from difficult people are not naturally evident in a large majority of people. But they are crucial for change projects.

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Why most change management initiatives fail

Why most change management initiatives fail | Inspire to Change | Scoop.it

Why do most change management initiatives fail?


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Chris Enstrom's curator insight, June 25, 9:09 AM

This is why we ask "What are your business goals?" From alignment breeds success.

Frank Wander's curator insight, July 1, 11:46 AM

This is a test.

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3 Things You Can Do To Change People's Behavior

3 Things You Can Do To Change People's Behavior | Inspire to Change | Scoop.it
Getting people (yourself included) to change the way they act is tough. Here's how to do it.

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Change Management is dead: Long Live Change Leadership

Change Management is dead: Long Live Change Leadership | Inspire to Change | Scoop.it

I remember back in the 1990's when I became a project manager. I especially remember my first project management course, in 1991, where the instructor dramatically announced that more than 50% of projects fail.

And today, in 2014, not much has changed. CIO magazine reports that the failure rate remains about the same.


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David Hain's curator insight, July 10, 4:42 AM

"When employees have to change, change fails. Plain and simple. The key lies in making employees want to change." Passionate plea form Jesper Lowgren.

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Change Management And The Power Of Language

Change Management And The Power Of Language | Inspire to Change | Scoop.it
Language has a huge role to play in the bedding in of new ways of doing things. Language actually defines a culture because it is literally how people connect – changing it significantly shifts the parameters of, and the context for, what is defined, accepted and encouraged. Here are five interconnected ways you can change your language to better complement the actions you intend taking.

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Lisa McCarthy's curator insight, July 10, 8:29 PM

Just as every culture was generated and sustained by what people chose to highlight and reinforce, shifts will come when people get the chance to reset the boundaries through conversation. Words are much more than the means to that end. They are the most powerful and vibrant signals because they actually define how actions continue to be talked about. Without that, you have a dumb organization – one muted into doing, guessing and, inevitably, politicking.

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Emotional and rational case for organizational change

Emotional and rational case for organizational change | Inspire to Change | Scoop.it

Employees’ emotions are where the momentum for real transformation lies

Many leaders excel at building the rational case for change, but they are less adept in appealing to people’s emotional core. Yet the employees’ emotions are where the momentum for real transformation ultimately lies.

Change management communications need to be targeted to each segment of the workforce, and delivered in a two-way fashion that allows people to make sense of the change subjectively.

Change is really a people process, and people being creatures of habit are typically resistantto adopting new mind-sets, practices, and behaviors.


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David Hain's curator insight, July 9, 3:51 AM

People change with their hearts - business cases only win minds!

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10 Truths About Change Management | Leadership

10 Truths About Change Management | Leadership | Inspire to Change | Scoop.it

As an Organizational Development (OD) and Change Management practitioner, I often find myself having conversations with leaders regarding change management – what it is and what it isn’t. Last … (Many people underestimate how challenging #change...


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How to structure a Change Management Strategy

How to structure a Change Management Strategy | Inspire to Change | Scoop.it
Objective A clearly defined Change Management Strategy is essential to achieve the desired future state envisaged through a change programme. It enables the

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David Hain's curator insight, July 6, 3:09 AM

Nice journey map of a typical organisational change process.

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Personality Diversity is the Fuel for Rich Innovation - Business 2 Community

Personality Diversity is the Fuel for Rich Innovation - Business 2 Community | Inspire to Change | Scoop.it
Personality Diversity is the Fuel for Rich Innovation Business 2 Community The proliferation of social media, internet services, apps, and mobile companies challenge today's work force to think creatively and work collaboratively – to infuse...
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Habits And Change Management

Habits And Change Management | Inspire to Change | Scoop.it

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10 tips for changing organisational culture

10 tips for changing organisational culture | Inspire to Change | Scoop.it

As financial services' organisational culture comes under more scrutiny under the remit of the Financial Conduct Authority, Martin Cook, principal consultant, organisational change at Bernard Hodes, provides some pointers for success. 


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The End of Management

The End of Management | Inspire to Change | Scoop.it

Corporate bureaucracy is becoming obsolete. Why managers should think like venture capitalists


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Change Management Requires Leadership Clarity and Alignment

Change Management Requires Leadership Clarity and Alignment | Inspire to Change | Scoop.it
Change management is in full-force across all industries, yet many leaders are unprepared to act upon and operationalize the requirements for change to avoid business disruption. For many organizations, preparedness begins at the top and this means that leadership – across all levels – must have absolute clarity in purpose and focus; there also must be alignment in strategic philosophy and resolution goals.

Unfortunately, many organizations are slow to change as the internal politics makes it difficult to reach consensus across all levels of leadership – even when the necessity for change is urgent. This is why many companies unknowingly lose momentum as they fail to change fast enough -- allowing the marketplace and competitors to pass them by. The result: valuable time is misspent, resources applied and money invested without the required outcomes to stay competitive, keep clients satisfied and employees engaged.

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Changing Habits That Will Change Your Entrepreneurial Life

Changing Habits That Will Change Your Entrepreneurial Life | Inspire to Change | Scoop.it
Changing habits in your entrepreneurial life is one of the things that probably you are doing on everyday level. "What you are doing today? I am trying to make these things to be habits in my life....

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7 Qualities of Good Change Agent Leaders

7 Qualities of Good Change Agent Leaders | Inspire to Change | Scoop.it
If you want to be in leadership get comfortable with change. It's part of the experience of every leader. The best leaders get accustomed to leading change.

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