『#186 How to Influence People: Move Minds Without Force with JonRobert Tartaglione』のカバーアート

#186 How to Influence People: Move Minds Without Force with JonRobert Tartaglione

#186 How to Influence People: Move Minds Without Force with JonRobert Tartaglione

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"Minds do not open from the outside through force.."In fact, we are the only people who can change our own minds - we explore this and more in this episode as we delve into the neuroscience of influence - how the brain works as a social survival machine and not a computer, and what this means for persuading and influencing people in the workplace.AI is creating a crisis of humility. We are increasingly using technology to handle the “heavy lifting” of critical thinking. The risk? We believe we understand complex problems better than we actually do.We discuss what JonRobert calls the “illusion of explanatory depth.” where we confuse familiarity with mastery.One simple solution: ask “how” questions. When you force yourself—or your team—to explain the mechanism of a decision, you quickly identify the gaps in your logic.AI can propose strategies, but it cannot manage the social dynamics of execution. Humans still need to build the trust, align the incentives, and navigate the identity-based resistance to change. Yet the harder you push, the harder people resist. It is a fundamental law of human behavior called psychological reactance.We have all been there. You present a perfect, logical case for change. You expect buy-in. Instead, you get defensive silence or active pushback.But we also know that human minds do not open through force from the outside. They open from the inside. People are 90% more likely to adopt a change when they generate the reasons for it themselves.If you want to move people, stop talking and start architecting the right conditions. The future of leadership is not about managing output; it is about managing human experience. As you move forward, remember that your brain and the brains of your team members are social survival machines. They crave belonging, they defend their autonomy, and they look to others to define acceptable behavior.If you are a leader, your goal is to design a culture that satisfies the need for belonging while protecting individual agency. This means choosing your words with intent. There is no shortcut for doing the hard, messy work of understanding human dynamics. You cannot automate empathy, and you cannot outsource the development of trust. If you want to transform your organization, start by changing how you show up.Don’t let the ease of AI replace the hard work of deep human thinking.The main insights you'll get from this episode are :The human brain is a social survival machine, not a computer – we are rationalising creatures and seek out the data and evidence we want.Belonging is a survival instinct and while society has evolved, our patterns haven’t and our social nature matters.The paradox of persuasion comes into play in sustainable change, which is often compliance disguised as change.Our psychological reaction to persuasion is to defend our autonomy; changing minds requires opening them from the inside.The solution is self-generated persuasion, whereby we are more convinced by reasons we have come across ourselves = agency.Change requires a culture where people don’t have to try and fit in but aims instead for holistic belonging.Belongingness impacts people’s decisions and behaviour, e.g. social norm adherence, but norms can be misperceived.Engagement surveys in organisations do not ask the right questions to identify misperceived norms – making misperception public is impactful.AI brings many wonderful things to organisations and is paradigm-shifting for efficiency and scale, but it also entails the thesis-antithesis-synthesis dynamic.The challenge of AI is to accept that it can’t do everything better than we can; it is creating a crisis of humility and exacerbating the illusion of explanatory depth.Hasty decisions involving AI will come home to roost and leave ultimate responsibility to humans, who need to question (their) assumptions.AI can propose strategies, but people still need to buy into them – this involves social dynamics managed by human leaders to bridge the critical gap.Today’s leaders need to focus on three main things:help people understand that the human brain is not a logic machinetake a persuasive/subtle approach to people (and change)understand that data does not exist in a vacuum and pay attention to messagingAI can be used to deliberately create the space and opportunities for people to hone their uniquely human skills and to encourage behaviour change.Find out more about JonRobert and his work here :https://influence51.com/https://www.linkedin.com/in/jonrobert-tartaglione-ph-d-21b26770/For more information on this episode please visit www.transformforvalue.com/podcastTo carry on developing your leadership and building a relevant & high performing team, connect with me here : https://calendly.com/transformforvalue/connect
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