Introduction

  If you want to change behaviors, the first step is to know what you want to change. This means that an influencer should focus on behaviors, select the right few behaviors, and validate the behaviors or find the most effective behaviors.  Some may find it a numerous task since one is required to identify one or two behaviors out of thousands of behaviors. However, the good news is that the few vital behaviors will bring a big difference. Change is tough but if today's organizations apply the influencer model, they will achieve the desired outcomes.

Grenner et al (2013) have provided a new understanding of effective ways of behavior changes. The authors assert that there are many strategies for change but before applying the strategies, the first step is to have a clear statement on what needs to be changed. In other words, influencers should focus on the behaviors that need to be changed and in the end bring positive results. Reflecting on the principles of change, it is true that if an influencer wants to find the best behavior, the first step is to identify the behavior. The purpose of identifying the behavior is to look primary at behavior that needs to be changed and bring positive results in the end. Secondly, the influencer needs to look at the positive deviance. This means observing behaviors to identify areas where members are satisfied and areas where they resist. The third step is recovery behavior where an influencer observes behaviors that members use to identify mistakes and learn from them (Grenny et al. 2013). Finally, an influencer test results to see which behavior is most vital. The book is very intriguing in that it is easy to find vital behaviors by concentrating on a set of actions and spend more time on those behaviors to achieve positive results.

 My additional thought is that today's organizations are using similar search strategies to find important behaviors within the organization. For instance, organizational change is vital for sustainable competitive advantage.  However, organizations are failing in the process of change. The first failure is contributed by putting a little concern on the individual characteristics. It is important to note that organizations apply the search strategies in the change process by motivating employee's behaviors (Jun et al., 2020). For example, if leaders want employees to engage in the process of change, they must motivate them and as a result of motivation, they will build a good relationship and achieve higher performance. Another important point is that leaders need to assess the employees' beliefs and attitudes and involve them in decision-making. Note that during change, members develop a different attitude (Jun et al. 2020). Managers should focus on these behaviors and provide empowerment. In specific, managers need to assess risk-taking behaviors and create a support system to help employees develop a positive attitude. Khuwaja et al (2020) add that leader's role and responsibility have changed with changes in organizational settings and environments. The authors state that today, leaders need to focus on employee attitudes and treat them fairy for them to increase commitment and satisfaction.  In other words, leaders should understand the worker's feelings and trust and create an engaging work environment to achieve the desired behaviors. 

Another point to note is that managers can influence employees to buy finding sources of motivation. This means that leaders act as influencers and executive the influential role through promoting positive teamwork where employees feel engaged (Osborne & Hammoud, 2017).  However, it is important to note that in motivating employees, managers need to understand the employees' feelings.  The next step is setting expectations and employ engagement strategies and communicate social change. The purpose of focusing on motivation is to apply the principle of influencer where leaders will find vital behaviors. Note that motivation focus on behaviors-that is, the managers focus on specific behaviors and guide the behaviors until the intended goals are achieved.  It is the role of the manager to identify the employees' needs and address them to increase the desire and motivation to work (Badubi, 2017).  In motivation, the leaders should recognize the behavior that is likely to bring success and positive results and motivate those behaviors to achieve the intended outcome.

 

Conclusion

 The influencer model reveals that three elements that drive change are what, why, and when.  These elements will contribute to measurable results, specific results, and results with a completion date.  Organizations should apply this model by motivating employees to achieve the desired results.  The reason as to why leaders should focus on motivation is that for a change to occur, members need motivation and ability.  Thus, motivate members at a personal level, social level, and structural level.  The purpose of motivation is to target vital behaviors that will lead to desired outcomes.

 

 

References

Badubi, R. M. (2017). Theories of motivation and their application in organizations: a risk

analysis. International Journal of Innovation and Economic Development, 3(3), 43-50.

Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The

new science of leading change. New York, NY: McGraw-Hill Education.

Jung, K. B., Kang, S. W., & Choi, S. B. (2020). Empowering Leadership, Risk-Taking Behavior,             and Employees’ Commitment to Organizational Change: The Mediated Moderating Role        of Task Complexity. Sustainability, 12(6), 2340.

Khuwaja, U., Ahmed, K., Abid, G., & Adeel, A. (2020). Leadership and employee attitudes: The             mediating role of perception of organizational politics. Cogent Business &             Management, 7(1), 1720066.

Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the

workplace. International Journal of Applied Management and Technology, 16(1), 4.