Success Advice
The 3 Elements of Persuasion You Need to Know

Have you ever wondered how to ethically use persuasion to motivate people to think, say, and do the things that you want them to do? Having great communication skills is an essential skill for anyone in business. Oftentimes, the way you communicate is responsible for winning and losing.
We must discover the needs of others and connect these needs with the benefit of our product and service. Top sales people build trust fast by establishing rapport and making their customers feel understood.
There are two types of persuasion:
Direct Persuasion is telling someone what to do, how to act, what do say, etc.
Indirect Persuasion involves non-obvious motivators that help someone make the decision themselves where you appear uninvolved.
Humans are self-motivating machines and persuasion is NUDGING the person towards your opinion. We want to collaborate with people in a way that helps them and helps us. To do this, you must show that by helping themselves, they will also help you.
If you become an expert in speaking in terms of the other person’s interests then you are going to be wildly persuasive and authentic at the same. If you are trying to get over on people they will sniff it out. Genuinely provide value and speak in terms of the other person’s interests and they will be more easily persuaded for the desired action that you require.
These are things that motivate someone’s choice or behavior. They are outside ourselves and are often tangible. They can be monetary or an experience. An incentive is something you receive physically or emotionally for completing the desired outcome.
There is always an incentive whether it is hidden or obvious. If we can understand people’s incentives then we can speak in terms of their interest. The best persuasion tactic is aligning the incentives with the goal that connect the motivator with the outcome. Something beautiful happens if you can do this extremely well. You can never talk about a person’s incentive too much.
If you can align your incentives with the incentives of the other person then you create a true win-win situation that allows you both to maximize success. If you can find this intersection of incentives then you will see you consistently shine in negotiations and regularly create situations of growth.
Motivators are the engines inside us. Unlike incentives, motivators are things that affect us deep in our spirit. Motivators go in only two directions: toward the things we want OR away from the things we don’t want.
An important fact to note is that motivation away from pain is about twice as powerful as motivation towards pleasure. We will do and risk twice as much to avoid losing something than we are to gain something. Desire and fear are the foundational characteristics in these motivations.
Here are some examples of using motivators successfully:
- If you learn it and do the action steps, you will reach your goals.
- If you do not take the action steps, could you see that failure is imminent?
- If you do, people will love you.
- If you don’t, people will reject you.
- If you do, you will have more power in your life
- If you don’t, success and legacy will be harder to achieve.
These motivators are merely examples of the types of phrases you can use. More importantly familiarize with the structure of moving people away from pain and towards pleasure.
“Decision makers happen unconsciously and then later we realize that we made a decision. This is why building rapport is so important. Rapport is the connection you need to establish a personal relationship. If the relationship is established then it’s much easier to accomplish your desired outcome. Avoid being ambiguous. People do not like situations when they are unsure of what the implications may be.
It’s important to help people clearly see the same outcome that you do. If you can co-create the ideal result then you will build a bond of trust that aids in the decision making process.
These 3 elements of persuasion are pivotal information. You can apply this knowledge right now by creating win-win situations, painting the picture of what they stand to lose rather than what they are aiming to win and building rapport from their interests, desires and fears.
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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