money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He

Focus on using influence in positive ways. Misuse of the laws will only come back to haunt you in the long run. You might get short-term instant results, but your long-term future will be bleak. The tools outlined in this book are powerful and are not to be used selfishly. They should not be considered a means of gaining a desired result at any cost. Rather, you should use these tools to get your desired outcome only when it is a win-win situation for all involved.

Have you ever tried the same approach with a customer that your boss uses on you and had it bomb miserably? Becoming a Master Persuader requires more than mimicking other persuaders. You must not only fully understand the wide variety of persuasive techniques available, but you must also be ready to use the techniques best suited for any given situation. Acquiring this level of skill demands a commitment to watch, analyze, study, and apply the concepts of Maximum Influence.
Human nature is as varied as the colors of the rainbow. Human actions and thoughts are never perfectly predictable because each of us has different emotions, attitudes, beliefs, personalities, and traits. A beginner's tendency is to find one persuasive technique that works and stick with that. Unfortunately, you cannot use the same persuasion tool on everyone. Depending on the situation and the techniques you use, people will agree with you, refuse to listen, or be indifferent to your efforts. The Master Persuader has many tools and can therefore adapt and customize them to suit any situation or personality.

The fable of the sun and the wind provides an excellent example of properly implemented persuasion. The sun and the wind were always arguing about which of them was the strongest. The wind believed he was stronger because of his destructive power in tornados and hurricanes. He wanted the sun to admit he was stronger, but the sun held fast to his own opinion and could not be convinced. One day the sun decided he wanted the matter settled once and for all, so he invited the wind to compete with him in a contest. The sun chose the contest carefully. He pointed out an old man taking a walk, and challenged the wind to use his power to blow the man's jacket off. The wind felt this would be an easy contest to win and began to blow. To his surprise, each gust of wind only made the man cling more tightly to his jacket. The wind blew harder, and the man held on tighter. The harder the wind blew, the more the man resisted. The powerful blows of wind even knocked the man down, but he would not let go of his jacket. Finally, the wind gave up and challenged the sun to succeed in getting the man to take off his jacket. The sun smiled and shone radiantly upon the man. The man felt the warmth of the sun, and sweat began to appear on his forehead. The sun continued pouring out warmth and sunshine upon the man and, at last, the man took off his jacket. The sun had won the contest. This is an example of Maximum Influence at its best. If your attempt to persuade is a win-win, others will be eager to do what you want them to do. As you perform the exercises and techniques outlined in this book, you will notice powerful changes in your ability to persuade and influence others.

Do you want short-term temporary results or long-term permanent results? Effective persuasion has lasting impact, but it requires dedicated study and long-term commitment on the part of the persuader. The Hierarchy of Persuasion sheds light on how the world uses different levels of persuasion, ranging from control at the most short-term level to genuine commitment at the long-term level.

Imagine the CEO of a large corporation calling one of his vice presidents to a meeting. At the meeting, the vice president is informed that he must raise $20,000 in employee contributions for a foundation the company is going to sponsor. The CEO is not concerned with the means the vice president uses as long as they result in a check for $20,000. Raising such a sum requires getting $100 from each employee--a daunting endeavor! The vice president considers the various ways he could accomplish this task. It would be both easy and quick to approach the employees using control. He could use physical force or threats on their life to obtain the money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He

because each of us has different emotions, attitudes, beliefs, personalities, and traits. A beginner's tendency is to find one persuasive technique that works and stick with that. Unfortunately, you cannot use the same persuasion tool on everyone. Depending on the situation and the techniques you use, people will agree with you, refuse to listen, or be indifferent to your efforts. The Master Persuader has many tools and can therefore adapt and customize them to suit any situation or personality.

The fable of the sun and the wind provides an excellent example of properly implemented persuasion. The sun and the wind were always arguing about which of them was the strongest. The wind believed he was stronger because of his destructive power in tornados and hurricanes. He wanted the sun to admit he was stronger, but the sun held fast to his own opinion and could not be convinced. One day the sun decided he wanted the matter settled once and for all, so he invited the wind to compete with him in a contest. The sun chose the contest carefully. He pointed out an old man taking a walk, and challenged the wind to use his power to blow the man's jacket off. The wind felt this would be an easy contest to win and began to blow. To his surprise, each gust of wind only made the man cling more tightly to his jacket. The wind blew harder, and the man held on tighter. The harder the wind blew, the more the man resisted. The powerful blows of wind even knocked the man down, but he would not let go of his jacket. Finally, the wind gave up and challenged the sun to succeed in getting the man to take off his jacket. The sun smiled and shone radiantly upon the man. The man felt the warmth of the sun, and sweat began to appear on his forehead. The sun continued pouring out warmth and sunshine upon the man and, at last, the man took off his jacket. The sun had won the contest. This is an example of Maximum Influence at its best. If your attempt to persuade is a win-win, others will be eager to do what you want them to do. As you perform the exercises and techniques outlined in this book, you will notice powerful changes in your ability to persuade and influence others.

Do you want short-term temporary results or long-term permanent results? Effective persuasion has lasting impact, but it requires dedicated study and long-term commitment on the part of the persuader. The Hierarchy of Persuasion sheds light on how the world uses different levels of persuasion, ranging from control at the most short-term level to genuine commitment at the long-term level.

Imagine the CEO of a large corporation calling one of his vice presidents to a meeting. At the meeting, the vice president is informed that he must raise $20,000 in employee contributions for a foundation the company is going to sponsor. The CEO is not concerned with the means the vice president uses as long as they result in a check for $20,000. Raising such a sum requires getting $100 from each employee--a daunting endeavor! The vice president considers the various ways he could accomplish this task. It would be both easy and quick to approach the employees using control. He could use physical force or threats on their life to obtain the money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He

an old man taking a walk, and challenged the wind to use his power to blow the man's jacket off. The wind felt this would be an easy contest to win and began to blow. To his surprise, each gust of wind only made the man cling more tightly to his jacket. The wind blew harder, and the man held on tighter. The harder the wind blew, the more the man resisted. The powerful blows of wind even knocked the man down, but he would not let go of his jacket. Finally, the wind gave up and challenged the sun to succeed in getting the man to take off his jacket. The sun smiled and shone radiantly upon the man. The man felt the warmth of the sun, and sweat began to appear on his forehead. The sun continued pouring out warmth and sunshine upon the man and, at last, the man took off his jacket. The sun had won the contest. This is an example of Maximum Influence at its best. If your attempt to persuade is a win-win, others will be eager to do what you want them to do. As you perform the exercises and techniques outlined in this book, you will notice powerful changes in your ability to persuade and influence others.

Do you want short-term temporary results or long-term permanent results? Effective persuasion has lasting impact, but it requires dedicated study and long-term commitment on the part of the persuader. The Hierarchy of Persuasion sheds light on how the world uses different levels of persuasion, ranging from control at the most short-term level to genuine commitment at the long-term level.

Imagine the CEO of a large corporation calling one of his vice presidents to a meeting. At the meeting, the vice president is informed that he must raise $20,000 in employee contributions for a foundation the company is going to sponsor. The CEO is not concerned with the means the vice president uses as long as they result in a check for $20,000. Raising such a sum requires getting $100 from each employee--a daunting endeavor! The vice president considers the various ways he could accomplish this task. It would be both easy and quick to approach the employees using control. He could use physical force or threats on their life to obtain the money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He

e and influence others.

Do you want short-term temporary results or long-term permanent results? Effective persuasion has lasting impact, but it requires dedicated study and long-term commitment on the part of the persuader. The Hierarchy of Persuasion sheds light on how the world uses different levels of persuasion, ranging from control at the most short-term level to genuine commitment at the long-term level.

Imagine the CEO of a large corporation calling one of his vice presidents to a meeting. At the meeting, the vice president is informed that he must raise $20,000 in employee contributions for a foundation the company is going to sponsor. The CEO is not concerned with the means the vice president uses as long as they result in a check for $20,000. Raising such a sum requires getting $100 from each employee--a daunting endeavor! The vice president considers the various ways he could accomplish this task. It would be both easy and quick to approach the employees using control. He could use physical force or threats on their life to obtain the money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He

money. This do-it-or-else mentality would get immediate results. The long-term impact, however, would likely involve rebellion, revenge, and resentment. What about coercion? Surely the employees would provide the requested donation if they were told doing otherwise would negatively affect their next job evaluation. Would this tactic get immediate results? Sure. Again, however, the long-term effects would be resentment, rebellion, and revenge.

The vice president decides control and/or coercion do not provide the best outcomes. Next he considers compliance. If he offered incentives, benefits, or rewards, it would be a win-win situation, right? Suppose each employee who donates $100 gets an extra two weeks of paid vacation. The problem is, once the incentive is gone, compliance will also disappear. He might get the $100 this time, but what about the next time he asks for a donation? This method is still only a temporary fix because the employees will be conditioned to always expect a reward for their compliance.

The vice president next considers cooperation. He could spend time with the employees explaining why this charity is so important and how it would be a great honor for them to participate. He could convince, encourage, or "sell" with logic, emotion, and information to donate to this worthy cause. Now, armed with the tools of effective persuasion, he's onto an approach that will have lasting, positive results. As long as the employees feel he is telling the truth and acting in their best interest, they will be open to his proposal.

Finally, the vice president considers the top form of persuasion: commitment. If he has a great reputation and relationship with his employees, there will be mutual respect, honor, and trust. These conditions will enable the employees to comfortably make out their $100 checks. They know the vice president is a man of honor who would never ask them to do anything that would not be in their best interest. They can commit to him because they feel he is committed to them.

Commitment is the highest ideal of Persuasion because its impact is the most permanent and far-reaching. Your reputation as one possessing integrity, honor, trust, and respect will continuously inspire commitment from everyone you seek to persuade.

Appication Questions

Which forms of persuasion do you feel most comfortable using: Why?

Control – Force, Fear, Threats

Coercion: Pressure, Manipulation, Intimidation

Compliance: Incentive, Benefits, Reward,

Cooperation: Convince, Encourage, Coax

Commitment: Respect, Honor, Trust Give an example of each C of persuasion you have attempted to use in the last 60 days.

Control – Force, Fear, Threats

Coercion: Pressure, Manipulation, Intimidation

Compliance: Incentive, Benefits, Reward,

Cooperation: Convince, Encourage, Coax

Commitment: Respect, Honor, Trust

For additional information on The Hierarchy Of Persuasion, go to Magnetic Persuasion and kick start your success!

Conclusion

Persuasion is the missing puzzle piece that will crack the code to dramatically increase your income, improve your relationships, and help you get what you want, when you want, and win friends for life. Ask yourself how much money and income you have lost because of your inability to persuade and influence. Think about it. Sure you've seen some success, but think of the times you couldn’t get it done. Has there ever been a time when you did not get your point across? Were you unable to convince someone to do something? Have you reached your full potential? Are you able to motivate yourself and others to achieve more and accomplish their goals? What about your relationships? Imagine being able to overcome objections before they happen, know what your prospect is thinking and feeling, feel more confident in your ability to persuade. Professional success, personal happiness, leadership potential, and income depend on the ability to persuade, influence, and motivate others.