{"id":1806,"date":"2014-05-29T03:08:23","date_gmt":"2014-05-29T07:08:23","guid":{"rendered":"http:\/\/terrencemetz.com\/?p=1806"},"modified":"2026-04-21T13:52:43","modified_gmt":"2026-04-21T17:52:43","slug":"persuasion","status":"publish","type":"post","link":"https:\/\/mgrush.com\/blog\/persuasion\/","title":{"rendered":"Three Types of Persuasion for Individuals to Embrace Organizational Goals"},"content":{"rendered":"<h2>Meeting and workshop participants by definition ought to be participatory. To get and stay involved, subject matter experts (i.e., SMEs or participants) need motivation to both show up (or attend) and to actively contribute over the course of a meeting.<\/h2>\n<p><span style=\"font-size: 14pt;\">The role of facilitator or session leader mandates the need to link value from their participation to the greater good, and in return HOW the individuals will benefit, also known as persuasion.<\/span><\/p>\n<div id=\"attachment_1807\" style=\"width: 318px\" class=\"wp-caption alignright\"><img wpfc-lazyload-disable=\"true\" loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-1807\" class=\"wp-image-1807 size-full\" src=\"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/04\/avoid-a-gun-to-the-head-as-motivation-e1558207297545.png\" alt=\"Individual Motivation to Embrace Organizational Goals (aka, Persuasion)\" width=\"308\" height=\"500\" \/><p id=\"caption-attachment-1807\" class=\"wp-caption-text\"><span style=\"font-size: 14pt;\"><strong>Avoid a Gun to the Head as Motivation<\/strong><\/span><\/p><\/div>\n<p><span style=\"font-size: 14pt;\">The three classic forms of persuasion include:<\/span><\/p>\n<ol>\n<li><span style=\"font-size: 14pt;\">Internalization (indicative of the will or the WHY of a meeting),<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Identification (indicative of the wisdom or the WHAT of a meeting), and<\/span><\/li>\n<li><span style=\"font-size: 14pt;\">Forced Compliance (indicative of the activity or the HOW of a meeting)<\/span><\/li>\n<\/ol>\n<h3><strong>Persuasion via Internalization <\/strong><\/h3>\n<p><span style=\"font-size: 14pt;\">The most powerful, long-lasting, and effective form of motivation occurs when their meeting contributions result in personal gain. To internalize suggests an individual that can associate their input with the meeting output. And the meeting output\u00a0ultimately generates a return on their investment of time and energy.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">When the facilitator can demonstrate that the meeting output (i.e., deliverable) demonstrably affects the quality of life of a participant, how much money they will make, who they will work for, who will work for them, or equally powerful factors, they have internalized the need for participation.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Participants who can link the group goal back to their own lives, such as developing a line of sight toward some extrinsic gain such as increased income or a more balanced workload, view their existing competencies and potential contributions as a validation of their time and energy. To the extent that their contributions positively impact the deliverable, their participation in meetings increases dramatically.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">The facilitator ought to make clear the value of their contributions and strive to quantify the financial risk if the meeting fails. Typically risk may be expressed in financial units (e.g., dollars) or labor values (i.e., FTE or full-time equivalent). If the facilitator cannot link individual contributions to some measurable value, meeting participation will likely be dominated by the participants who can internalize the value of their contributions, at the expense of other participants who remain less clear about how they will be impacted by the meeting deliverable. One could view internalization as the ability to apply SMART principles by quantifying value and creating valid objectives for subject matter experts.<\/span><\/p>\n<h3><strong>Persuasion via <\/strong><strong>Identification<\/strong><\/h3>\n<p><span style=\"font-size: 14pt;\">A less effective and less sustaining form of motivation or persuasion develops from a fuzzier or qualitative form of motivation. In modern society, the analogy is advertising. To the extent that participants identify with meeting goals, the more likely they contribute. They also make their contribution more frequent and robust.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Charismatic session leaders can frequently persuade with their personality styles because participants can identify with their passion and exuberance. Identification represents an extrinsic form of motivation, rather than the intrinsic form obtained through internalization.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Successful persuasion occurs when the larger group (e.g., the entire organization) links back to the smaller team (i.e., meeting participants). When the team is viewed as successful by the organization, they are also viewed as successful individuals. Participants feel or believe that the organization will positively view their personal competencies based on the performance of the team.<\/span><\/p>\n<h3><strong>Persuasion via <\/strong><strong>Forced Compliance<\/strong><\/h3>\n<p><span style=\"font-size: 14pt;\">A valid analogy to understand forced compliance develops when one views a \u201cgun to their head.\u201d In other words, do it or you will be harmed. Forced Compliance best describes the motivation of most people attending \u201cstaff\u201d meetings. They really don\u2019t want to go, but risk penalty or even termination if they fail to appear.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">While a powerful motivator to attend, forced compliance does little to increase participation. In fact, most people with a gun to their head will say or contribute little. Strive to avoid this form of motivation, because if it is required to get people to attend, most likely the meeting is not necessary in the first place.<\/span><\/p>\n<p><span style=\"font-size: 14pt;\">Leaders who rely on forced compliance are not thinking clearly. They need to revisit internalization and establish a line of sight for the participants so that each participant can approximate the true value of their attendance and contributions.<\/span><\/p>\n<h4 style=\"text-align: center;\"><span style=\"color: #ff0000; font-size: 14pt;\"><strong>______<\/strong><\/span><\/h4>\n<p><span style=\"font-size: 14pt;\">Don\u2019t ruin your career by hosting <a href=\"https:\/\/mgrush.com\/blog\/bad-meetings\/\">bad meetings<\/a>. Sign up for a <a href=\"https:\/\/mgrush.com\/public-facilitation-training\/\" target=\"_blank\" rel=\"noopener\">workshop<\/a> or send this to someone who should. <em><a href=\"https:\/\/web.archive.org\/web\/20260106090117\/https:\/\/mgrush.com\/\">MGR<span style=\"font-size: 12pt;\">USH<\/span><\/a><\/em> workshops focus on meeting design and practice. Each person practices tools, methods, and activities every day during the week. Therefore, while some call this immersion, we call it the road to building high-value facilitation skills.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Meeting and workshop participants by definition ought to be participatory. To get and stay involved, subject matter experts (i.e., SMEs or participants) need motivation to both show up (or attend) and to actively contribute over the course of a meeting. The role of facilitator or session leader mandates the need to link value from their [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1807,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_wp_convertkit_post_meta":{"form":"-1","landing_page":"","tag":"0","restrict_content":"0"},"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[453185969,55884429],"tags":[1214,67837,453190844,453192222],"class_list":["post-1806","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication-skills","category-meeting-support","tag-communication","tag-decision-making","tag-persuasion","tag-prioritizing"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Individual Motivation to Embrace Organizational Goals (Persuasion)<\/title>\n<meta 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However, he also observed meetings that worked. What set them apart? A well-prepared leader who structured the session to ensure participants contributed meaningfully and achieved clear outcomes. Throughout his career, Metz, who earned an MBA from Kellogg (Northwestern University) experienced and also trained in various facilitation techniques. In 2004, he purchased MG RUSH where he shifted his focus toward improving established meeting designs and building a curriculum that would teach others how to lead, facilitate, and structure meetings that drive results. His expertise in training world-class facilitators led to the 2020 publication of Meetings That Get Results: A Guide to Building Better Meetings, a comprehensive resource on effectively building consensus. Grounded in the principle that \u201cnobody is smarter than everybody,\u201d the book details the why, what, and how of building consensus when making decisions, planning, and solving problems. Along with a Participant\u2019s Guide and supplemental workshops, it supports learning from foundational awareness to professional certification. Metz\u2019s first book, Change or Die: A Business Process Improvement Manual, tackled the challenges of process optimization. His upcoming book, Catalyst: Facilitating Innovation, focuses on meetings and workshops that don\u2019t simply end when time runs out but conclude with actionable next steps and clear assignments\u2014ensuring progress beyond discussions and ideas.","sameAs":["http:\/\/MGrush.com","http:\/\/www.facebook.com\/FacilitationTraining\/","https:\/\/www.linkedin.com\/in\/terrencemetz\/","@teammetz","https:\/\/x.com\/TerrenceMetz","https:\/\/www.youtube.com\/watch?v=j4x3-Qo9Ez4"],"birthDate":"1955-09-23","gender":"male","jobTitle":"Managing Director","worksFor":"MG Rush Facilitation","url":"https:\/\/mgrush.com\/blog\/author\/teammetz7\/"}]}},"jetpack_featured_media_url":"https:\/\/mgrush.com\/blog\/wp-content\/uploads\/2014\/04\/avoid-a-gun-to-the-head-as-motivation-e1558207297545.png","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1806","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/comments?post=1806"}],"version-history":[{"count":0,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/posts\/1806\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media\/1807"}],"wp:attachment":[{"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/media?parent=1806"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/categories?post=1806"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mgrush.com\/blog\/wp-json\/wp\/v2\/tags?post=1806"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}