When it comes to creating impactful conversations—whether in coaching, sales, or leadership—two elements play a central role: trust and influence. Think of trust as the foundation of a strong relationship, and influence as the tool that helps you guide meaningful action. The two go hand in hand, and when used together, they can truly transform the way we connect and influence others.

In this article, we will explore the concepts behind trust and influence, break down the insights from our upcoming "Creating Trust, Activating Influence" workshop, and show you how to leverage these principles in your work connections. 

Why Trust and Influence Matter?

At the core of every successful interaction lies trust. Trust is what makes people feel comfortable enough to open up, share their thoughts, and take your advice seriously. Influence, on the other hand, is what enables you to guide them toward meaningful action based on that trust. These two elements form the foundation of relationships in business, sales,coaching  and personal life.

While trust is about creating a safe environment, influence is the ability to inspire and motivate others to act. The key is to use these two forces together—when they work in harmony, you can transform ordinary interactions into impactful, meaningful conversations.

"Trust is the glue of life. It's the most essential ingredient in effective communication. It's the foundational principle that holds all relationships." — Stephen R. Covey

How to Build Trust and Activate Influence?

Our upcoming "Creating Trust, Activating Influence" workshop focuses on combining trust-building techniques with influence strategies that can be applied in any scenario—whether you're leading a team, guiding a client through a transformative decision, or navigating challenging conversations. Here's how the workshop breaks down these skills:

1. Mastering Persuasion Techniques

One of the most important aspects of influence is understanding the psychology behind it. In the workshop, you'll learn Cialdini’s Principles of Influence, a respected model for ethical persuasion. These principles—such as reciprocity, scarcity, and authority—provide you with a framework to influence others in a way that fosters mutual respect and collaboration.

Example:
Imagine you're leading a meeting where you need your team to adopt a new process. By using the principle of social proof, you can show that other departments are successfully using the same process, making your team more likely to follow suit.

2. Building Trust and Credibility

Trust doesn't happen overnight, but there are effective strategies you can use to build it quickly. The workshop introduces the Fogg Behavior Model, which helps you design trust-building interactions that align with the motivations of those you’re engaging with. You'll learn how to communicate in a way that builds credibility and creates a genuine connection.

Example:
If you're presenting a new idea to a client, you might align your proposal with their core values, demonstrating that you understand their priorities. This approach builds credibility and trust, making them more likely to trust your guidance.

"Trust is earned when actions meet words." — Chris Butler

3. Communicating Effectively Across Different Styles

A crucial element of influence is understanding the different ways people communicate. In this session, you'll explore Transactional Analysis (TA), a model that helps you recognize and respond to different ego states—Parent, Adult, and Child. This understanding allows you to adapt your communication style based on the emotional and intellectual needs of your audience, making your message more impactful.

Example:
In a team discussion, you might recognize that a colleague is speaking from their "Parent" ego state, offering rules and guidelines. By responding from your "Adult" state, with logic and calm reasoning, you can balance the conversation and keep it productive.

4. Handling Objections with Confidence

One of the biggest challenges in guiding decisions is handling objections. Instead of seeing objections as roadblocks, the workshop shows you how to view them as opportunities to build trust and further influence. Using the Challenger Sales Model, you'll learn how to reframe objections and use them to strengthen your position without pressuring or manipulating the other person.

Example:
If a client pushes back on your proposal, you can use their objection to ask more questions, showing that you genuinely want to address their concerns. This approach not only builds trust but also opens the door for collaboration and better outcomes.

Who Benefits from This Workshop?

These concepts apply to anyone who wants to improve their communication and relationship-building skills. Whether you're a coach working to guide clients through growth, a sales professional aiming to close deals, or a leader managing a team, building trust and influence will empower you to:

1. Establish deeper, more meaningful connections
2. Communicate effectively across different contexts
3. Guide others to take action confidently and ethically
4. Strengthen long-term relationships

“Trust is like the air we breathe—when it’s present, nobody notices; when it’s absent, everybody notices.” — Warren Buffett

So, if you’re ready to take the next step in mastering these skills, don’t miss the opportunity to join us for this transformative workshop.

For more details, visit 👉 https://arcadiacoachinglab.com/academia.

 
Bibliography:
Cialdini, R. B. (2006). Influence: The Psychology of Persuasion. Harper Business.
Covey, S. R. (2004). The 7 Habits of Highly Effective People. Free Press.
Berne, E. (1964). Games People Play: The Psychology of Human Relationships. Grove Press.
Dixon, M., & Adamson, B. (2011). The Challenger Sale: Taking Control of the Customer Conversation. Penguin.

In the dynamic world of team development and organizational growth, understanding and implementing effective frameworks for team performance is paramount. One such influential model is the Drexler/Sibbet Team Performance Model, a comprehensive tool designed to diagnose, intervene, and improve team dynamics and performance. This article explores the model's foundational principles, stages, and applications, providing insights into how it can be integrated into coaching practices to foster high-performing teams within the Arcadia Coaching Lab and beyond.

Introduction to the Drexler/Sibbet Team Performance Model

Developed by Allan Drexler and David Sibbet, the Drexler/Sibbet Team Performance Model outlines seven stages that teams undergo from formation to high performance: Orientation, Trust Building, Goal Clarification, Commitment, Implementation, High Performance, and Renewal (Drexler, A., & Sibbet, D., 1994). This model not only charts the path teams typically follow towards achieving effectiveness but also serves as a diagnostic tool to identify areas requiring intervention.

The Seven Stages of Team Performance and some crucial team coaching questions to help you!

1. Orientation (Why?): Teams begin by exploring their purpose. Clarity about the team's objectives is crucial for aligning individual and collective efforts. 

"Teams move forward when they are clear about their direction" (Sibbet, 2002).

• What is our core purpose for coming together as a team?
• How does each team member perceive our mission and objectives?
• In what ways can we align our individual goals with the team's overarching goals?

These questions aim to establish a unified sense of direction and ensure all team members are committed to a common purpose.

2. Trust Building (Who?): Trust is the foundation of effective teamwork. This stage focuses on developing mutual respect and understanding, creating a safe environment for open communication.

• What strengths and unique skills does each member bring to the team?
• How can we create a safe space for open and honest communication?
• What actions can we take to build mutual respect and trust among team members?

Fostering an environment of trust is essential for open dialogue and collaboration, making it crucial to explore how trust is cultivated and maintained within the team.

3. Goal Clarification (What?): Here, teams define their goals and the outcomes they aim to achieve. Clear goals provide a roadmap for the team's journey ahead.

• What specific, measurable goals are we aiming to achieve as a team?
• How do these goals align with the broader objectives of our organization?
• What challenges might we face in achieving these goals, and how can we address them?

Clarifying goals helps the team focus their efforts and provides a clear roadmap for action.

4. Commitment (How?): Commitment involves agreeing on roles, responsibilities, and the strategies to achieve the team’s goals. This stage is about making decisions and allocating resources.

• What roles and responsibilities will each team member assume?
• How will we decide on the strategies and resources needed to achieve our goals?
• What commitments are we willing to make to ensure the success of the team?

This stage is about solidifying the team's commitment to their roles, responsibilities, and the collective mission, ensuring everyone is prepared to contribute effectively.

5. Implementation (Who Does What, When, Where?): During this phase, teams execute their plans, requiring coordination, cooperation, and flexibility to adapt to challenges.

• What is our plan of action, and how will tasks be distributed among team members?
• How will we ensure effective coordination and communication throughout the implementation phase?
• What mechanisms will we put in place to adapt to unforeseen challenges?

Questions at this stage are designed to facilitate effective action and adaptability, focusing on the practical aspects of executing the team's plan.

6. High Performance (Wow!): High-performing teams exhibit peak efficiency, creativity, and collaboration. They operate in a state of flow, achieving outstanding results.

• What indicators will demonstrate that we are operating at high performance?
• How can we maintain our momentum and continue to innovate?
• In what ways can we leverage our strengths to achieve even greater results?

At the peak of team performance, the focus shifts to sustaining success, encouraging reflection on the factors contributing to the team's effectiveness and areas for ongoing growth.

7. Renewal (Renew): Teams reflect on their achievements and challenges, learning from their experiences and making necessary adjustments for continuous improvement.

• What have we achieved, and what lessons have we learned throughout our journey?
• How can we apply these insights to future projects and challenges?
• What adjustments or improvements can we make to enhance our team performance moving forward?

Renewal emphasizes reflection and continuous improvement, asking the team to consider their growth and how they can evolve to meet future challenges.

Integrating the Model into Coaching Practices

Coaching practices can leverage the Drexler/Sibbet Team Performance Model to enhance team dynamics and performance in several ways:

• Diagnostic Assessment: Coaches can use the model to assess a team's current stage and identify areas requiring attention or intervention. This helps in tailoring coaching strategies to the team's specific needs.
• Facilitating Trust and Communication: Coaches can conduct workshops and activities focused on trust-building and effective communication, crucial for progressing beyond the initial stages of team development.
• Goal Setting Workshops: Facilitate sessions to help teams clarify their goals and ensure that these are aligned with the organization's objectives.
• Role Clarification: Assist teams in defining roles and responsibilities, ensuring that each member understands their contribution towards achieving the team's goals.
• Performance Monitoring: Implement mechanisms for monitoring progress and performance, providing teams with feedback and strategies for overcoming obstacles.
• Celebrating Achievements: Encourage teams to recognize and celebrate their achievements, fostering a culture of appreciation and continuous improvement.

The Drexler/Sibbet Team Performance Model offers a robust framework for understanding and enhancing team dynamics and performance. By navigating through the seven stages of team development, coaches can guide teams towards achieving high performance and sustaining success over time. Integrating this model into coaching practices not only facilitates team growth and effectiveness but also contributes to building a culture of collaboration, innovation, and resilience within organizations.

Bibliography

• Drexler, A., & Sibbet, D. (1994). Team Performance Model. The Grove Consultants International.
• Sibbet, D. (2002). Team Performance Principles. The Grove Consultants International.