Nudging & Emotional Control: 3 X 7 Tips for Gentle Manipulation

Nudging is the Idea, People gently steer them toward better decisions simply by changing their environment. 3 professional application areas.

Why changes through micromanagement have to fail

Change Management has long been ubiquitous in day-to-day business, and has become numerous Methods developed in order to implement upcoming change processes as well as possible. But one thing is always neglected: the feelings of everyone involved - even though change management is a highly emotional matter. It is absurd that "feelings" are treated like sleazeballs in management - even though they affect the company's results more than some would like.

In fact, the majority of managers are still trying to micromanage change. Micromanagement is the practice that Employees someone constantly looking over your shoulder to make sure you're doing your job correctly. This is usually done by someone in a position of power, although micromanagement can also be done by employees. It goes without saying that the Control of employees through micromanagement is not good for team morale as many employees are bullied by it feel. But what is better Solution? Is there a?

Nudging vs. micromanagement: why gentle manipulation is better

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Yes there is. When micromanagement isn't effective, the nudge theory can be a useful tool. Overly controlling managers, in particular, tend to forget the most important rule of micromanagement: it's not about control, it's about getting things done. The nudge theory, a psychological one Concept from the 1970s, defines control as “a balance between the ability to control and the extent to which control is exercised”. Nudge theory advocates a “libertarian paternalism” approach, in which decisions are nudged that are beyond the manager's control.

Nudging consists of small, often subtle changes in a given environment that can lead people to make decisions in a certain direction without the need for explicit instructions or coercion. The idea is to give employees just enough guidance to enable them to make better decisions themselves—without actually telling them what to do. Nudging is the practice of generating psychological "nudges" or reminders to help you stay on track. It allows you to break the goal into smaller, achievable ones steps to be broken down and reinforced positive behaviors that will help you Set to reach. In this post, we will discuss how you can use nudging to effectively achieve your goals. This theory has been applied to a variety of situations Workplace applied.

Nudging: Emotional control in 7 steps

But how does nudging work in practice? How can employees be won over to change through nudging and emotional control?

1. Causing discomfort with the status quo: Because “People don’t change without need. As energy savers, they first do everything to avoid any change.”
2. Create desire and energy to change: The point here is “to make the cognitive dissonance between knowledge and action so clear that it upsets the prevailing balance.”
3. Making the future tangible: And with a "clear message, linked to one's own person and emotionally so strongly mobilizing that one cannot escape its effect."
4. Mentally mobilize: This is what Doppler and Voigt describe as the task of “establishing a stable internal management program” so as not to run the risk of the team throwing in the towel when the first difficulties arise.
5. Setting signs for departure: A change process is not a walk in the park. It therefore depends on a well-prepared (and staged) departure. On the “starting shot”.
6. Lift anchor and leave old shores: The phase when it comes to "creating the right mixture of joy, fear, expectations, hopes, wishes, fears, enthusiasm, longing and passion."
7. Create the feeling of being on the right track: Assuming it's the right way. Otherwise, the following applies: “Put your cards on the table and convert the previous learning experiences!”

Achieving goals through nudging and emotional control: 7 tips

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But how do you achieve your goals? Everyday life? When it comes to achieving a goal, it is important to have a Strategy to help you stay motivated and on track. Nudging is a simple but effective Technology, which can help you stay productive and reach your goals faster.

1. Authentic appearance: Just being authentic is not a silver bullet. In some cases it is advisable to take on a role instead. Don't reveal too much private information. You can quickly provide appropriate attack surfaces.
2. Praise right: Do not mix praise with criticism! This only creates a barely tangible plus-minus-zero situation. And avoid misinterpreting the obligation to collect as an obligation on the part of your superiors.
3. conflict situation: Hands off the keyboard, take a deep breath, make a phone call or seek a personal conversation. What to do if he becomes aggressive? Run away with the hint that the situation is becoming too emotional for you. What if he just whines? "Switch to the draft!" If he makes unclear announcements? “Keep asking until you get to the heart of the matter”. Or if someone doesn't want to make decisions? “Offer your support! Does anything miss? Is there anything else I can do for you”
4. Gentle Prompts: Undecided employees sometimes need a gentle prompt. For example, companies often conduct online surveys among their employees, where participation is encouraged by asking employees to click the button.
5. Public confession: Sometimes you have to nudge yourself to focus on goals even when there are problems. So tell as many other people as possible about your goals!
6. Salami Tactic: Break down your plans into manageable steps. This shortens the way to the goal. Reward yourself after a successful stage. For example with a nice record.
7. Keep a progress diary: Document your journey. Visualize your goal regularly. Imagine the future once you get where you want to be.

Negotiating – 7 tips: It depends on the right preparation

Even in negotiations, the concept of “nudging” is gaining ground as a way of emotionally influencing individual and organizational behavior awareness won. how does it look in action?

1. The negotiation profile: "Negotiating successfully means winning at the factual level and keeping the relationship level intact." One look at the newspaper is enough to see that this “requirement” is violated every day with sometimes devastating consequences. On the other hand, according to Wachs, only relentless research helps. Only when you know what drives your counterpart can you really meet them - and recognize the scope for negotiation.
2. Identification: Seeing through the linguistic models that others use to create pressure.
3. The goal definition: Only those who clearly define their goals in advance can reach them afterwards. Sounds trivial, but becomes interesting when wax shows the four target dimensions (personal goals, business goals, environmental goals, negotiating goals). Important: always have an alternative in the hindquarters - and keep in mind that the negotiating partner has an alternative.
4. The negotiation strategy: Using Internet Explorer as an example, Wachs shows how a company (Microsoft) can assert itself against a competitor (Netscape) with a worse product but a better strategy. Background: The "decisive part of the negotiation takes place beyond the negotiating table." For example, by designing the “environment layer”. This is how you manage to make the pie bigger instead of dividing the pie.
5. The right negotiation tactics: Once everyone involved sits at the table, the “psycho games” do not fail to materialize. Wachs presents catchy typologies to quickly gain an overview. And it shows the most common pitfalls that negotiators usually set themselves (for example, conclude from the past about the future, cling to losses instead of writing them off, just see what we want to see).
6. Fix, please! The best negotiation result is built on sand if the results are not knocked down exactly. Even if the “handshake” may be romantic, contracts regulate what should not usually happen, but can happen. Wachs quickly shows which topics you need to think about.
7. Attention failure: What to do if the negotiation threatens to fail? Estimate the worst possible ending. For example, is there really a threat of termination? Then use the defense in an orderly manner.

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