Page 2 - Persuasive_Power_Scale_Assessment_Sample_Report

Your Coerceive Power Scale Your Persuasive Power Scale

High High
25 24
Value for Value for
Coerceive 0 30 0 30 persuasive power
power Low 16 Moderate 20 High Low 19 23 High

12 Moderate 14 Moderate
Need for Need for
Coerceive 0 30 0 30 Persuasive power
power Low 11 17 High Low 12 18 High

48.6 Low 57.1 High
Effectiveness Effectiveness Index
Index of 0 100 0 100 of Persuasive
Coerceive power Low 52 58 High Low 51 57 High power

Your report indicates that you place high value on your "Coerceive power", though
On the
your need for more of it is on the lower side of moderate Together this gets
Coerceive
reflected as LOW on the effectiveness scale. It can be interpreted that though
Power Scale
you recognise the importance of Coerceive power in dealing with day to day
situations, you consciously avoid and refrain from adopting behaviours aligned to
the Coerceive scale and also acknowledge that you do not any more coerceive
power than what you already have

Your report indicates that you perceive "Persuasive power" as highly valuable, and
On the
often use it in dealing with routine situations. The report also indicates that you
Persuasive
display a moderate need for more persuasive power. Together this gets reflected
Power Scale
as HIGH on the effectiveness scale. This can be interpreted as you consciously
adopt behaviors aligned to the "Persuasive scale" while feeling a little inadequate in
the amount of persuasive power that you presently wield.

When the effectiveness score of both scales are analysed together the report
Together they
indicates that you are making conscious choices and efforts to move away from
indicate
a dominantly coerceive style of communication to a dominantly persuasive. It could
also be interpreted that you adopt a coerceive style only when you are faced
with difficult or stressful situations.

Being excellent at what you do doesn't guarantee success, you also need to
address the following key factors:
Perception How you think you are seen, how you are really seen by others and how you want to be seen - these are often three
different things. It is clearly important to bring these into alignment. Perception is affected by your image, your
attitude, the opinions you express and the behaviours you display. All these in turn are subtly influenced by how you
perceive and use the power scale . For example how do you prefer being referred as - through your organisational
position; closeness to power source, attributes from the Coerceive domain, or do you prefer to be know through your
expertise and competence, attributes from the Persuasive domain
Visibility It is important to be visible at work. People who are responsible for recognizing your work must be able to see the value
you are bringing to the organisation. Although "tooting your own horn" can feel awkward, letting other people know
what you are doing is an important part of being visible. How do you usually make yourself visible? Do you prefer to use
"Charisma"; "Personal Relationhip" etc from the Coerceive domain or are you more comfortable being visible using
"Referent" or "Rewarding" attributes from the Persuasive domain.
Influence You have influence when you have the power to change a situation or to change people's minds. What do you usually do
to influence other people? Do you become "manipulative" or use "punishing" techniques from the coerceive domain . Or
do you prefer to use 'sharing information' or 'helping / caring' attributes from the persuasive power bucket to exert your
influence?
It is important that you carefully think through each of the above factors. Be honest with yourself. Step back to observe and analyse how you usually
interact with people in your environment. The more you use attributes from the 'coerceive domain' the more your communication will be seen as
'aggressive'; likewise the more you fall back on your 'persuasive power domain' it will help you become more "Assertive". Occassionally you may find
yourself doing neither. For such situations it is very likely that the effectiveness indexs on both the scales has gone down and your communication
appears "submissive" to others.