How to Influence – our C3 Model of Influencing

2 May 2013
Comments: 2
2 May 2013, Comments: 2

One area we are really interested in is how to influence, and how you can learn to be really influential in your field.  We originally developed our influence Model when we were writing our book Brilliant Selling, but as we modelled the world’s best trainers as preparation for writing the FT Guide to Business Training, we realised that all of the principles of how to influence well apply to delivering excellent training too.

So we have included our C3 Model of Influencing™ in the FT Guide to Business Training because whatever area of training you work in, whether you are a consultant or work in-house, a training manager or work at a very senior level, being seen as influential by your stakeholders and clients can make a real impact to both your career and to how your training is received.

This short video below gives an introduction to our C3 Model of Influencing™.  If you would like to know more then we have included a full 12 minute video below it which discusses the Model in more detail, and of course you can find our more about it in the FT Guide to Business Training which you can by from Amazon and all good book stores!

We hope you enjoy the video – please share it now with anyone you think may be interested by using the links at th bottom of this blog page.  Don’t forget we will be giving FREE copies of the FT Guide to Business Training away throughout the day.  We would also love to hear what you think about our C3 Model of Influencing™ so please let us know by:

  • posting a comment at the foot of this blog
  • emailing us now at or
  • tweeting us (click the twitter link at the bottom of the page to follow us).

And come back again at 2pm to find out more about the results of our modelling of the best trainers in the UK.

Here is the full 12 minute version

2 responses on “How to Influence – our C3 Model of Influencing

  1. Andy G says:

    Love the model guys. Do you have any suggestions for obtaining some good / unbiased feedback when implementing these ideas with live groups for the first time. Thanks.

    • Tom says:

      Hi Andy,
      Thanks for the question. Our ability to obtain some good / unbiased feedback is often linked to our ability to a) ask the right questions and b) listen objectively to the answers (which may not be what we want to hear!).
      You set the tone for getting unbiased feedback through everything you do in how you deliver the training including how you welcome and answer questions. It is these unconscious habits that ‘teach’ your group what is expected from them so beware the habits you are installing and think about this in advance.
      Telling a group that you are keen to gain objective feedback up front is important – again, it sets an expectation. I also find that asking some reflective questions at the end of a programme – especially if you have framed the reason to help encourage objectivity – is useful. Circulating a brief survey after the training helps the reflectors have time to consider their response and so also helps.
      Questions such as “What did you appreciate and value?”, “What would you like to see more of / less of?” and “What would you suggest be handled differently?” can help pull feedback from participants.
      Hope that helps.

Leave a Reply

Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>