Chapter 6 Impact and Influence Cluster

Adviсe

• The concept of psychological impact
• The purpose of psychological influence
• Methods of psychological influence
• Psychological influence tools
• Belief
• Suggestion
• Infection
• Methods of protection against psychological influence

Every day we are exposed to psychological influences. Sometimes it's annoying, and sometimes we don't even realize we're being manipulated. Psychological influence is a powerful tool in capable hands. To master the techniques, you need to thoroughly study personality traits and possible ways to influence people’s consciousness.

What types of influence are there and how to protect yourself from other people’s influence, we’ll talk in this article.

The concept of psychological impact

This is a complex and multifaceted term. To put it briefly, psychological influence is a manipulation of the human subconscious, which occurs contrary to common sense. Influencing feelings and emotions allows you to control human behavior.

At the dawn of civilization, shamans and tribal leaders possessed the skills of psychological influence. They used primitive methods: body language, voice intonations, rituals and drugs that clouded consciousness.

With the development of science and technology, there are so many ways to manipulate the subconscious that each of us uses them every day and does not suspect it.

The purpose of psychological influence

Regardless of the object (one person or group), there is a specific goal of psychological impact behind the process:

Using other people to satisfy personal needs. Gaining authority in the group. Creating frameworks and standards for society. Gaining a sense of significance. Proof of its existence.

Most attempts at manipulation have selfish goals. We see a person who is emotionally weaker than us, and we strive to subjugate him. One needs to be listened to, the other needs to carry out assignments for him. These are goals that we achieve through psychological influence.

Some use this skill for good purposes, others are driven by selfishness. But in the first and second cases, the true goal is to prove one’s own importance to society and establish the fact of one’s existence. Psychology does not divide motives into good and bad; it studies methods and methods of influence, discovering new facts.

It is difficult to figure out a skilled master, especially if he affects you and your environment. In practice, it is easier to convince several people than one. This is due to the herd mentality and the development of the media. We blindly believe what we are told on TV.

Methods of psychological influence

Methods of psychological influence are varied. Politicians and dictators are fluent in each of them:

Belief. Influence through arguments. Self-promotion. Demonstrating your advantages over other people to gain the trust of others. Suggestion. Impact without arguments. Infection. Transferring your feelings and emotions to other people. Arousing the desire to imitate. Through words and actions, awaken people to imitate you. Evoking favor. Belief in your good intentions and goals. Request. Expressing your desires and asking for their satisfaction. Compulsion. Pressure and intimidation with threats. Destructive criticism. Suppression of a person's personality, ridicule and insult to personality. Manipulation. Indirect awakening to action or judgment.

Types of psychological influence have similar and different features, some are suitable for achieving quick results, others for influencing a person over a long time.

Dictionary of competencies

The Influencing cluster reflects an individual's underlying concern about his impact on others, known as the need for Power.1 The "power" motivation that fuels effective behavior is usually seen in relation to something good about the organization and other people. We were unable to find top performers who pursued their own status or prestige relentlessly, or who achieved what they wanted at the expense of others or the company. In all competencies, intentions and actions that count toward positive scores must be reasonably social—the desired effect must be beneficial to everyone, or at least not cause harm. Intense competition within a company or using influence for personal gain at the expense of the entire company counts as negative points toward Influence and Influence.

IMPACT AND EXERCISING INFLUENCE (IDA)

The Influence and Influence cluster expresses the intention to persuade, persuade, influence or impress others in order to get them to support the speaker's plans; can also express a desire to have a certain effect or influence on others. An important difference between Influencing and Influencing and Responsive Action in Interpersonal Understanding and Customer Service Orientation is that in Influencing and Influencing the speaker has his own agenda, a particular type of influence or sequence of actions that he wants others to take. Influencing and Influencing may also be called:

• Strategic influence • Impression management • Attention-getting • Target persuasion • Collaborative influence

The Impact and Influence cluster (Table 6-1) has two dimensions. The core dimension (A) describes the number and complexity of actions taken to influence others, ranging from direct presentation to complex customer-focused strategies involving multiple steps or additional people. The secondary dimension (B) considers the breadth of impact: from one person, an entire company, to global political or economic events. When applying the Impact and Influence cluster to other individuals (i.e., the breadth of impact is small), it is supported by Interpersonal Understanding. It is difficult or impossible to influence others effectively and consistently without understanding them. Likewise, to effectively influence companies, an individual requires an Understanding of the company (higher breadth of IDM). Standard indicators of Impact and Influence include:

• Anticipation on the part of the speaker of the effect of an action (or other detail) on people's imaginations

• Appeal to reason, data, facts and figures

• Use of concrete examples, visual aids, demonstrations, etc.

• Gathering political coalitions, building “behind the scenes” support for ideas

• Intentionally providing or withholding information in order to obtain a specific effect.

• Apply skills and knowledge of group processes to lead or direct a group.

Since you're buying one item, why not update the entire room? You can get quite a lot of furniture for the money you have. You might as well tidy up the room in the process. (VZDA.2, B.1)

When I started this work, I had few official certificates. I wanted to give the impression of a very businesslike and professional person, so that no one would even doubt my diplomas. I always pinned my hair up, wore a very conservative suit, low-heeled shoes and stuff like that... Having proven at work what I was capable of, I relaxed a little. (VZD A.4, B.2)

I knew that the two or three generals associated with this purchase would be furious if we sent letters to Congressmen, but I also knew that it would stop purchases from one supplier. As soon as the letters got to the Pentagon, naturally, everything stopped, and there was talk that everything was under control. Of course, the next thing I received was a call from the general, who burst into thunder and remembered all my ancestors up to the tenth generation, for (I am sure!) his superior had seriously reprimanded him. (Dramatic actions: sending letters of protest to congressmen and understanding the causal chain of behavior of others that led to the anticipation of an unpleasant phone call; also includes Understanding the company.) (DPA A.5, B.8 plus MP A.4, B.1)

I knew that recruiting his wife was as important as recruiting him. Having made sure that he had seen the pier, I introduced his wife to two horsemen, my friends. (Brings friends to impress his wife, so that she influences her husband and persuades him to join the speaker’s company.) (VZD A.8, B.1)

(A consultant presents a review of a downsizing plan to a group of executives, including a combative marketing director.) I thought that if I went ahead and told the truth that clearly nothing was happening in one area—marketing—he would find a thousand and one reasons to justify himself. , why nothing was done or why he wants to leave everything as it is. So I started by turning to the managing director and saying: “Okay, there are six of you and six secretaries, and we have not reduced these numbers. Why don't we reduce the number of your secretaries? Why don’t we start implementing this plan with your own reception?” This took them by surprise, they did not expect that I would become interested in their secretaries... So I got the opportunity to interview the marketing department while they were confused. Since the sales director was still a little offended, he did not expect a question about his marketing department. So, the other two directors... hung on to this poor guy (the sales director) because he didn't instruct his marketing director to reduce the number of employees in a department that he considered sacrosanct. In general, at the end of the day we got what we wanted, but in a painful way. I was pleased. (VZD A.8, B.2)

Table 6-1 Impact and Influence Scale (IIA)

Connection with other competencies

Influencing and Exerting Influence (Level A.4 and above) includes Interpersonal Understanding. Effective use of influence is based on accurate Interpersonal understanding. Sometimes people influence and intervene due to lack of understanding, but the results can be unpredictable, uncontrollable and not indicative of best execution. Understanding the company is the foundation of Impact and Influence with greater breadth of impact (high end of the B scale), just as Interpersonal Understanding is the basis of Impact and Influence at the individual level (lower level of the B scale) . The use of Influence Strategies (IBD A.6 to A.8) requires an average level of analytical or conceptual thinking plus some level of Flexibility.

Initiative often supports Impact and can be used for Impact and Influence, as well as for other purposes. Relationship building often supports Impact and Influence at the organizational level (B.3 and above), providing both information and the basis for alliances and indirect influence. The managerial competencies discussed in Chapter 7 (Developing Others, Teamwork and Collaboration, Team Leadership) can be seen as special cases of Influencing and Exerting Influence, and each expresses a different specific agenda. Directiveness is not a special case of Influencing, since in this case the intention is usually not to influence or persuade, but rather to impose one's will or desire on other people.

UNDERSTANDING THE COMPANY (PC)

Company understanding refers to an individual's ability to understand the power relationships within their company or other organizations (customers, suppliers, etc.) and, at a higher level, the company's position in the larger world. This includes the ability to determine who actually makes decisions and who can influence them, and to predict the impact of new events or situations on individuals and groups within the company, or on the company's position in relation to national or international markets, companies or politics . This scale is parallel to the Interpersonal Understanding scale, but the subject is the company rather than individuals. Of course, at a minimum, moderate levels of Interpersonal Understanding will contribute to knowledge of the company, but the two characteristics are not necessarily dependent on each other. In particular, natural politicians may not listen to others communicating information that is not relevant to their own agendas, and they are often accused of lacking responsiveness (also known as being "sensitive to the feelings of others"). This scale can refer to either understanding and influence within an individual's company (code IPC) or understanding and impact on other companies (customers, clients, suppliers, etc. code IPC). In various studies, Understanding a company is called as:

c Company Operations and Bringing People Together c Understanding the Client's Company n Using the Chain of Command • Political Acumen

The core dimension (A) of the Company Understanding scale (Table 6-2) is complexity, or depth, of understanding: the number of factors an individual considers when trying to understand a company. The depth of understanding of a company ranges from understanding the formal chain of power to understanding long-term underlying issues. The breadth dimension (B) shows the size of the company that the individual understands and matches the breadth scale (B) used for Impact and Influencing (see Table 6-1).

Standard Company Insight indicators include:

• Understanding the informal structures of the company (identifies key actors, people influencing decisions, etc.)

• Recognizing the unspoken limitations in the company - what is possible and what is not possible at certain times or for certain positions

Table 6-2 Company Understanding (PC) Scale*

* For the latitudinal subscale (B), see Table 6-1

• Recognizing and addressing underlying problems, opportunities, or political forces affecting the company.

(Salesperson, in relation to the proposal being processed at the client's company) I knew that we would not be able to see the proposal until it was approved. They sent it through the management hierarchy and we didn't get to see the final product before it went through everyone. It was just a political decision on their part - they had some secret reasons, some of their centers were completely closed, so our new equipment was installed in the computer room, and there were a lot of people whose work had to be moved to another place. They also had a lot of problems with the merger, and I think they wanted to keep the proposal as little publicity as possible. (PKD A3, B.4)

(Consultant describing client's company) The new CEO who arrived early last year was, I was told, a completely different type. Typically, when trying to learn about a person in a position like this, I ask one question: “Is this their last job change?” So I mean that he was thrown out as unnecessary or was appointed to this place for the purpose of training for the future? That particular man is the clear heir to the job of the head of the company, from which I concluded that he is a high-flying bird. So I knew right away that I wanted to meet him and that he was a serious opportunity for us. Once I was talking with the HR manager and tried to insist on my meeting with this general director... (PKD, A.4, B.Z)

The previous procedure for was probably less used than the one we use now. The main reason for this (not using the system) was the way the system was put together - just a lot of pressure on a group of people... the team did not make much effort, because one of the senior managers liked to impose on people and imposed his own views, not allowing them to have their own opinion. (PCIA.5,B.2)

Connection with other competencies

Information Seeking is a critical support for Understanding a company and includes observation, direct questions, indirect information seeking (from third parties, indirect evidence) and various tactics for testing hypotheses. Building relationships is sometimes the foundation of Understanding a Company and Exerting Influence; it provides a source of information and understanding, as well as a basis for alliances and collaborations in influence. Understanding the company supports the organizational levels of Impact and Influence (from level B.Z and above); can also support Team Leadership and Teamwork and Collaboration.

RELATIONSHIP BUILDING (RTN)

Relationship building—Working to build or maintain friendly, warm relationships or networks with people who are or may someday become useful in achieving work-related goals. Sometimes the defining purpose is as clear as in the examples below.

Looking to the future, maybe this year and next I'm going to go to Maryland because I want to build a closer relationship with my daughter, with the idea that when she turns eighteen and gets this money, she'll want to take out a loan and call us in as trustees.

I was building a relationship with him because I wanted to meet his boss and thereby get to the presentation.

Sometimes the instrumental goal is less pronounced and is implicitly determined by the choice of people with whom to build relationships. The Relationship Building competency always implies some (sometimes long-term) work-related goal: Building friendships for their own sake is another competency (Interest in Belonging) that is not part of the general vocabulary. In various models, Relationship Building may be called:

• Maintaining contacts • Leveraging resources • Developing contacts • Personal contacts • Caring for customer relationships • Ability to build trust

Building relationships can be expressed within one’s own company (code OTNVnu - OTN internal) or with people from other companies or society (code OTNVne - OTN External). Since the higher levels of Relationship Building are not necessary in many activities, this scale is a good example of how higher levels on the scale are not necessarily better. We have conducted several studies that have shown that top performers have very close personal relationships with colleagues and clients (for example, in a customer relationship manager position). However, successfully combining business and personal life over time takes discipline, agility, and care beyond the scope of this book. The primary dimension (A) of the Relationship Building scale (Table 6-3) is the closeness, or intimacy, of relationships, ranging from the lowest level in formal relationships (i.e., relationships limited to work-related topics) to close personal friendships and involvement. family members. The second dimension (B) describes the size, or limit, of the constructed network of relationships. This scale is similar to the breadth scale of Impact and Influence and Understanding the Company (see Table 6-1). Interviews do not always provide enough information to score the Breadth of Relationship Building measure. Typical behavioral indicators include:

• Consciously “working on” building rapport (you need to get over yourself to build rapport) • Easily establishing rapport (this can be directly observed during an interview) • Sharing personal information to build rapport or reciprocity • “Contacting”, or building friendships with many people to whom you can someday turn for information or other help.

It all started as a normal conversation about how he was doing and how I was doing, because we hadn’t seen each other for about a month. I then asked permission to go to the parts closet and see what he had there. I made a list of the parts I needed from what he had left, and he agreed to give me the parts. (OTNVnuA.2, B.1)

I myself decided to talk to the head of the operations department, who was our client, and told him that I wanted to meet in a meeting with all the key people of his company. I then personally spoke to everyone I could find, chatting with each person for 10-15 minutes and telling them who I was and what I did. Although we encountered minor problems during this invasion, there were no serious difficulties in contacting people. (OTNVneA.4,B.Z)

Table 6-3 Relationship Building Scale (RBS)*

* For the latitudinal subscale (B), see Table 6-1.

We are in the entertainment industry. Last Saturday night at the opera house premiere, we booked a table for 20 people, invited the best people with their wives and husbands, and everyone left only by three o'clock in the morning. It was just a great event. (OTN A.6, B.4 or higher)

I went to Ed D., the chief investment officer, who I'm great friends with, and I said, "Ed, I need this to go well." His boss sat with him (who usually isn't there), and that helped a lot. (This is an example of referring to existing contacts or relationships. Examples of this kind are more common in the data than we provided in our examples because they tend to be difficult to score). (OTN A.

Psychological influence tools

It’s one thing when a person is nearby and you can convince him with words, looks, movements, intonation. But what to do if the goal is the consciousness of an audience of people located in different cities and even countries.

For this purpose, psychological influence tools are used:

Military means. Trade and financial sanctions. Political means. Fine and musical arts. MASS MEDIA. Internet.

Controlling the masses with the help of these tools leads to stunning results. We are used to believing what we read on the Internet and see on TV, and it never occurs to us that this is just another method of psychological influence. Let's take as an example the canons of beauty that existed 50 years ago and those that exist now. Both were dictated by fashion using the media to sell their products.

Belief

This method has three components: thesis, arguments and demonstration. First, you formulate a specific position - this is a thesis, then you form arguments, and at the end, with the help of a demonstration, you convince the target audience.

The method is very effective if you know the secrets of persuasion:

terms and arguments should be extremely simple and understandable; use only those facts that you are sure are true; take into account the personality characteristics of the interlocutor; carry on a conversation without discussing other people; your speech should be simple, without complex epithets and popular expressions.

Much of your success depends on the arguments you make. Effective are those arguments that are supported by well-known facts, relate specifically to the topic of conversation, are interesting to the interlocutor and have not lost their relevance.

Classification of types of external influence on the human psyche

External influences on human consciousness can be classified as follows:

• informing is a simple communication of information indicating its degree of reliability ;
• training and education - communication of reliable information, with the knowledge and consent of the student , using special methods to consolidate this information in long-term memory at the level of ideas about reality, life beliefs and behavioral skills ;
• deception (false information) - communication of false or unreliable information under the guise of true ;
• propaganda - intensive, open dissemination of information that the distributor considers true ;
• agitation - incitement to action through explicit public calls indicating motives and other information that the agitator considers true ;
• manipulation of consciousness - implicitly inducing the object of manipulation to actions beneficial to the manipulator , by communicating to the object obviously false or limited information ;
• zombification - changing the consciousness ( idea of ​​reality ) of the object of zombification without his consent , by imposing obviously false information using special methods to consolidate this information in long-term memory at the level of ideas about reality, life beliefs and behavioral skills . That is, zombification is similar to “ordinary” teaching , but with false knowledge and without the consent of the “student” ;

All these types of external influence on consciousness ( consciousness control ) use the same physiological mechanisms of the brain , which provide a person with the opportunity to perceive reality . The difference between these types of influence lies in the purposes of the source of influence , the reliability of the information used , as well as the consent of the object of influence and his awareness of the fact of influence itself .

Although the concepts of “ propaganda ” and “ agitation a negative meaning in modern public consciousness due to the dominance of manipulative methods , one should distinguish the open dissemination of reliable information from the implicit imposition of false information .

Suggestion

This method is not based on arguments or facts. It affects the individual differently. With its help, you can impose your opinion on a person and force them to act in your interests.

Suggestion can be direct or indirect. In the first case, you directly express your point of view and expect obedience. This method is used by parents, educators, and teachers. In the second case, techniques are chosen that unobtrusively encourage action. This is the method used by advertising creators.

The effectiveness of suggestion is influenced by the following factors:

age of the person or target audience; condition (fatigue, tiredness); your authority; the personality type of the person who is being psychologically influenced.

Suggestion can be considered successful if they believe you unconditionally and follow the instructions without requiring explanation.

Imitation

An important socio-psychological phenomenon is imitation - the reproduction of the activities, actions, qualities of another person whom you want to be like. Conditions for imitation:

1. the presence of a positive emotional attitude, admiration or respect for the object of imitation;
2. less experience of a person compared to the object of imitation in some respect;
3. clarity, expressiveness, attractiveness of the sample;
4. availability of the sample, at least in some qualities;
5. the conscious orientation of a person’s desires and will towards an object of imitation (one wants to be the same).

The psychological impact of information on a person suggests that there is a change in the mechanisms of regulation of human behavior and activity. The following are used as means of influence:

1. verbal information, a word - but it should be taken into account that the meaning and meaning of a word can be different for different people and have different effects (the level of self-esteem, breadth of experience, intellectual abilities, character traits and personality type influence);
2. non-verbal information (intonation of speech, facial expressions, gestures, postures acquire a symbolic character and affect mood, behavior, degree of trust);
3. involvement of a person in a specially organized activity, because within the framework of any activity a person occupies a certain status and thereby reinforces a certain type of behavior (a change in status in interaction leads to a change in behavior, and also real experiences associated with the implementation of a certain activity can change a person and his state and behavior);
4. regulation of the degree and level of need satisfaction (if a person recognizes the right of another person or group to regulate their level of satisfaction of their needs, then changes can occur; if they do not recognize it, there will be no impact as such).

The purpose of the influence is:

1. introduce new information into a person’s system of views and attitudes;
2. change structural relationships in the system of attitudes, i.e., introduce information that reveals objective connections between objects, changes or establishes new connections between a person’s attitudes and views;
3. change a person’s attitude, i.e., produce a shift in motives, a shift in the listener’s value system.

Socio-psychological attitudes are a state of psychological readiness that develops on the basis of experience and influences a person’s reactions regarding those objects and situations with which he is associated and which are socially significant. There are four installation functions:

1. The function of adaptation is associated with the need to ensure the most favorable position of a person in the social environment, and therefore a person acquires positive attitudes towards useful, positive, favorable stimuli and situations, and negative attitudes towards sources of unpleasant negative stimuli.
2. The ego-protective function of the attitude is associated with the need to maintain the internal stability of the individual, as a result of which a person acquires a negative attitude towards those persons and actions that can serve as a source of danger to the integrity of the individual. If a significant person evaluates us negatively, this can lead to a decrease in self-esteem, so we tend to develop a negative attitude towards this person. At the same time, the source of a negative attitude may not be the person’s qualities themselves, but his attitude towards us.
3. The value-expressive function is associated with the needs for personal stability and lies in the fact that positive attitudes, as a rule, are developed in relation to representatives of our personality type (if we evaluate our personality type quite positively). If a person considers himself a strong, independent person, he will have a positive attitude towards the same people and a rather “cool” or even negative attitude towards the opposite.
4. Function of organizing a worldview: attitudes are developed in relation to certain knowledge about the world. All this knowledge forms a system, that is, a system of attitudes is a set of emotionally charged elements of knowledge about the world and people. But a person may encounter facts and information that contradict established attitudes. The function of such attitudes is to distrust or reject such “dangerous facts”; a negative emotional attitude, distrust, and skepticism are developed towards such “dangerous” information. For this reason, new scientific theories and innovations initially meet with resistance, misunderstanding, and mistrust.

Since the settings are interconnected and form a system, they cannot change quickly. In this system there are installations that are located in the center with a large number of connections - these are central focal installations. There are installations that are located on the periphery and have few interconnections, so they can be changed more easily and quickly. The focal attitudes are attitudes towards knowledge that are associated with the worldview of the individual, with his moral creed. The main central attitude is the attitude towards one’s own “I”, around which the entire system of attitudes is built.

Infection

This is the third main method of influencing a person. It is aimed at a mass of people, not at one individual. A striking example of psychological influence through infection are religious sects and fan clubs.

People knew that there was a method of infection at the dawn of civilized society, when mass ceremonies with ritual dancing and going into a trance were held around an idol or altar.

Today this method is widely studied. It is better known as mass psychology or crowd phenomenon. A rare individual will be able to resist the general impulse and go against the crowd.

Infection can be identified by the following signs:

blackout; transition to a state of unconsciousness; direction of thoughts and feelings in one direction; the desire to bring ideas into reality right here and now; loss of identity; disabling logic; unwillingness to be responsible for one's actions.

Persuasion, suggestion and infection are the “three pillars” on which psychological influence is based. But other methods are also popular among those who want to control the behavior and minds of people.

Methods of influencing consciousness.

(continuation)

Belief.

How can you convince you, a person who has his own opinion on any issue, of something? Very simple! There are universal human norms, socially approved behavior, behavioral stereotypes and images of self-presentation with which you cannot but agree. A logical chain is built that allows you to connect the “imposed” with the “generally accepted”. In this case, it is difficult for consciousness to reject the first. For example, everyone knows that you need to be a “caring mother.” Nothing can stop you from presenting the material like this: “everyone loves their children. You can find information about children's problems and diseases here...". Next comes the website address or the name of the program or magazine. Will the “caring mother” really reject this information?

Or such a template “a man must plant a tree, give birth to a son, build a house!” Men! Are there any “dissenters”? And what scope for “creativity”! “To hammer a nail, you need the best hammer from “Building a house? You just need to buy...on our website...!” Who would argue, you’ll have to look, I’m a “real man”!

Another method of persuasion is the formation of public opinion. As they say, “you can’t fight the masses”! In this matter, “all means are good,” even such as spreading gossip and rumors. This may seem “frivolous”, but don’t rush. The great Genghis Khan resorted to such a technique to intimidate the enemy (i.e., to form an incorrect opinion about himself, to convince him of his strength). When he won a victory, he left one warrior. The rest were brutally executed before his eyes. Then he released him with the words: go and tell everyone about my power. He fled to his camp and caused panic.

Dr. Goebbels organized a special department that dealt only with rumors and gossip. If you need to get information to the public very quickly, nothing can compare with their speed of dissemination!

The influence of public opinion on an individual is so great that any means are used to form it: juggling facts, taking phrases out of context, substituting concepts. The same Goebbels never tired of repeating: “the more monstrous the lie, the more willingly they believe in it!” The dividends you can get are too good to think about the morality of this or that remedy!

And if they tell you: “Everyone does it!” - How will you act, like everyone else or differently?

Persuasion.

The easiest way to influence. There is even a saying: “If you tell a person 100 times that he is a pig, he will get down on all fours and grunt.” The only drawback of this method is that “repeat often” requires more money.

Compulsion.

An effective and economical way to influence! How many times have you cursed when opening another website and seeing an annoying banner blocking your review? And there’s no escape, just click to see the material you’re interested in! And there are actually bandits! They also use blackmail. “Clicked” on the link and received a porn banner and a notification: to unlock your computer, send an SMS to the number...! Tell us that you have never encountered anything like this! There are, of course, “more subtle” masters. They technically guide you to the decision that is beneficial to them. But you make the decision yourself! Therefore, you do not experience internal resistance.

Approval and flattery.

We are so designed that we need approval for our actions, a “pat on the shoulder,” and recognition of our merits (even dubious ones). And this feature is often used by manipulators. For example, in a well-known advertisement for a potency-enhancing drug, approval looks like the smile of a happy wife! Or the popular slogan: “I did everything right!”

. If someone tells you: “only a smart person like you can appreciate the beauty of this game!” - how will you react?

There was such a case. While still a student, I encountered a problem: one young man, very authoritative, mercilessly exploited me. It was “somewhat annoying”! I began to think, how can I turn the situation around? The easiest way turned out to be flattery.

One fine day I just went up to him and said: “You know, I have a problem here, I just can’t handle it!” Everyone I contacted did the same! If you can’t do it, then it doesn’t have a solution at all!” He did the job for me!

Another way to influence:

Present an “offer” as a conscious choice of the client.

In practice, it goes something like this: “We know that you have long dreamed of a good car, so come visit...” or “You are tired at work (who would doubt it!) and want to relax! Visit the entertainment portal..."

A lie presented as truth.

I'll tell you another story from my cloudless youth. Then I served in the army (still Soviet). There were legends about the stupidity of generals! For example: an inspection comes to the unit, the alarmed command organizes cleaning: the grass is “painted”, the round ones are carried, the square ones are rolled! You know what I mean! We decided to paint the rockets, but since there was little time, they simply poured paint from a bucket onto them. And unfortunately, a bucket was left on one of the rockets. The general comes up and says indignantly: “What else is this?” Everyone is shocked, and the resourceful soldier, without a shadow of embarrassment, declares: “this is a homing warhead!” The general replies: “I don’t know without you, why isn’t it painted?”

So, an inspection is coming to our missile unit. My duty!

The commander, along with the chief of staff and political officer, did approximately the same thing as in the joke. I sit and “steam”, knowing full well that the first person the inspector will approach is me! And it’s not my fault that the equipment doesn’t work as it’s supposed to, that there’s nothing necessary (those who served will understand me), that there’s a mess all around! But the father commanders made it clear - you will be responsible!

The general came in and suddenly an insight descended on me (like: two deaths cannot happen, but one cannot be avoided)! As a classic would say: “...and then Ostap got carried away!” In response to the commander-in-chief’s questions, I uttered such nonsense that the father-commanders’ eyes “popped out of their heads” (fortunately, they stood behind him and he did not see their reaction). I lied so brazenly and confidently! I enthusiastically composed what I didn’t know or didn’t remember! He improvised on the go, afraid to stop so as not to give the inspector the opportunity to come to his senses!

The general left satisfied, giving an “A” for “combat readiness.” They shook their fist at me and... awarded me a ten-day home leave and a certificate. She still shows off in the demobilization album! As Dr. Goebbels said: “The more monstrous the lie, the more willingly they believe it!”

You can be “caught” being “weak”!

This works in both “rough” and “filigree” versions. I once witnessed such a scene: a young man, wanting to admire the “charms” of his girlfriend, said, “How about doing a striptease on the table?”

What do you think was the result?

"Authoritative opinion"

When manipulating, references to certain “authoritative opinions”, imaginary studies and “statements” of scientists work very well! After all, no one wants to “turn out to be a sucker who doesn’t know the basics.” One cannot but agree with scientists who are “smart and know everything”!

You can come up with any statement, citing “the latest research by British scientists.” And you will “swallow” it! You are not aware of any research at all, but you don’t want to be a fool. Is not it so?

Getting hooked on computer games followed exactly this principle. Manufacturers claimed that they were developing the child. And the parents, who only wanted the best for their child, believed. They still don’t know anything about gambling addiction!

And keeping your child in the game is even easier! Is it difficult for you to reach the next level?

(to be continued)

Methods of protection against psychological influence

Today, each of us has access to information about methods of psychological influence and how to master them, so suggestible people often have to be a puppet in someone’s hands and fulfill his requests and wishes. To avoid finding yourself in such a situation, you should be able to resist manipulators and maintain a sober mind.

Methods of protection from psychological influence:

keeping cool. In any situation, you should analyze whether you need to obey the words of another person or not, what benefit will come from this. In most cases, you will not be able to specifically answer the question of why you should do something. And this is the first sign that they want to influence you; rational approach. If you are asked to perform specific actions, then offer your own option, which will be more convenient for you. This will drive the manipulator into a stupor, and he will lose power over you; belief in one's own rightness. If they are trying to impose someone else's opinion on you, do not blindly believe other people's words. It’s better to analyze the arguments provided and compare them with your own; Change your behavior. Manipulators read information about the characteristics of your personality from your communication style and behavior. Confuse such people by trying on different roles;

distrust should become your habit. We are not talking about loved ones who wish you well. But if a stranger or work colleague suddenly begins to take an interest in you and impose his communication, be wary and try to notice signs of a manipulator in his words and behavior; analyze past mistakes. Focus on situations where you were controlled. Think about how you allowed this to happen and what to do to avoid repeating the sad experience; demand an explanation. If you are pressured to take action, ask a lot of questions. The manipulator will give himself away if he tries to deceive you or evade an answer; don't act as expected of you. Often, at the first meeting, we show ourselves better than we really are. People around you take advantage of this situation, and you have to fulfill their requests so as not to lose trust. But you have the right to change and there is no need to act to the detriment of yourself and to please others; don't feel guilty. This is a powerful incentive to get you to comply. Accept your mistakes and don’t let others weigh you down with memories of the past.

Psychological influence can work wonders: help loved ones get rid of bad habits and change them for the better. But greedy individuals use it for selfish purposes, so it is worth protecting yourself and your family from negative influences.