Mankato, MN -- (SBWIRE) -- 04/13/2015 -- In business today, effective influence is essential. Manufacturing executives want their ideas implemented yet lack skillsets to influence others to act on them. To be an effective leader manufacturers must be able to influence others. In all respects, being able to influence others is the ultimate power tool. Corroborated in "Influence: The Ultimate Power Tool," Dr. Robert Cialdini of Influence at Work provides the six proven universal principles of persuasion that can influence others to change their behavior: Reciprocity, Scarcity, Authority, Consistency, Liking, and Social Proof.
The reality is that all this influence is best captured when C-level manufacturing executives hire third party resources to ensure regular, consistent, and interesting information is part of the conversation with plant floor employees. As new employees are on-boarded manufacturing leaders tend to increase the cultural influence by sharing the core values of the culture they helped created with workers who have been with the company. Often manufacturing leaders fail to enroll new workers to the culture.
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Manufacturers' Pain Points, a weekly e-newsletter, sponsored by PDP (People Driven Performance) Solutions brings important and interesting information to those in the manufacturing arena and employee relations. From best practices to industry data, this weekly communique reports trend data, process improvement, and pain points as it relates to the manufacturing sector.
About People Driven Performance
People Driven Performance (http://www.pdpsolutions.com) impacts improved internal communications, via interactive design, delivers an employee-centric engagement system driving improved employee retention, best-practice lean productivity, and increased bottom-line profitability.
Unlike desktop solutions promising better engagement, the PDP solution is uniquely suited to on-the-move plant floor production employees ensuring a simple and straightforward way to access key company metrics and other information. The result is full participation and understanding of the functions, status, and standing of the company. Employee communication ensures a personal responsibility for well-being of management and colleagues with whom they work each day.
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