Task Related Influence vs Personal Related Influence Currencies

Influence

In a functional matrix, a project manager has to juggle the competing demands of multiple stakeholders who may have divergent objectives. In this context, the project manager relies heavily on formal authority and written rules to ensure that the project stays on track. By contrast, a project manager of a dedicated team enjoys considerable latitude in how the project is run. This freedom allows the project manager to take a more personalized approach to influencing team members, using methods such as one-on-one coaching or informal reward systems. The dedicated project team is also usually more cohesive and loyal than a functional matrix, which gives the project manager additional leeway in deciding how to best achieve objectives. The team manager may use a process of reciprocity and exchange, for instance, in either situation—but other currencies such as those that are inspiration-related will likely have more impact on a dedicated project team because they are associated with finding meaning in what one does (Cohen-Bradford Influence Model, 2022).

The dedicated team project manager might also find task-related influence currencies to be useful in challenging team members to embrace a certain role or objective. Team members are likely to be driven by the idea of accepting a challenge, and so this form of influence can work in the dedicated arena. Position-related currencies are likely to be helpful in functional matrix, as it is more about relying on structures and roles. Relationship-related currencies may be helpful in both, depending on the individuals—those who wish to belong will find this influence strongly affecting. Personal-related currencies will most likely be powerful on a dedicated project team, as interactions are on a personal level more consistently.

In any relationship, it is important to be aware of the different types of influence currency that are being exchanged. In a relationship with a co-worker where I am having trouble gaining cooperation, I have been exchanging mainly personal currency and relationship-related currencies. This includes things like favors, flattery, and personal connections, giving emotional support, expressing appreciation and solidarity, offering friendship, and letting others have ownership and influence (Larson & Gray, 2017). I have said pleasant things like, “Oh, good morning, love that sweater!” and have tried to ask questions like, “How’s the family? Are you going to see the new movie this weekend?” and things like that. But I never get much feedback or response. It is almost as though the co-worker simply would rather not answer these types of questions from me. As a result, personal influence currency has not been effective in gaining the cooperation I need.

I also tried inspiration-related currencies, like promoting ethics, vision, and excellence—often emphasizing standards and showing that things should be done really well—but this also has not helped. No matter how friendly, I am, emotionally and socially supportive, or inspirational, it has no effect. My co-worker remains uncooperative. But as Ballantyne (2003) points out, relationships are about finding out what works, and building cooperation on that working foundation.

One reason I think personal influence currency has been ineffective is that the other person values task currency more highly. Task currency refers to resources, assistance, cooperation, and information. Some examples of how resources might be used, for instance, would be lending money or giving a budget increase. Assistance would include helping with an existing task or taking on a task that I did not want to do and that my co-worker did not want to do. Cooperation would include giving task support, giving a quicker response time, or giving aid in the implementation of the task. Information would include giving information, organization, and technical knowledge to support the task (Larson & Gray, 2017).

In order to build a stronger relationship with this person, I need to start exchanging influence currency that they value. This means focusing on results, being competent and expert, and being fair and consistent. By exchanging the types of influence currency that the other person values, I can start to build a stronger relationship. With task-related currencies, I think I have found that I can take the bank account from being in the red to being in the black. For instance, when seeking co-operation from my co-worker, I think the best way to make that bank account in the black would be to give the co-worker what he needs, first. He is also asking for technical help—information and organization: he wants to know how things are done and how to start. I should be providing technical support and assistance to my co-worker, for that reason. It is important to be patient and clear in my explanations. It is also helpful to have a good understanding of the task at hand so that I can provide step-by-step instructions. If possible, it is helpful to provide written documentation or tutorials that my co-worker can refer to after the conversation. Plus, it is important to follow up with the co-worker after providing assistance to ensure that they were able to successfully complete the task. By taking these steps, I believe I can provide effective technical support and assistance to my co-worker and win the cooperation I desire so that our relationship at work is better and stronger.