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19 Ways To Move People To Action Like Gandhi Did

19 Ways To Move People To Action Like Gandhi Did

I have just finished reading Gandhi’s autobiography. Gandhi’s persuasion achievement was bringing all Indian leaders together in his Satyagraha movement – non-violent non-cooperation. How did he do this?  How did he bring together different religions, different regions, different dress codes under one umbrella movement?

How Did Gandhi Move People To Unified Action?

Gandhi wasn’t interested in being “right”, he was interested in achieving his objectives. He never got caught up in debating games, and remained clear on his big objective. Aristotle described the objective of persuasive argument as being to move people to action, not to be right. This is a vital distinction. The arguments in a persuasive speech need to be enough to move the audience, not just to demonstrate total logical correctness. Gandhi was never interested in just being right – he was interested in progress.

Without action, you aren’t going anywhere.

– Gandhi

Gandhi’s highest value was Ahimsa, the principle of nonviolence towards all living things. His specific aim was to remove systematic mistreatment of poor people (specifically by corrupt hierarchical officials) and to protect those who could not protect themselves.

So how did he do it? With the following 19 strategies, which you too can utilize:

1. Understand Human Nature

People don’t resist change, they resist being changed. Most people take some time to change their mind – allow them to change at their own pace, don’t get angry and aggressive if it takes a little time. All ideas must face some resistance.

2. Avoid Preaching

An ounce of patience is worth more than a tonne of preaching.

– Gandhi

You need to provide the minimum arguments and evidence to move people to take some action. You don’t need to convert them to your cause for life. Don’t push for too much.

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3. Listen

Honest differences are often a healthy sign of progress.

– Gandhi

I believe that nobody ever does anything really stupid – everyone has their own reasons. Each of us sees the world in a way that makes our current action valid. What are others seeing that you are not seeing? What are they not seeing that you do see? Communicate your differences.

4. Seek to Understand

It is unwise to be too sure of one’s own wisdom. It is healthy to be reminded that the strongest might weaken and the wisest might err.

– Gandhi

Ask lots of questions.  Seek to understand the world view of the others. Seek to reflect back to them what they are seeing, how they are feeling, who they trust.

5. Stay Calm

Nobody can hurt me without my permission.

– Gandhi

The sure way to block change is allowing emotions to get out of hand. The moment that emotions become strong, blood flow reduces to the frontal cortex and people get locked into an animalistic fight or flight mode.  If you aim to change, you need to speak to the frontal cortex – make sense and stay calm.

6. Let Go Of Details

The weak can never forgive. Forgiveness is an attribute of the strong.

– Gandhi

Don’t get stuck in a fight over every single issue. Accept some issues as complex and move on to the ones where you can make it simple and clear. Sometimes a shift back to the agenda, or asking a big overall question to raise the level of the debate out of a small issue is the best course of action.

7. Celebrate Those That Already Agree

Who is already with you? Raise their status and let the world know that you are proud to have them on your side.

8. Accept The Fence Sitters

The great majority are probably sitting on the fence. Acknowledge that they are wise, that it is good that they take their time to decide. Accept that they may have some valid concerns about your proposal. Be more passionate about the importance of choosing a good path than about the path you propose.

9. Love the person, attack the argument

An eye for an eye will make the whole world blind.

– Gandhi

And those who argue against you? The hostile audience members? Learn to love the person and attack the argument. The person who questions your view will help you clarify your own reasoning.

10. Really Know the Person

See the good in people and help them.

– Gandhi

There is a an expression in the world of chess: that you can learn more about Grandmaster Kasparov by studying Karpov, his great rival. Our enemies hold us to the highest standards. Get to know them. Get to see the world from their point of view. If you don’t understand something, there might be an area that you are blind to. Be very careful of dismissing out of hand arguments that you can’t “get” yet.

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11. Stay Humble

Change yourself – you are in control.

– Gandhi

This is not about one side winning and the other side losing, this is about groups working through a process to improve the answer. Use the process to improve your case, to improve your own understanding of its pros and cons – do not celebrate victory, enjoy the path to greater clarity.

12. Repeat, Repeat, Repeat

Repeat your simple, clear arguments over and over. Do not expect the audience to get it because you said it once.

13. Use Next-Level Arguments

Live as if you were to die tomorrow. Learn as if you were to live forever.

– Gandhi

Audiences are wiser than I often initially think. They have already reflected on the simple arguments. People know that staying healthy is good, yet they still eat fat and don’t exercise. It is not knowing more about health that will make them take action, it is something deeper. Find that argument that speaks to the next, deeper level.

14. Acknowledge All Good Points

It gives you credibility when you accept the validity of the opposition’s good points. Your aim is to get action, not to show 100% rightness. Be open in accepting that they have a valid point when they do.

15. Frame Your Argument With Metaphors

Metaphors are a powerful shift of perspective. Find simple metaphors that work in the world of the audience. Debate is sailing, not driving a car. You can’t drive directly into the wind – you have too adapt to the conditions.

16. Tell Stories

When I was in debating club as a 16-year-old school boy, I would justify my losses as being due to stupid audiences – not because I was unable to communicate in a manner that reached them. Now I know that I wasn’t telling compelling enough stories. Stories are important to keep audiences engaged.

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17. Simple Personal Examples

Be the change that you want to see in the world.

– Gandhi

Gandhi always traveled in third class rail carriages. He could afford more, but he wanted to experience the real life of those he represented.

18. Stay Simple

As soon as you get complex, you lose. You might impress yourself, but you alienate the rest. If you can’t explain your cause to a child, you don’t understand it well enough yet.

19. Stay Trustworthy

We finish with trustworthiness, because it is the most important. Where there is no trust, the words will not be heard.

There was a time in South Africa when thousands of poor Indians were forced to move from a township because of plague. They stored all their wealth by burying it. They were worried about it being stolen and knew no other way to keep it safe. The only person they trusted was Gandhi. In the end his office accepted to take care of all their money. 60,000 rand was handed in to his office into his keeping. A huge sum for these poor people in the 1900s.

Gandhi consistently tested himself and practiced ever greater self-restraint as he grew older. Initially he practiced with his diet – constantly restricting his food to vegetables, then only raw fruits and nuts. His practice of self-restraint and consistent actions in favor of the poor allowed millions to trust his every word and see positive meaning in his every action.

The devil is the details. If I can’t trust myself not to eat dessert after dinner, can I trust myself in leadership? As the pies get bigger, you need to have greater and greater levels of self-restraint in order to be trustworthy.

Featured photo credit: Conor Neill via flickr.com

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Conor Neill

Professor of Leadership, President Vistage Spain

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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