Extraordinary Influence audiobook cover - How Great Leaders Bring Out the Best in Others

Extraordinary Influence

How Great Leaders Bring Out the Best in Others

Tim Irwin

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Management & LeadershipCorporate Culture

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Extraordinary Influence
Science & Meaning of Affirmation+
Tailoring to Personality Types+
Affirming Values & Competencies+
The Danger of Criticism+
Rebuilding Trust in Crises+
Affirmation in Performance Reviews+
Parenting and Teaching+
Actionable Advice+

Quiz — Test Your Understanding

Question 1 of 8
What is the fundamental difference between a simple compliment and true affirmation, according to the book?
  • A. Compliments are for personal traits, while affirmation is for professional achievements.
  • B. True affirmation involves accompanying someone through a process and offering constant reinforcement.
  • C. Affirmation only works when delivered in front of a large group of peers.
  • D. Compliments trigger the amygdala, whereas affirmation triggers dopamine release.
Question 2 of 8
If you have a team member who is an 'idealist,' what is the most effective way to affirm their work?
  • A. Praise them for meeting tough deadlines and getting things done.
  • B. Emphasize how valuable their novel way of looking at projects is.
  • C. Focus on their role in holding the team together and keeping morale high.
  • D. Thank them for reminding everyone of the company’s original values and maintaining integrity.
Question 3 of 8
Why is it important to use specific words like 'courage' or 'humility' when affirming an employee?
  • A. It ensures the employee feels legally protected during corporate negotiations.
  • B. It speaks directly to their most cherished values and reinforces their strength of character.
  • C. It prevents other team members from feeling jealous of the praise.
  • D. It is a requirement for modern affirmation-based performance review systems.
Question 4 of 8
According to neuroscientific research, what happens in the brain when a person receives harsh criticism?
  • A. It activates the amygdala, triggering a fight-or-flight response and impairing cognitive function.
  • B. It stimulates dopamine production, which temporarily increases focus but leads to a crash.
  • C. It strengthens the neural pathways associated with resilience and adaptability.
  • D. It causes the brain to release oxytocin, making the person seek comfort from peers.
Question 5 of 8
How did Eric Pillmore successfully begin to turn things around at Tyco International during its corporate crisis?
  • A. By firing the bottom 10% of performers to show that poor ethical choices would not be tolerated.
  • B. By organizing meetings where employees could voice their concerns, thereby rebuilding individual trust.
  • C. By offering financial bonuses to employees who stayed loyal to the company.
  • D. By immediately implementing a strict, metrics-based performance review system.
Question 6 of 8
Why are many top companies abandoning old-school, numbered scale performance reviews in favor of affirmation-based systems?
  • A. Because modern employees are too sensitive to handle numerical rankings.
  • B. Because numerical systems are too expensive and time-consuming for HR departments to manage.
  • C. Because workplace performance today relies heavily on unquantifiable 'discretionary effort.'
  • D. Because affirmation-based systems make it easier to legally justify terminating underperforming employees.
Question 7 of 8
What does the author suggest is the most effective alternative to yelling at children when they misbehave or underperform?
  • A. Ignoring the bad behavior until they naturally correct it themselves.
  • B. Relating their current behavior to a long-term goal they aspire to achieve.
  • C. Using a strict reward and punishment system based on daily metrics.
  • D. Criticizing them publicly so they feel peer pressure to improve.
Question 8 of 8
What actionable advice does the author give to help leaders improve their ability to affirm others?
  • A. Keep a journal to improve self-awareness and manage personal emotions.
  • B. Read historical biographies to learn from past military strategists.
  • C. Practice giving at least three compliments a day to strangers.
  • D. Take a public speaking course to improve vocal delivery.

Extraordinary Influence — Full Chapter Overview

Extraordinary Influence Summary & Overview

Extraordinary Influence (2018) delves into the latest neuroscientific research to shed light on the secrets behind effective leadership. The key? Communication. Getting that right, clinical psychologist and corporate consultant Tim Irwin argues, doesn’t just keep team members motivated – it also drives them to go the extra mile and perform at their highest level. 

Who Should Listen to Extraordinary Influence?

  • CEOs and business leaders
  • Team leaders looking to up their game 
  • Coaches and communication experts

About the Author: Tim Irwin

Tim Irwin studied organizational and clinical psychology at Georgia State University. An adjunct professor at his alma mater, Irwin is also a contributor to Business Week and the Wall Street Journal as well as a regular guest on Fox Business News. He is also an acclaimed consultant who has worked with major firms in both North and South America. Irwin’s previous books include Derailed and the best-selling Impact. 

 

© Tim Irwin: Extraordinary Influence 2018, John Wiley & Sons Inc. Used by permission of John Wiley & Sons Inc. and shall not be made available to any unauthorized third parties.

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