The authors present the Six Sources of Influence Model—a comprehensive framework that outlines six key sources or strategies individuals and organizations can leverage to influence behavior and drive change effectively.

• Personal Motivation: Influence starts with personal motivation—the desire, commitment, and determination to change. By tapping into intrinsic motivations, values, and aspirations, individuals can cultivate a compelling reason to change, driving sustained effort, resilience, and progress.
•  Personal Ability: Individuals must possess the necessary skills, knowledge, and capabilities to change. By developing competencies, learning new skills, and acquiring knowledge, individuals can enhance their ability to adopt new behaviors, practices, and habits effectively.
• Social Motivation: Social influences, relationships, and dynamics play a crucial role in shaping behavior and driving change. By fostering supportive relationships, building communities, and leveraging peer pressure, individuals can create a conducive environment that encourages, motivates, and supports change.
• Social Ability: Collaboration, communication, and teamwork are essential for driving change effectively. By cultivating collaboration skills, fostering open communication, and building cohesive teams, individuals can leverage collective intelligence, creativity, and expertise to overcome challenges and achieve shared goals.
• Structural Motivation: Incentives, rewards, and consequences influence behavior and drive change. By aligning rewards, recognition, and consequences with desired behaviors and outcomes, organizations can create a performance-driven culture that fosters accountability, responsibility, and excellence.
•  Structural Ability: Systems, processes, and environments shape behavior and drive change. By designing, implementing, and optimizing systems, processes, and environments that support desired behaviors and outcomes, organizations can create a conducive environment that facilitates change, innovation, and growth.