Influence is a key component to initiating change, but that influence must be utilized in an effective manner to create lasting change. Changing yourself is hard enough, and when tasked with trying to change others, the job feels daunting and impossible, but that does not have to be true. After reading Influencer: The New Science of Leading Change (Grenny, et al., 2013) I now feel better equipped to implement ideas from my innovation plan into my organization. Remembering to target the hearts first, before appealing to the mind, I know that the process will take time and the right degree of influence in order to see an organizational level of change. This will include personal, social and structural motivation, as well as, personal, social and structural ability. What this means is that in order to drive change, efforts and influence will need to involve people in projects specific to their role and individual desires (personal motivation), while offering them the resources and training to be successful (personal ability) . Additionally it is essential that everyone in the organization be on the same page by understanding the why, how and what of the organization(social motivation), while also being afforded ways in which people will support each other in reaching goals (social ability). This may be done by offering organization-wide rewards or incentives, or through social rewards and incentives (structural motivation). These influences, along with implementing logistical set-ups & resources for an easier usage of the organization's facilities to complete goal related tasks (structural ability) will give an organization a greater chance for lasting change.