You might have encountered this situation. You kindly ask someone to handle a task that obviously requires attention. Yet, they don’t comply. Or they might agree and then nothing changes. You’re not attempting to be difficult. You’re simply aiming to keep the team progressing, ensure patient safety, and maintain order.

In the realm of medicine, having authority does not assure compliance. Earning respect does not guarantee follow-through. And making a single request—regardless of how logical—does not ensure action.

This raises the question: How can you motivate others to accomplish what you need—without using pressure, desperation, or asserting your authority?

Through many years in healthcare—as a surgeon, therapist, and coach—I’ve come to understand that influence is a subtle craft. It isn’t about commanding but rather about inviting. Below are nine effective strategies for engaging intelligent, independent, and often overextended professionals.

None of these techniques are deceitful. Each one has been tested in the field. You don’t have to implement them all at once. Begin with just one.

• Inquire rather than dictate. Even if you could technically dictate. “Would you be able to handle this one?” opens up possibilities. “I need you to do this” often shuts them down.
• Present only two options. “Would you prefer to meet today or Friday?” This approach maintains momentum without provoking defensiveness. Choices are beneficial; endless options can be overwhelming.
• Initiate with a yes question. “Do you agree that this team functions better when everyone understands their role?” Once people respond positively, they are more inclined to remain receptive. This is rooted in social psychology—small agreements foster greater commitment.
• Gently acknowledge the resistance. “I realize this request comes at a challenging time.” Recognizing obstacles diffuses them. People don’t need to be shamed into assisting; they require acknowledgment.
• Break down the request into an initial step. “Could you just review the summary?” is easier to accept than “Can you oversee this project?” Once someone begins, they are more likely to proceed further.
• Reflect their position back to them. “You’re someone others trust—may I involve you?” Recognition begets accountability. Present the request as acknowledgment rather than a burden.
• Utilize silence to let your request resonate. Pose the question, then pause. Allow silence to occupy the space. There’s no need to rush or justify; silence can do much of the work.
• Express gratitude in advance. “I truly appreciate your willingness to engage.” This conveys trust—not pressure. Individuals are more inclined to fulfill expectations they think they already meet.
• Frame it as collaboration, not delegation. “If we work on this together, I believe we can advance without involving administration.” “We” is more effective than “you.” And teamwork surpasses commands.

These strategies may not resolve every systemic breakdown. However, they achieve something equally crucial: they uphold dignity—both yours and theirs. They maintain the integrity of relationships. And they increase the likelihood that tasks are completed.

Ultimately, true influence is not about compliance. It is about connection. And it’s that connection that humanizes medicine—even when the system is flawed.

Patrick Hudson is a former surgeon, psychotherapist, and author. Educated at Westminster Hospital Medical School in London, he practiced for many years in both the U.K. and the U.S. before shifting his focus from surgical practices to emotional healing—assisting physicians in navigating the unseen costs of their profession and the subtle ways medicine alters identity. Patrick possesses advanced degrees in counseling, liberal arts, and healthcare ethics, and is board certified in both surgery and coaching.

Through his national coaching practice, CoachingforPhysicians.com, he collaborates with healthcare professionals seeking clarity, renewal, and deeper connections in their careers. He also authors works under CFP Press,