|
|
@@ -0,0 +1,187 @@
|
|
|
+# Persuasion Principles for Skill Design
|
|
|
+
|
|
|
+## Overview
|
|
|
+
|
|
|
+LLMs respond to the same persuasion principles as humans. Understanding this psychology helps you design more effective skills - not to manipulate, but to ensure critical practices are followed even under pressure.
|
|
|
+
|
|
|
+**Research foundation:** Meincke et al. (2025) tested 7 persuasion principles with N=28,000 AI conversations. Persuasion techniques more than doubled compliance rates (33% → 72%, p < .001).
|
|
|
+
|
|
|
+## The Seven Principles
|
|
|
+
|
|
|
+### 1. Authority
|
|
|
+**What it is:** Deference to expertise, credentials, or official sources.
|
|
|
+
|
|
|
+**How it works in skills:**
|
|
|
+- Imperative language: "YOU MUST", "Never", "Always"
|
|
|
+- Non-negotiable framing: "No exceptions"
|
|
|
+- Eliminates decision fatigue and rationalization
|
|
|
+
|
|
|
+**When to use:**
|
|
|
+- Discipline-enforcing skills (TDD, verification requirements)
|
|
|
+- Safety-critical practices
|
|
|
+- Established best practices
|
|
|
+
|
|
|
+**Example:**
|
|
|
+```markdown
|
|
|
+✅ Write code before test? Delete it. Start over. No exceptions.
|
|
|
+❌ Consider writing tests first when feasible.
|
|
|
+```
|
|
|
+
|
|
|
+### 2. Commitment
|
|
|
+**What it is:** Consistency with prior actions, statements, or public declarations.
|
|
|
+
|
|
|
+**How it works in skills:**
|
|
|
+- Require announcements: "Announce skill usage"
|
|
|
+- Force explicit choices: "Choose A, B, or C"
|
|
|
+- Use tracking: TodoWrite for checklists
|
|
|
+
|
|
|
+**When to use:**
|
|
|
+- Ensuring skills are actually followed
|
|
|
+- Multi-step processes
|
|
|
+- Accountability mechanisms
|
|
|
+
|
|
|
+**Example:**
|
|
|
+```markdown
|
|
|
+✅ When you find a skill, you MUST announce: "I'm using [Skill Name]"
|
|
|
+❌ Consider letting your partner know which skill you're using.
|
|
|
+```
|
|
|
+
|
|
|
+### 3. Scarcity
|
|
|
+**What it is:** Urgency from time limits or limited availability.
|
|
|
+
|
|
|
+**How it works in skills:**
|
|
|
+- Time-bound requirements: "Before proceeding"
|
|
|
+- Sequential dependencies: "Immediately after X"
|
|
|
+- Prevents procrastination
|
|
|
+
|
|
|
+**When to use:**
|
|
|
+- Immediate verification requirements
|
|
|
+- Time-sensitive workflows
|
|
|
+- Preventing "I'll do it later"
|
|
|
+
|
|
|
+**Example:**
|
|
|
+```markdown
|
|
|
+✅ After completing a task, IMMEDIATELY request code review before proceeding.
|
|
|
+❌ You can review code when convenient.
|
|
|
+```
|
|
|
+
|
|
|
+### 4. Social Proof
|
|
|
+**What it is:** Conformity to what others do or what's considered normal.
|
|
|
+
|
|
|
+**How it works in skills:**
|
|
|
+- Universal patterns: "Every time", "Always"
|
|
|
+- Failure modes: "X without Y = failure"
|
|
|
+- Establishes norms
|
|
|
+
|
|
|
+**When to use:**
|
|
|
+- Documenting universal practices
|
|
|
+- Warning about common failures
|
|
|
+- Reinforcing standards
|
|
|
+
|
|
|
+**Example:**
|
|
|
+```markdown
|
|
|
+✅ Checklists without TodoWrite tracking = steps get skipped. Every time.
|
|
|
+❌ Some people find TodoWrite helpful for checklists.
|
|
|
+```
|
|
|
+
|
|
|
+### 5. Unity
|
|
|
+**What it is:** Shared identity, "we-ness", in-group belonging.
|
|
|
+
|
|
|
+**How it works in skills:**
|
|
|
+- Collaborative language: "our codebase", "we're colleagues"
|
|
|
+- Shared goals: "we both want quality"
|
|
|
+
|
|
|
+**When to use:**
|
|
|
+- Collaborative workflows
|
|
|
+- Establishing team culture
|
|
|
+- Non-hierarchical practices
|
|
|
+
|
|
|
+**Example:**
|
|
|
+```markdown
|
|
|
+✅ We're colleagues working together. I need your honest technical judgment.
|
|
|
+❌ You should probably tell me if I'm wrong.
|
|
|
+```
|
|
|
+
|
|
|
+### 6. Reciprocity
|
|
|
+**What it is:** Obligation to return benefits received.
|
|
|
+
|
|
|
+**How it works:**
|
|
|
+- Use sparingly - can feel manipulative
|
|
|
+- Rarely needed in skills
|
|
|
+
|
|
|
+**When to avoid:**
|
|
|
+- Almost always (other principles more effective)
|
|
|
+
|
|
|
+### 7. Liking
|
|
|
+**What it is:** Preference for cooperating with those we like.
|
|
|
+
|
|
|
+**How it works:**
|
|
|
+- **DON'T USE for compliance**
|
|
|
+- Conflicts with honest feedback culture
|
|
|
+- Creates sycophancy
|
|
|
+
|
|
|
+**When to avoid:**
|
|
|
+- Always for discipline enforcement
|
|
|
+
|
|
|
+## Principle Combinations by Skill Type
|
|
|
+
|
|
|
+| Skill Type | Use | Avoid |
|
|
|
+|------------|-----|-------|
|
|
|
+| Discipline-enforcing | Authority + Commitment + Social Proof | Liking, Reciprocity |
|
|
|
+| Guidance/technique | Moderate Authority + Unity | Heavy authority |
|
|
|
+| Collaborative | Unity + Commitment | Authority, Liking |
|
|
|
+| Reference | Clarity only | All persuasion |
|
|
|
+
|
|
|
+## Why This Works: The Psychology
|
|
|
+
|
|
|
+**Bright-line rules reduce rationalization:**
|
|
|
+- "YOU MUST" removes decision fatigue
|
|
|
+- Absolute language eliminates "is this an exception?" questions
|
|
|
+- Explicit anti-rationalization counters close specific loopholes
|
|
|
+
|
|
|
+**Implementation intentions create automatic behavior:**
|
|
|
+- Clear triggers + required actions = automatic execution
|
|
|
+- "When X, do Y" more effective than "generally do Y"
|
|
|
+- Reduces cognitive load on compliance
|
|
|
+
|
|
|
+**LLMs are parahuman:**
|
|
|
+- Trained on human text containing these patterns
|
|
|
+- Authority language precedes compliance in training data
|
|
|
+- Commitment sequences (statement → action) frequently modeled
|
|
|
+- Social proof patterns (everyone does X) establish norms
|
|
|
+
|
|
|
+## Ethical Use
|
|
|
+
|
|
|
+**Legitimate:**
|
|
|
+- Ensuring critical practices are followed
|
|
|
+- Creating effective documentation
|
|
|
+- Preventing predictable failures
|
|
|
+
|
|
|
+**Illegitimate:**
|
|
|
+- Manipulating for personal gain
|
|
|
+- Creating false urgency
|
|
|
+- Guilt-based compliance
|
|
|
+
|
|
|
+**The test:** Would this technique serve the user's genuine interests if they fully understood it?
|
|
|
+
|
|
|
+## Research Citations
|
|
|
+
|
|
|
+**Cialdini, R. B. (2021).** *Influence: The Psychology of Persuasion (New and Expanded).* Harper Business.
|
|
|
+- Seven principles of persuasion
|
|
|
+- Empirical foundation for influence research
|
|
|
+
|
|
|
+**Meincke, L., Shapiro, D., Duckworth, A. L., Mollick, E., Mollick, L., & Cialdini, R. (2025).** Call Me A Jerk: Persuading AI to Comply with Objectionable Requests. University of Pennsylvania.
|
|
|
+- Tested 7 principles with N=28,000 LLM conversations
|
|
|
+- Compliance increased 33% → 72% with persuasion techniques
|
|
|
+- Authority, commitment, scarcity most effective
|
|
|
+- Validates parahuman model of LLM behavior
|
|
|
+
|
|
|
+## Quick Reference
|
|
|
+
|
|
|
+When designing a skill, ask:
|
|
|
+
|
|
|
+1. **What type is it?** (Discipline vs. guidance vs. reference)
|
|
|
+2. **What behavior am I trying to change?**
|
|
|
+3. **Which principle(s) apply?** (Usually authority + commitment for discipline)
|
|
|
+4. **Am I combining too many?** (Don't use all seven)
|
|
|
+5. **Is this ethical?** (Serves user's genuine interests?)
|