Looking back at our professional past, many of us can recall individuals who, though not holding formal power or authority, significantly influenced the decisions and actions of others. Conversely, we may remember leaders who, despite their formal position, struggled to get their voices heard or implement their ideas. This contrast highlights a fundamental truth about leadership: effectiveness often comes not from formal authority, but from influence. The ability to inspire and guide others, even without formal power, is the essence of true leadership.

What is Influence?

Think of someone who has significant influence in your workplace. What makes them so impactful? Is it their expertise, their charisma, or some innate personality trait? Influence does not always stem from formal authority or the possession of power. Instead, it often comes from a combination of factors, including knowledge, experience, relationships, and how individuals present themselves to others.

It is important to recognize that influence and power are closely related but distinct concepts. Power is often seen as the ability to control or dictate outcomes, while influence is the ability to shape others' perceptions, actions, and decisions without necessarily forcing them. Both power and influence can be used for positive or negative purposes, and when applied ethically, they become key elements of effective leadership.

Leaders who rely solely on positional power often face resistance and low morale among their teams. In contrast, leaders who build influence through relationships, knowledge, and integrity tend to foster environments where employees are motivated to perform at their best. When employees feel valued and respected, they are more likely to be engaged, leading to higher productivity and job satisfaction.

Factors Affecting Your Influence

Influence is multifaceted and can be derived from several sources, including:

• Knowledge and Expertise: Leaders who are experts in their field often gain influence through their ability to provide sound advice and make informed decisions. People naturally gravitate towards those who have a deep understanding of key issues and can offer practical solutions.
• Charisma: Charisma is a powerful but intangible source of influence. Charismatic individuals have a magnetic presence and can inspire trust and admiration. This type of influence often comes from personal traits such as confidence, enthusiasm, and strong communication skills.
• Position and Authority: Although formal authority provides a certain level of influence, it is not always the most effective form. Leaders who rely solely on their title or position often struggle to gain genuine support from their teams.
• Control over Resources: Leaders who have control over desirable resources, such as pay, promotions, or access to important information, often gain influence. However, this type of influence can be limited if it is not coupled with trust and respect.
• Integrity and Consistency: Leaders who demonstrate integrity—by aligning their actions with their words—are seen as trustworthy and reliable. Consistency in behaviour builds a strong foundation for influence.
• Relationships and Networks: Influence is often a product of strong relationships. Leaders who take the time to build connections, both horizontally and vertically within an organization, can wield significant influence through their network.
• Cultural Alignment: Leaders who align themselves with the core values and culture of their organization tend to have greater influence. They are seen as champions of the organization’s mission and vision, making it easier for others to follow their lead.

How to Increase Your Influence

Regardless of your position within an organization, there are several strategies you can implement to increase your influence:

1. Prove Your Value: Demonstrating your commitment to the organization’s success is crucial. Go beyond your job description, take on extra responsibilities, and consistently deliver high-quality results. When people see that you add value, they will naturally seek your input.
2. Align with Organizational Culture: Understand the culture of your organization and integrate yourself into it. This doesn’t mean conforming to everything, but rather finding ways to enhance and contribute to the existing culture. Leaders who embody the values and mission of their organization are often more influential.
3. Be Visible: Influence requires visibility. Attend meetings, participate in discussions, and be active in your organization’s internal and external networks. Make sure that leaders and decision-makers are aware of your contributions.
4. Build Relationships: Influence is relational. Take the time to build genuine relationships with colleagues, both within your team and across departments. Strong relationships foster trust, which is a key element of influence.
5. Be Flexible and Open to Change: Leaders who are adaptable and open to new ideas tend to have greater influence. Show that you can think critically, adapt to different situations, and embrace innovation.
6. Communicate Effectively: The ability to clearly articulate your ideas and persuade others is a crucial component of influence. Tailor your communication style to your audience and make sure you listen actively to the needs and concerns of others.
7. Stay Relevant: Make sure that your work aligns with the strategic priorities of the organization. The more your efforts contribute to the organization’s success, the more influence you will have.

How to Use Your Influence Correctly

Gaining influence is one thing, but using it effectively is another. It’s essential to wield influence ethically and responsibly to avoid undermining trust or creating a toxic work environment. Leaders who use influence for personal gain at the expense of others often damage their credibility and relationships.

To use influence effectively, focus on creating shared goals and aligning your objectives with the needs and values of your team. This means explaining your vision clearly and showing how it benefits both the organization and the individuals involved. When people see that they have a stake in the outcome, they are more likely to support your ideas.

It’s also important to strike a balance between persuasion and collaboration. While it’s crucial to be persuasive, it’s equally important to involve others in the decision-making process. Influence is more sustainable when it’s based on mutual respect and shared goals.

Three Realistic Scenarios

Let’s now explore three scenarios involving individuals in different leadership situations. In each case, we will offer suggestions on how these individuals can increase their influence and become more effective leaders.

John, a New Supervisor in Retail

John has been the head of a retail store for about a year. Initially, he was enthusiastic about his promotion, but he now feels stuck. He is torn between the rigid demands of upper management and the needs of his team. His strict adherence to rules and procedures has alienated his team, resulting in low morale and productivity.

Suggestions:

1. Improve Communication: John needs to improve communication with his team by being more transparent, approachable, and open to feedback. Building trust and rapport with his team will help him gain their support.
2. Empower the Team: Instead of strictly enforcing rules, John could empower his team by involving them in decision-making and encouraging them to take ownership of their tasks.
3. Seek Flexibility: John should seek opportunities to propose improvements to the strict procedures that currently limit his flexibility. Demonstrating his ability to find solutions that benefit both his team and the organization will increase his influence with upper management.

Maria, a Corporate Communications Manager

Maria has been the head of corporate communications for two years but feels isolated and unable to influence strategic decisions. She is confined to her role as an expert, with little involvement in broader company projects.

Suggestions:

1. Expand Her Network: Maria should focus on building relationships with colleagues outside her immediate department. Participating in cross-functional projects will help her expand her influence within the organization.
2. Increase Visibility: Maria needs to increase her visibility by showcasing her work in company meetings, presentations, and internal communication platforms. Taking the initiative to present her department’s successes will help her gain recognition from senior leaders.
3. Show Initiative: Maria should proactively seek out opportunities to participate in strategic discussions. By aligning her work with the company’s broader goals, she can demonstrate her value beyond her immediate role.

Esther, the New CEO

Esther has recently become the CEO of her company but feels overwhelmed by day-to-day operational issues. Her vision for innovation and growth has been overshadowed by the demands of managing routine tasks, leading to a loss of influence and trust within the organization.

Suggestions:

Delegate Routine Tasks: Esther should delegate more of the operational tasks to her team so that she can focus on strategic initiatives. By empowering her team to handle the day-to-day work, she can reclaim time for innovation and leadership.

Re-establish Connections: Esther should make an effort to reconnect with her team and the broader organization. Engaging in open dialogue with employees and stakeholders will help her rebuild trust and demonstrate that she is still the visionary leader they respected.

Focus on Strategic Priorities: Esther needs to realign her efforts with the strategic priorities of the organization. By focusing on high-impact initiatives, she can regain influence and demonstrate her leadership in driving the company forward.

Conclusion

Influence is a crucial element of effective leadership. It is not solely determined by formal power or authority but by a combination of knowledge, relationships, communication skills, and personal integrity. Leaders who understand the dynamics of influence and take steps to increase their impact are better equipped to guide their teams and achieve organizational goals.

Whether you are a new supervisor, a mid-level manager, or a CEO, the principles of influence remain the same. By proving your value, aligning with organizational culture, building relationships, and using influence ethically, you can become a more effective leader, regardless of your position in the hierarchy.

By Tassos Katsaris

Keywords: Leadership

Follow Us On