Leading with Influence: Supporting your team under pressure
Once upon a time there was a lady called Kate who was in a managerial position with a services company who were looking at ways to be more sustainable. 
One of the decisions the senior leadership team made was to replace the coffee in the coffee machine with Fair Trade coffee. Sounds simple, right?
Kate sent an email out on a Friday advising her staff that the coffee would be changed over the weekend.
On the Monday, she was in meetings all morning and didn’t get to check her emails until around 11:30am. By this stage, her inbox was flooded with disgruntled employees expressing their outrage with the new coffee – “it tastes like dirt” being the most complimentary feedback of all of the emails.
The interesting thing is that there had been a hold up and the coffee actually hadn’t been changed. It was exactly the same coffee they had been enjoying for years!
The overwhelming negative feedback was from the perception of change. After all, nobody likes change being imposed upon them without any input, right?
Even more interesting, is that when the Fair Trade coffee was eventually introduced, there was not one single complaint!
What can we learn from this?
We all know that being a great leader isn’t about barking orders and wielding authority like a sword. It’s about influence.
Influence is the magic ingredient that turns a good leader into a great one, and we can use it to inspire positive change in the workplace, especially when the pressure is on.
The Magic of Influence in Leadership
Leading with influence is all about having a positive impact on your team’s behaviours, attitudes, and decisions. Unlike authority, which relies on your job title, influence is built on personal qualities and how you interact with your team. When you master the art of influence, you can inspire, motivate, and guide your team towards shared goals, creating a positive and productive environment.
Building Trust: The Cornerstone of Influence
Trust is the foundation of influence. When your team trusts you, they’re more open to change and willing to follow your lead, even when things get tough.
While trust might seem like some amorphous trait, there are some key actionable building blocks –
1. Be Credible
Credibility comes from consistently aligning your actions with your words. Show expertise, honesty, and integrity in everything you do. When your team sees you as credible, they’re more likely to respect and trust your decisions.
Example: Imagine you’re a manager who always delivers on promises and produces top-notch work. When you suggest a new process to boost efficiency, your team is more likely to jump on board because they trust your judgement.
2. Be Reliable
Being reliable means your team can count on you. Show up, be accountable, and respond to their needs. Your dependability creates a sense of security.
Example: If an employee needs time off due to a personal crisis, and you’ve been supportive in the past, they’ll feel more comfortable approaching you, knowing you’ve got their back.
3. Be Discreet
Discretion means handling sensitive info and situations with care. When your team knows they can confide in you without fear of gossip or judgement, it builds a safe and trusting environment.
Example: During a restructuring phase, keeping confidential information to yourself and communicating openly with your team can ease anxieties and maintain trust.
4. Be Empathetic
Empathy is about understanding and sharing the feelings of others. Recognise your team’s emotional and psychological needs, especially during stressful times. A bit of empathy goes a long way.
Example: If you notice an employee’s performance dipping, take the time to understand what’s going on and offer support. This shows you care and are there to help.
Clear and Adaptable Communication
Good communication is key to influence. You need to convey your vision, expectations, and feedback clearly and persuasively. Plus, you’ve got to adapt your communication style to fit different situations and individuals.
1. Be Clear
Clarity ensures your messages are easily understood and reduces misunderstandings. Be concise, specific, and avoid jargon.
Example: When kicking off a new project, provide a detailed outline of objectives, roles, and timelines so everyone knows what’s expected.
2. Be an Active Listener
Active listening means fully engaging with the speaker and responding thoughtfully. Show your team that their input is valued and considered.
Example: In a team meeting, actively listen to each member’s ideas and feedback, summarising and addressing their points to foster a collaborative environment.
3. Be Adaptable
Adapt your communication to suit different audiences and contexts. Recognise that everyone has unique preferences and styles. (hot tip: my Puzzle People communication workshop helps you and your team discover your own personal communication preferences and gives you practical tools for adapting to others – CLICK HERE FOR MORE DETAILS)
Example: Some team members prefer detailed written instructions, while others respond better to verbal guidance. By adapting, you ensure effective communication with all.
Understanding and Managing Change
Change can be tough, but it’s inevitable. Leaders who understand the psychological impact of change and manage it well can guide their teams through transitions smoothly.
1. Acknowledge Resistance
Resistance to change is natural. Acknowledge and address your team’s concerns instead of dismissing them. By validating these feelings, you can work to mitigate resistance.
Example: When introducing new software, hold open forums to discuss the changes, allowing employees to express concerns and providing reassurances about support and training.
2. Provide Support
Support during change is crucial. Offer resources, training, and emotional support to help your team adapt. This reduces anxiety and builds confidence.
Example: During a significant company change, organise workshops and training sessions to help employees integrate into the new changes, providing ongoing support for challenges.
3. Communicate the Vision
A clear vision helps your team understand the purpose and benefits of the change. Articulate how it aligns with your organisation’s goals and positively impacts the team.
Example: Explain that a new flexible working policy aims to enhance work-life balance and productivity, helping employees see the long-term benefits.
Involving Employees in Organisational Change
Here’s the thing – nobody likes being told what to do. When change is imposed on us, it can trigger a threat response in our brains. To avoid this, involve your employees in any organisational change. Give them a sense of autonomy and ownership.
1. Involve Them Early
Get your team involved in the change process as early as possible. This inclusion gives them a sense of control and reduces the feeling of change being forced upon them.
Example: When planning a new company-wide initiative, invite employees from various departments to join a task force. Their input can shape the project and make them feel more invested in its success.
2. Seek Their Input
Ask for your team’s ideas and suggestions. This not only makes them feel valued but also brings diverse perspectives to the table.
Example: Before rolling out a new policy, hold brainstorming sessions where employees can voice their opinions and contribute to the final decision.
3. Empower Decision-Making
Empower your team to make decisions within the change process. This autonomy fosters a sense of ownership and reduces resistance.
Example: When redesigning office spaces, let teams decide on the layout and design of their areas, ensuring the new environment meets their needs and preferences.
So there you have it – leading with influence, not authority, is the key to successful leadership, especially in today’s unpredictable world.
By building trust, communicating effectively, involving employees in change, and understanding the dynamics of change, you can inspire positive behaviour and guide your team to success.
Focusing on influence over authority creates a resilient and adaptable workplace where employees feel valued, supported, and motivated to perform their best, even under pressure.
Embrace influence, lead with empathy, clarity, and integrity, and watch your team and organisation thrive.
If YOUR team could benefit from a workshop on Leading with Influence, let’s talk!
