Influence is a cornerstone of effective leadership. While traditional authority stems from job titles or positions, true leadership influence comes from earning trust, demonstrating integrity, and inspiring action. Leaders who master the art of influence can rally teams behind visions, drive strategic change, and create high-performing, engaged cultures. In this article, we explore the three best practices for influencing in leadership, each backed by detailed workplace examples that show how influence works in action—not theory.
1. Lead by Example: Influence Through Behavior
One of the most powerful ways leaders influence others is by modeling the behaviors they want to see. This practice, often called leading by example, builds credibility and sets clear expectations. When leaders consistently demonstrate integrity, accountability, empathy, and resilience, they create a standard that others naturally follow. People are far more likely to emulate actions than abstract values posted on office walls.
Example: Transforming Team Culture at a Tech Startup
Situation: At a fast-growing SaaS company, a new Head of Engineering named Priya took over a team plagued by missed deadlines and low morale. Developers were used to working late nights with little appreciation, and there was a culture of finger-pointing when things went wrong. What the Leader Did: Instead of implementing strict performance metrics immediately, Priya started by changing her own behavior. She:
- Consistently arrived early and was available to support the team.
- Praised developers publicly for problem-solving efforts.
- Took full responsibility for any team delays in leadership meetings.
- Asked team members how she could help them succeed.
- Refused to engage in blame games, even when mistakes occurred.
Impact: Within three months, team members began mimicking her behavior. Collaboration improved, after-hours work decreased, and morale surged. The team eventually reduced their sprint delivery times by 20%, simply by following her lead. Key Takeaway: Leadership is less about demanding accountability and more about demonstrating it. Behavior becomes contagious—use it to influence your team positively.
2. Build Influence Through Active Listening and Empathy
Influence is not about persuasion alone—it’s about connection. The most influential leaders understand the motivations, concerns, and aspirations of their teams. They listen deeply and respond thoughtfully. Empathy in leadership helps build psychological safety, fosters mutual respect, and creates influence that isn’t forced but welcomed. When people feel heard, they become more receptive to guidance and direction.
Example: Turning Resistance into Buy-in During Organizational Change
Situation: At a mid-sized healthcare organization, the HR Director, Marcus, was tasked with implementing a new performance management system. Managers and employees resisted the change, complaining about the system being overly complex and unnecessary. What the Leader Did: Instead of enforcing the change top-down, Marcus initiated a listening campaign:
- Held one-on-one meetings with managers to hear their concerns.
- Ran anonymous surveys and open forums.
- Identified a few recurring pain points about complexity and unclear goals.
He then adjusted the rollout plan to include simplified training materials, manager support guides, and a phased adoption model. Importantly, he returned to employees and said, “We heard you. And here’s what we’re doing to improve the rollout.” Impact: The tone of the conversation changed. The resistance melted into cautious optimism, then eventually into advocacy. Managers became partners in the rollout, helping others adapt to the new system. Marcus’ empathy turned potential failure into a win. Key Takeaway: Influence grows when leaders listen before they act. When people feel like their voices matter, they are more willing to follow even difficult decisions.
3. Use Strategic Storytelling to Inspire and Align
Data informs. Stories inspire. Leaders who master storytelling can influence thoughts, behaviors, and even long-term culture. Stories humanize abstract ideas, making visions and strategies relatable. Whether you’re selling a new initiative or navigating a crisis, a well-timed story can create emotional buy-in that spreadsheets and charts never will.
Example: Reviving a Sales Team Through Purpose-Driven Storytelling
Situation: A national retail chain was facing plummeting sales and low customer satisfaction. The Sales Director, Jamal, inherited a demoralized team, many of whom were preparing to quit. Previous leaders had bombarded staff with KPIs, quotas, and pressure tactics. What the Leader Did: Instead of continuing the same path, Jamal introduced a storytelling approach. In every team meeting, he began sharing customer success stories:
- A young couple who bought their first kitchen set after saving for months.
- A single mom who found the perfect bunk bed for her kids on a budget.
- A retiree who cried tears of joy when a team member helped him assemble his furniture.
He framed the work not as selling, but as helping people improve their lives. He also invited employees to share their own experiences and published a weekly “Retail Hero” story based on real customer impact. Impact: Within six months, customer satisfaction scores rose by 30%. Turnover dropped, and several employees who had planned to leave changed their minds. The team began seeing their role as meaningful, not mechanical. Key Takeaway: Stories make influence emotional. By connecting everyday actions to purpose, leaders can reignite motivation and drive alignment at all levels.
Putting It All Together: The Influence Flywheel
Let’s tie these best practices into a simple framework you can apply in your organization:
The Influence Flywheel for Leaders:
- Model the Behavior – Act the way you want others to act.
- Connect through Empathy – Listen before you lead.
- Inspire through Stories – Give meaning to the mission.
When used together, these practices don’t just add influence—they compound it. Modeling behavior builds trust. Trust makes people more willing to share openly. Understanding them makes your stories more resonant. And on it goes. This kind of influence isn’t artificial. It’s not transactional. It’s transformational.
4. Empower Others to Take Ownership
Influence thrives when leaders create space for others to lead. Empowerment is not about handing over tasks—it’s about handing over trust. Influential leaders recognize that giving team members ownership over projects, ideas, and solutions fosters motivation, accountability, and innovation.
Example: Empowering a Junior Employee to Lead a Critical Project
Situation: At a creative agency, deadlines were tight, and the team was stretched thin. The Creative Director, Lisa, had a junior designer named Eva who showed initiative but had never managed a full campaign. A major client wanted a new product launch design within three weeks. What the Leader Did: Instead of assigning the project to a senior team member, Lisa gave Eva full ownership of the campaign—client communication, team coordination, creative direction, and delivery. Lisa made it clear: “You’re in charge. I’ll be here if you need support, but this is your show.” She also communicated her confidence in Eva to the client, providing her public backing. Impact: Eva rose to the occasion. She pulled late hours, sought feedback proactively, and coordinated smoothly across departments. The client loved the final result—and specifically praised Eva’s leadership. The campaign was delivered on time, and Eva’s career trajectory skyrocketed. Key Takeaway: People rarely grow from being micromanaged. Influence multiplies when you delegate authority, not just tasks.
5. Be Consistent and Reliable
Consistency may not be flashy, but it’s fundamental to influence. A leader who keeps their word—even in small things—builds a foundation of trust. People need to know what to expect from their leaders. Inconsistent behavior leads to confusion, disengagement, and mistrust.
Example: Rebuilding Trust After Leadership Turnover
Situation: A regional branch of an international logistics company had gone through three managers in one year. Employees were skeptical of new leadership and hesitant to trust promises. The new Branch Manager, Andrés, made a point of doing exactly what he said—every single time. Whether it was delivering team feedback on time, attending meetings promptly, or following up on questions, Andrés showed consistency in everything. What the Leader Did: He:
- Sent out weekly update emails, always at the same time.
- Followed up on every action item discussed in meetings.
- Gave fair, timely performance reviews.
- Refused to overpromise, even when under pressure from headquarters.
Impact: Within six months, employee retention increased by 25%, and staff surveys showed a significant rise in trust in leadership. Even employees who were actively job-hunting chose to stay, citing “stability” and “follow-through” as key reasons. Key Takeaway: Influence doesn’t always need a megaphone. Quiet, consistent leadership builds a reputation that people will follow—even through change.
6. Cultivate Strategic Alliances Across Departments
Influence is not limited to your immediate team. True leadership requires cross-functional collaboration. Influential leaders build relationships across departments, creating alliances that allow them to gather support, remove roadblocks, and drive holistic change.
Example: Breaking Silos in a Manufacturing Company
Situation: At a mid-sized manufacturing firm, product design and sales departments rarely communicated. Salespeople often overpromised features that the product team couldn’t deliver. The resulting tension impacted revenue and customer satisfaction. The newly promoted VP of Product, Anika, knew she needed influence beyond her department. What the Leader Did: She started meeting weekly with the VP of Sales—not to complain, but to understand their challenges. Anika also:
- Invited sales reps to attend design brainstorming sessions.
- Had designers sit in on sales calls to understand customer language.
- Helped co-create a unified “Product Roadmap Deck” both departments could use.
Impact: Instead of working against each other, Sales and Product teams started operating like partners. Customer complaints dropped by 40%. Internal satisfaction scores between departments improved dramatically, and leadership began replicating the collaboration model company-wide. Key Takeaway: Influence is exponential when it crosses borders. Don’t just lead your team—connect the dots between teams.
7. Adapt Communication Style to the Audience
Influential leaders know that a one-size-fits-all communication approach doesn’t work. Tailoring your communication style to the needs, roles, and personalities of your audience helps ensure that your message is received clearly and effectively. Whether speaking to executives, frontline workers, or creative teams, adjusting tone, format, and level of detail increases your impact. Influence improves when people feel the message was made for them.
Example: Gaining Executive Buy-in for a Tech Project
Situation: A product manager named Samira was working on a revolutionary internal tool to streamline operations at a large insurance company. Developers loved it, but executives weren’t engaged—they saw it as a “nice-to-have,” not a priority. What the Leader Did: Samira realized that her usual technical presentations, filled with product specs and agile terminology, weren’t resonating with the C-suite. She adjusted her approach:
- Reframed the pitch in terms of cost savings and compliance risk reduction.
- Used short, bullet-point slides instead of wireframes.
- Focused on financial impact and KPI projections, not UX features.
Impact: Within one board meeting, she secured full funding and executive sponsorship. The executives later praised her clarity and strategic framing. Key Takeaway: Influence starts with meeting people where they are. The more your audience feels you “get them,” the more receptive they’ll be to your ideas.
8. Recognize and Celebrate Contributions Publicly
People crave acknowledgment. Leaders who give genuine, timely recognition build stronger emotional bonds, create loyalty, and amplify positive behaviors across the team. Public praise can be more influential than private thanks—it models what success looks like and builds shared values.
Example: Building a Culture of Recognition at a Marketing Firm
Situation: At a digital marketing agency, team members were growing disengaged. While performance remained steady, employees felt unseen, especially those working behind the scenes (e.g., editors, developers). What the Leader Did: The CEO, Amanda, introduced a Friday morning ritual: Team Spotlight. Each week, one employee was recognized in front of the entire company, not just for outcomes, but for behavior reflecting core values—resilience, collaboration, creativity. She encouraged managers to nominate people, and eventually, peer nominations were added too. Impact: Within weeks, morale improved. Staff began complimenting each other more, and collaboration increased. Even employees outside the spotlight felt valued through a culture of appreciation. Retention rates rose significantly by the next quarter. Key Takeaway: Influence doesn’t have to be loud. Sometimes, simply shining a light on others is enough to elevate the whole team.
9. Stand Firm on Values and Ethics
The most enduring form of influence stems from integrity. People follow leaders who stand for something—even when it’s unpopular. Upholding ethical standards, protecting fairness, and refusing shortcuts show strength of character, which builds respect and deep influence.
Example: Refusing to Cut Corners in a Procurement Scandal
Situation: At a multinational construction company, pressure was mounting to fast-track a bid for a major government project. There were whispers of bribes and unethical practices from competing firms. The Procurement Director, Jorge, faced pressure to look the other way and “stay competitive.” What the Leader Did: Jorge refused.
- He documented everything transparently.
- Reported concerns to compliance and informed leadership.
- Held a team-wide meeting reinforcing that no short-term win was worth the company’s reputation.
He was nearly overruled—but held his ground. Eventually, leadership sided with him, and the company lost that contract but gained credibility with regulatory bodies. Impact: Months later, several competitors were fined for illegal activity. Jorge’s team was commended, and the company won new government contracts based on its reputation for integrity. Key Takeaway: Influence isn’t just about getting people to say “yes.” Sometimes, it’s about having the strength to say “no”—and leading others to do the same.
Final Wrap-Up: The Full List of 9 Best Practices for Influencing in Leadership
To recap, here are all 9 best practices with a focus on real-world leadership influence:
- Lead by Example – Set the behavioral tone.
- Practice Empathy and Listening – Build trust through understanding.
- Tell Purposeful Stories – Inspire and align through narrative.
- Empower Others – Delegate authority, not just responsibility.
- Be Consistent – Influence through reliable actions.
- Build Cross-Department Alliances – Extend impact across silos.
- Adapt Your Communication Style – Make messages resonate.
- Recognize Contributions Publicly – Reinforce values and drive engagement.
- Stand Firm on Ethics – Influence through moral clarity and courage.
