In today’s complex work environments, influence has become a critical leadership skill. Whether you’re managing a team, leading a project, or working cross-functionally, your ability to influence others can determine the success or failure of your initiatives. Influence isn’t about manipulation or coercion – it’s about guiding others toward mutually beneficial outcomes, building trust, and creating environments where people thrive and perform at their best. This article explores five best practices for influencing others effectively to achieve positive results in the workplace.
1. Build Credibility Through Competence and Character
Why it matters: People are more likely to follow or support someone they trust and respect. Your credibility is the foundation of your influence. Without it, even the most well-crafted arguments can fall flat. How to do it: Credibility comes from two components – competence (your ability to do the job well) and character (your integrity, reliability, and values). To influence others, you must consistently demonstrate expertise in your role, show up prepared, and follow through on commitments. Equally important is how you treat others: Are you fair? Transparent? Consistent? When people see you as both capable and ethical, they’re more inclined to accept your ideas, support your initiatives, and advocate for your leadership. Example: Imagine a project manager trying to convince their team to adopt a new project management software. If the manager has a history of delivering results and has always acted in the team’s best interest, the team is likely to be receptive. If, however, the manager has shown favoritism or has previously failed to support the team during difficult periods, skepticism will hinder adoption – regardless of how useful the tool is. Best tip: Don’t wait until you need to influence someone to build your credibility. It’s an ongoing process rooted in every interaction.
2. Use Emotional Intelligence to Read the Room
Why it matters: Influence is relational. It’s not just about what you say, but how your message is received. Emotional intelligence (EQ) helps you navigate complex social situations, manage your own emotions, and respond to the emotions of others. How to do it: High EQ leaders practice empathy, active listening, and self-awareness. They tailor their communication style to their audience, pick up on nonverbal cues, and regulate their responses under pressure. For example, when proposing change during a stressful period, they acknowledge team fatigue rather than plowing ahead with enthusiasm that feels out of touch. Reading the room can be as simple as observing how people react during meetings – who looks engaged, who seems skeptical, who has concerns but isn’t voicing them? By addressing these subtleties, you validate people’s experiences, increasing your ability to guide them effectively. Example: A department head senses tension during a town hall meeting about an upcoming restructure. Instead of pushing forward with a rehearsed script, they pause to ask for input, listen actively, and adjust the tone to reflect team concerns. This responsiveness fosters trust and diffuses resistance. Best tip: Start meetings with open-ended questions like, “How is everyone feeling about the upcoming changes?” Use the answers to guide your approach in real time.
3. Frame Messages Around Shared Goals
Why it matters: People are more receptive to ideas that align with their own objectives or values. Instead of pushing your own agenda, reframing your message to show how it supports a shared vision fosters cooperation and enthusiasm. How to do it: Start by understanding your audience’s goals, fears, and motivations. Are they looking to increase efficiency? Reduce stress? Build career visibility? Once you know what they care about, frame your message in that context. Avoid jargon or generic appeals. Be specific. Show how your proposal helps them, the team, or the organization. This creates a win-win scenario and reduces defensiveness. Example: You want your team to document their processes more thoroughly. Instead of framing it as “We need to do this because leadership asked for it,” explain, “Documenting our process will reduce errors, make onboarding easier, and help everyone take time off without stress.” Best tip: Use “we” and “our” language instead of “I” or “you” to reinforce a sense of unity.
4. Cultivate Strategic Relationships Before You Need Them
Why it matters: Influence is amplified through networks. Building relationships with key stakeholders, decision-makers, and informal leaders gives your ideas more traction and support. How to do it: Be intentional about developing relationships across departments and hierarchies. Don’t just network up – also connect sideways and down. Offer help without immediate expectations. Ask for opinions. Stay in touch even when you don’t need something. When the time comes to pitch an idea, having allies who already know and trust you makes it easier to gain buy-in. These allies can also help you refine your proposal, identify potential resistance, and open doors to key conversations. Example: A marketing lead who’s nurtured a collaborative relationship with the sales team over time is more likely to get enthusiastic support for a new campaign idea. The sales team will trust that the initiative is in their best interest and offer helpful insights, making implementation smoother. Best tip: Set a recurring calendar reminder to reach out to someone outside your department for a short check-in, coffee chat, or shared lunch.
5. Be Consistent and Resilient in Your Messaging
Why it matters: Even with strong logic and emotional intelligence, influence often requires persistence. People don’t always change their minds immediately. They need time, repetition, and reassurance. Being consistent – not pushy – helps reinforce your credibility and keep your ideas top of mind. How to do it: Deliver your message through different channels: team meetings, one-on-ones, email updates, informal conversations. Maintain consistency in your message, even if your tone or format shifts. Address concerns along the way, refine your approach, and remain visible. Importantly, don’t give up after the first “no.” Resistance is normal, especially for initiatives involving change. Listen to feedback, tweak your message if needed, and continue demonstrating the benefits. Influence is often a marathon, not a sprint. Example: You propose a new hybrid work policy. At first, some managers resist, citing productivity concerns. Instead of withdrawing the proposal, you gather data, share case studies, pilot the approach with one team, and continue the conversation. Over time, attitudes shift. Best tip: Keep a “messaging journal” where you track responses, objections, and supportive quotes from stakeholders. Use it to fine-tune your pitch and reinforce positive momentum.
6. Ask Powerful Questions Instead of Giving Directives
Why it matters: Influence is more effective when people feel they’ve arrived at a conclusion themselves. Asking thoughtful, strategic questions encourages reflection, uncovers hidden concerns, and sparks ownership in others. How to do it: Instead of telling people what to do, ask questions that guide them toward your goal. This method builds engagement and encourages collaboration rather than resistance. Good questions also show respect for others’ expertise and perspectives. Use open-ended, non-judgmental language such as:
- “What do you think the biggest obstacle is here?”
- “How could we make this easier for the team?”
- “What might be a better way to approach this together?”
This helps others feel involved, reduces defensiveness, and fosters a two-way dialogue – which is essential for long-term influence. Example: A team lead wants to streamline the workflow but anticipates pushback. Instead of proposing immediate changes, they ask, “Where do you feel the most friction in your daily tasks?” This invites collaboration and subtly shifts the conversation toward improvement. Best tip: Frame your questions around possibilities, not problems. People respond more positively to forward-thinking conversations.
7. Demonstrate Flexibility Without Losing Focus
Why it matters: Influence requires persistence, but not rigidity. Sticking to your message while remaining open to feedback signals emotional maturity and a willingness to collaborate – qualities that strengthen your influence. How to do it: When met with resistance, don’t automatically compromise your goals. Instead, listen carefully, adjust tactics, and co-create solutions that still move the idea forward. Being flexible shows respect and increases your odds of long-term success. This balance – between firmness of purpose and openness to adjustment – is one of the most powerful ways to earn trust and keep momentum. Example: You propose a new team structure. After feedback, you realize one aspect needs reworking. You revise the plan while reinforcing the broader purpose. The team feels heard, and the initiative moves forward with even stronger buy-in. Best tip: Use phrases like “I hear you” and “Let’s adapt this together” to signal flexibility without appearing indecisive.
8. Use Storytelling to Make Ideas Memorable
Why it matters: Facts inform, but stories inspire. Humans are wired to respond to narratives – they create emotional connections and make your message stick. When influencing others, storytelling helps people visualize the outcome and feel emotionally invested. How to do it: Incorporate brief, relevant stories into your communication. These can be real-life anecdotes, past team successes, or hypothetical scenarios that illustrate your point. Stories give context, bring abstract concepts to life, and highlight the real-world impact of your ideas. Structure your story with a clear beginning (the challenge), middle (the journey), and end (the resolution). Make it relatable and relevant to your audience. Example: A manager advocating for mental health support shares a story about how a previous team member burned out, what the company learned from it, and how simple changes made a big difference. The story resonates far more than a bullet-point presentation ever could. Best tip: Keep a mental library of success stories and lessons learned that you can adapt and reuse in different contexts.
9. Leverage Social Proof and Peer Influence
Why it matters: People often take cues from others when deciding how to behave or what to support – especially in uncertain situations. Social proof is a powerful influence tool because it builds momentum and validates your message through collective behavior. How to do it: Mention who else is already on board. Highlight quick wins from early adopters. Share testimonials or data that demonstrate how others have succeeded with your idea. This doesn’t just build credibility – it also reduces the fear of standing alone. Even informal peer influence – like asking a well-respected colleague to express support – can shift group dynamics in your favor. Example: When rolling out a new process, highlight that “Team X already implemented this and cut their processing time by 30%.” That one sentence can convert skeptics faster than hours of explanation. Best tip: Start with influential early adopters. If they’re excited, others will follow more easily.
10. Lead by Example – Be the Change You Want to See
Why it matters: You can’t influence behavior you don’t model. People watch what leaders and colleagues do, not just what they say. Leading by example builds authenticity and makes your influence tangible. How to do it: If you’re advocating for punctuality, be on time. If you’re pushing for better cross-team collaboration, be the first to reach out across departments. When you demonstrate the mindset and behaviors you’re promoting, people are more inclined to follow. Being consistent in actions and words enhances trust and makes your message more believable. Example: A leader encourages a “camera-on” culture in virtual meetings to boost engagement. Rather than enforcing it with rules, they simply start doing it themselves – greeting each person by name, creating a friendly tone, and making the environment feel safe. Gradually, others follow. Best tip: Audit your daily actions: Do they reinforce or contradict the changes you want others to embrace?
Final Thoughts: Influence as a Leadership Mindset
Influence isn’t limited to formal authority – it’s available to anyone willing to lead through relationships, integrity, and communication. When done well, it becomes a tool for shaping culture, driving innovation, and empowering people across the organization. By focusing on credibility, emotional intelligence, shared goals, strategic relationships, and consistency, you can create lasting, positive impact in your workplace. Whether you’re launching a project, leading change, or mentoring a colleague, these best practices will help you move from persuading to inspiring – which is the essence of true influence.
Summary of Best Practices
- Build credibility through integrity and expertise.
- Read the room using emotional intelligence and adjust your approach.
- Frame your ideas around what matters to others.
- Invest in relationships before you need support.
- Stay consistent and patient to see ideas gain traction over time.
These practices, when applied regularly, create influence that’s not only effective – but also ethical, collaborative, and sustainable. That’s how great workplace cultures are built – one conversation, one connection, one act of leadership at a time.
