Influencing skills are among the most powerful soft skills in today’s workplace. Whether you’re leading a team, managing a project, or working cross-functionally, your ability to influence others – without necessarily having formal authority – can make or break your success. While some people associate influence with manipulation, the competency of influencing skills is grounded in authentic communication, strategic thinking, emotional intelligence, and relationship building. In this article, we’ll explore five real-world examples that demonstrate strong influencing skills across different professional settings. Each example will show how professionals apply this skill to gain buy-in, motivate others, and create meaningful change.
1. Influencing Through Data and Storytelling in Product Management
The Context
Sophia, a mid-level product manager at a growing fintech startup, is responsible for the mobile app experience. She believes the onboarding process needs an overhaul – users are dropping off during the second step. However, she lacks the authority to reassign engineers or mandate UI changes herself.
The Challenge
The engineering team is already stretched thin on other priorities. Leadership is focused on launching a new feature rather than refining existing workflows. Sophia needs to influence without authority to convince stakeholders to reprioritize onboarding.
How Influencing Skills Were Applied
Sophia blends data-driven arguments with storytelling. She pulls analytics showing a 40% drop-off rate during onboarding and overlays this with qualitative user feedback highlighting confusion at step two. She then creates a 3-minute visual walkthrough illustrating the pain point and its impact on conversion. Instead of demanding a fix, she invites the head of UX and a few engineers to a “lunch-and-learn” where she showcases this information. She ends by proposing a small A/B test that wouldn’t delay other work but could validate her hypothesis.
The Outcome
Leadership is impressed by her data clarity and collaborative tone. The A/B test is greenlit. Within two weeks, results show a 15% increase in conversion with the updated flow. The UX team shifts priorities without any conflict.
Key Competencies Demonstrated
- Persuasive communication
- Strategic use of data
- Framing a solution, not just a problem
- Creating alignment without pressure
2. Influencing Upward in a Corporate Environment
The Context
Marcus is a senior analyst at a multinational corporation. He reports to a director who is risk-averse and resistant to digital transformation. Marcus identifies a new automation tool that could reduce reporting time by 30%, saving the department thousands of hours annually.
The Challenge
Marcus’s director believes the current process is “good enough.” Furthermore, the organization has a traditional, hierarchical culture that discourages pushing new ideas upward.
How Influencing Skills Were Applied
Marcus begins by building alliances with peers and getting quiet buy-in from influential colleagues. He arranges informal chats with team leads who might benefit from the automation. He gathers testimonials, cost-benefit calculations, and a case study from another department that had success with the tool. He then frames his pitch to the director in a risk-aware language: instead of saying “We need this,” he says, “Here’s a low-risk opportunity to eliminate redundancy without restructuring current workflows.” He emphasizes how adopting this would reflect positively on the team’s efficiency without disrupting existing responsibilities.
The Outcome
The director agrees to a pilot trial with one team. The results are positive, and the solution is eventually scaled across the department. Marcus earns a reputation as a proactive and strategic thinker.
Key Competencies Demonstrated
- Stakeholder mapping
- Framing proposals to match leadership values
- Political savvy in hierarchical settings
- Building coalitions before taking action
3. Influencing Clients Without Being Salesy
The Context
Amira is a UX consultant working with a client who insists on adding flashy animations to a serious medical app interface. Amira believes the animations will distract users and violate best practices for accessibility and speed. However, she must respect the client relationship.
The Challenge
Amira doesn’t want to alienate the client or seem dismissive of their vision. She needs to steer the conversation toward a more user-focused solution while preserving trust.
How Influencing Skills Were Applied
Amira starts by acknowledging the client’s creative input: “I love the idea of making the interface dynamic.” She then shares examples from usability studies showing how animations can overwhelm users, particularly in high-stress healthcare settings. Rather than saying “No,” she offers alternatives – such as subtle transitions or visual cues that achieve the same goal of making the app feel modern. She supports her points with benchmark data from top-performing apps in the health industry.
The Outcome
The client appreciates the thoughtful approach. They agree to minimize animations while enhancing visual appeal through color and layout. Amira strengthens her credibility and retains the project long-term.
Key Competencies Demonstrated
- Active listening
- Empathy-driven communication
- Suggesting solutions, not just rejections
- Influencing without ego or confrontation
4. Influencing During Organizational Change
The Context
Liam, an HR business partner in a fast-scaling company, notices morale dropping after a recent merger. Several departments feel disconnected and worry about job security. Leadership is focused on logistics and hasn’t communicated a unified culture vision.
The Challenge
As an HR partner, Liam doesn’t have control over operations or executive decisions. However, he’s in a pivotal position to build bridges and influence the emotional climate.
How Influencing Skills Were Applied
Liam initiates a listening tour – meeting with employees across functions to gather their concerns. He compiles patterns and anonymously shares insights with leadership, framing it as an opportunity to improve trust. Next, he organizes cross-departmental “coffee chats” and invites mid-level managers to co-lead sessions that highlight shared values. He encourages executives to send weekly updates with personal messages rather than generic corporate emails.
The Outcome
The culture shift becomes noticeable. Internal surveys show improved trust and clarity. Leadership starts involving HR more proactively in communication planning. Liam is later asked to lead the internal engagement task force.
Key Competencies Demonstrated
- Emotional intelligence and empathy
- Bottom-up influencing
- Cross-functional collaboration
- Driving change through soft leadership
5. Influencing Team Members in Project Delivery
The Context
Jasmine leads a cross-functional project team with no formal reporting lines. The team includes engineers, marketers, and finance analysts – all with different priorities. She needs them to meet deadlines for a product launch but can’t issue commands.
The Challenge
One of the engineers consistently misses deliverables. The marketing team feels frustrated, and the timeline is slipping. Jasmine must realign the group and avoid a toxic blame culture.
How Influencing Skills Were Applied
Instead of escalating the issue, Jasmine schedules a one-on-one with the engineer to understand their roadblocks. She learns the engineer is juggling too many priorities and feels the marketing team doesn’t understand technical constraints. Jasmine then facilitates a transparent group discussion – not to call anyone out, but to set shared expectations. She encourages each team to share what they need and what support they can offer. She reassigns some tasks based on availability and introduces a shared dashboard for visibility. She also highlights team wins regularly, ensuring everyone feels valued and heard.
The Outcome
The team’s dynamics improve, and the project is back on track. Deadlines are met, and the final product performs well in market. Jasmine is praised for her collaborative leadership style.
Key Competencies Demonstrated
- Conflict resolution
- Mediation and consensus building
- Encouraging ownership without control
- Constructive feedback and motivation
6. Influencing Cross-Cultural Teams in Global Marketing
The Context
Elena, a global marketing coordinator for an international brand, is leading a collaborative campaign involving teams from the U.S., Germany, Japan, and Brazil. Cultural differences begin affecting alignment – deadlines are interpreted differently, and creative expectations vary widely.
The Challenge
Elena has no managerial authority over these teams. Yet, if she doesn’t bring them together, the campaign will miss its global rollout target.
How Influencing Skills Were Applied
Elena starts by recognizing cultural nuances in communication. She reads up on how each team prefers to work and tailors her communication style accordingly: structured updates for Germany, relationship-based chats for Brazil, high-context messaging for Japan. She then creates a shared goal statement that emphasizes how each regional team contributes to global success. She invites feedback in localized formats and rotates team leads in virtual calls to promote equality.
The Outcome
The teams begin syncing more efficiently. The campaign launches on time and performs well in all four markets. Elena is later asked to help build guidelines for managing multicultural teams.
Key Competencies Demonstrated
- Cultural sensitivity
- Inclusive leadership
- Building a unified vision
- Adapting communication across audiences
7. Influencing a Supplier to Improve Sustainability
The Context
Jonas, a procurement specialist at an eco-conscious retail brand, is concerned that one of their suppliers is using excess plastic packaging. Switching to biodegradable options aligns with the company’s values – but the supplier claims this would raise costs.
The Challenge
Jonas can’t force changes on external partners. He needs to persuade the supplier that the switch is mutually beneficial.
How Influencing Skills Were Applied
Jonas opens with a collaborative tone, asking the supplier for ideas on reducing environmental impact. He shares data on emerging consumer trends, showing increased brand loyalty when companies are seen as sustainable. He proposes a co-branded pilot: using eco-friendly packaging on one product line and tracking consumer response. He offers to highlight the supplier’s green efforts in upcoming marketing materials.
The Outcome
The supplier agrees to a trial. Consumer feedback is positive, and the supplier eventually transitions more of their clients to sustainable materials.
Key Competencies Demonstrated
- Partner persuasion
- Leveraging shared values
- Presenting win-win opportunities
- Sustainability advocacy
8. Influencing Stakeholders During Budget Cuts
The Context
Priya, a learning and development manager, is told her budget will be reduced by 40% next quarter. Several departments rely on her training programs to improve onboarding, retention, and upskilling. If programs are cut, performance could suffer – but finance insists on reductions.
The Challenge
Priya can’t override the budget decision, but she must influence leadership to retain strategic programs.
How Influencing Skills Were Applied
Priya conducts a cost-benefit analysis, showing how retaining core training correlates with a 25% reduction in employee turnover and faster onboarding by 20%. She organizes a roundtable of department heads and gathers their input on which trainings have the most business impact. She presents a revised plan that reduces costs through blended learning (online + offline) while preserving critical outcomes. She emphasizes long-term ROI.
The Outcome
Leadership approves a modified budget, saving key programs. Priya earns respect for her pragmatic and business-aligned approach.
Key Competencies Demonstrated
- Strategic thinking
- Negotiation through value framing
- Aligning training to business KPIs
- Stakeholder engagement
9. Influencing Policy Change in Healthcare Settings
The Context
Daniel, a nurse practitioner at a large hospital, notices that patients with chronic pain are receiving inconsistent follow-up care. This leads to readmissions and dissatisfaction. The current system is reactive, and leadership has not prioritized this area.
The Challenge
Daniel doesn’t hold an administrative role but feels strongly that change is needed.
How Influencing Skills Were Applied
Daniel begins by collecting case studies from patient histories and compiling incident reports. He gathers support from fellow nurses, who share their own concerns. With their backing, he drafts a proposal for a follow-up care pathway, including checklists, patient education materials, and nurse-led calls post-discharge. Instead of making demands, he schedules a meeting with hospital administration, framing his idea as a way to reduce readmission costs and improve ratings on patient experience metrics.
The Outcome
The hospital approves a 3-month trial. Within weeks, readmission rates for chronic pain patients decline. The program is made permanent.
Key Competencies Demonstrated
- Advocacy
- Change leadership from within
- Evidence-based influence
- Collaborative proposal building
10. Influencing a Team to Adopt a New Workflow Tool
The Context
Ben, a software developer at a mid-size tech company, finds the current project management tool clunky and inefficient. He tests a new platform on his own and loves it – but his team is skeptical about switching.
The Challenge
Ben is not the team lead. Convincing others to adopt a new tool means overcoming resistance to change.
How Influencing Skills Were Applied
Ben takes a show-don’t-tell approach. He creates a live demo of how the new tool simplifies workflows, cuts down on manual updates, and integrates with Git. He uses humor and clear side-by-side examples to highlight the difference. He invites feedback and offers personalized walkthroughs for anyone open to trying it. Rather than pushing, he asks for a 2-week trial period.
The Outcome
By the end of the trial, even the skeptics admit it’s more efficient. The team switches to the new tool, and Ben earns credibility as an innovator.
Key Competencies Demonstrated
- Initiative
- Demonstration-based persuasion
- Empathetic change management
- Building user confidence
Final Thoughts
Influencing is not about coercion – it’s about understanding people, aligning goals, and guiding decisions with credibility and care. Whether you’re influencing up, down, or across, the core competency comes from a blend of:
- Empathy: Knowing how others feel and what they need
- Strategic framing: Presenting ideas in ways that resonate
- Communication: Clear, confident, and contextual
- Trust-building: Demonstrating consistency and integrity
The examples above show that anyone, regardless of position, can wield influence effectively. With practice, influencing becomes not just a skill – but a leadership asset.
