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Becoming a Person of Influence

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It’s easy to think that “being influential” is only for the famous or people in high-profile positions, but that’s not true. By definition, every leader is a person of influence. Influence is simply the capacity to affect the behavior and opinions of others. And, regardless of your vocation or aspiration, by focusing on simple, insightful ways to interact more positively with others you can increase your impact on those around you.


If you’ve ever made a sale or comforted a crying child, you have exercised the power of influence. As a business owner or organizational leader, your opportunity to influence is even greater. Everything you do, say or think influences. And with persistent practice, it’s even possible to strengthen this ability and make an exponentially bigger difference in your life, your organization, and the world.


Improving your influence in the workplace can help increase engagement within your organization. According to a recent Gallup report, only 34% of U.S. employees are engaged at work, and 13% are actively disengaged. Read on to learn more about ways to positively drive influence within your organization, and learn more about my upcoming event on the topic.

Positive behaviors that drive Influence


Below are just a few factors to focus on when striving to increase your influence and impact at work.


Taking an Interest in People


Great leaders effectively influence their people by showing genuine interest and authenticity. People need to know that their leaders are interested in more than just their output. Great leaders want their people to be at their best and are willing to help them get there. In turn, people will work harder for those who show genuine interest in personal development and building connections with their employees.


Responding to Feedback


When leaders ask their team for honest feedback, challenges, concerns, triumphs and ideas for improvement will surface. Being at the top of the organization often means that leaders are disconnected from the pain points your employees experience every day. Receiving and responding to feedback from employees is a great way to learn and grow as a leader. It also facilitates an open line of communication that empowers and inspires employees that they can make a difference in your organization.


Leading by Example


For better or for worse, your team is watching and being influenced by your behavior. Great leaders lead by example through demonstrating the desired behaviors they expect from their team. They live the core values they preach so the team can see the benefits of a consistent approach. By walking your talk, you become a person that others want to follow.


Having Fun


In many organizations, people are encouraged to “work hard, play later” as if the two were mutually exclusive. Leaders must lead the way in all things, including having fun. Energy and enthusiasm generated by the leader will have an immediate impact on the organization. When people are having fun they are more engaged, less stressed and are more productive. Strive to create a fun environment that people love working in.

Negative behaviors that hurt influence


Bossing People Around


Barking out orders and bossing around employees will not help you build the trust and respect needed to be an influential leader. Great leaders help employees work through obstacles that may be slowing them down and asks what they can do to help them reach their goals.


Second-Guessing Team Members


People work best when they are respected and given the latitude to do their jobs in their own way. In most cases, they know how to do their job better than you do. Influential leaders let their team be the experts at their jobs and take on more of an advisory role. They trust their team to get their work done in a timely manner and don’t assume their employees can churn out more work than they’ll admit to.


Passing Off Blame


Influential leaders don’t blame their employees for the problems they run into, from broken-down and overloaded systems to poor training. it’s the leader’s duty to take responsibility for employees’ difficulties and mistakes, and to create conditions under which that the employee can thrive.


Avoiding Tough Conversations


What’s worse than a difficult conversation? Avoiding one. Influential leaders understand that handling risky and confrontational conversations well can improve how we relate to each other, help organizations get a better grip on reality, and enable leaders to make better decisions.


John C. Maxwell said it best, “Leadership is influence. If people can increase their influence with others, they can lead more effectively.” Increase your influence today by attending my upcoming workshop, Becoming a Person of Influence, on November 29th from 6:00 to 8:30 p.m. Learn practical and easy principles to apply to everyday life that can help your personal and organizational success go off the charts.


Use code “influence2019” and get your tickets for $49. Food will also be provided. Buy your tickets here!

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