10 Ways to Increase Leadership Influence

Leadership influence isn’t magic. It’s action.

Leadership isn’t about charisma, charm, or Jedi mind tricks. Influence isn’t manipulation. It’s not about making people do what you want—it’s about inspiring them to become who they want to be.

Real influence comes from action. From showing up. From leading by example. From guiding others toward better habits, smarter decisions, and bigger wins.

The best part? Influence is a skill. A muscle. The more you use it—by listening, communicating, and actually understanding people—the stronger it gets. And when you increase your influence, you empower others to do the same.

Leaders build leaders. Let’s build more.

🔑 Ready to take your leadership to the next level? Our leadership influence workshop helps you make the leap from good to great. Let’s turn your potential into real, powerful leadership.

What Is Leadership Influence?

Leadership influence is the ability to guide, inspire, and impact others—without relying on authority.

It’s not about titles or job positions. Some of the most influential leaders have no formal power. They earn influence by the way they think, act, and communicate.

Influence is important because it drives action. People don’t follow orders; they follow trust, respect, and belief in a shared vision. A leader with influence can align teams, create momentum, and inspire change—while a leader without influence struggles to get even basic things done.

Without influence, leadership is just a title. With it, leadership becomes a force that moves people forward.

Leadership Influence is Everything.

Forget titles. Ditch the power plays. Real leadership is about inspiring, guiding, and moving people toward something bigger than themselves. It’s not just about getting things done—it’s about making people want to do them.

Strong leadership influence isn’t optional. It’s the difference between a team that thrives and one that barely survives. So how do you build it? How do you amplify it?

Here are 10 powerful ways to level up your leadership influence—so you can lead with heart, vision, and purpose.

1. Set Inspiring Goals

Most goals don’t fail because they’re too hard.

They fail because they’re boring.

A checklist. A number. A deadline.

But real, inspiring goals? They don’t just sit on paper. They light a fire. A real, raging, let’s-go-build-something-amazing kind of fire.

Forget bland targets. Inspiring goals connect to a bigger purpose. They get people excited, motivated, and willing to push past their limits—not because they have to, but because they want to.

How do you set goals that actually move people?

↳ Align goals with purpose. People don’t get excited about hitting numbers—they get excited about making an impact. Show them why it matters.

↳ Involve your team in goal-setting. Goals work best when people have a say in them. Ownership drives commitment.

↳ Make goals challenging yet achievable. A goal that’s too easy is uninspiring. A goal that’s impossible is demotivating. The sweet spot? A goal that stretches people but still feels winnable.

↳ Visualize success. Don’t just set the goal—paint a picture of what it will feel like when it’s achieved. People need to see it before they can chase it.

↳ Review and adapt regularly. A goal isn’t something you set once and forget. Check in. Adjust. Keep the fire burning.

When goals matter, people show up differently. They push harder. They stay focused. They create momentum.

So, set goals that matter. Goals that move people. Turn wishes into wins.

2. Focus on Vital Behaviors

Most people try to change too much at once.

They read productivity hacks. They set ten new habits. They try to optimize everything.

And then?

They burn out. They forget. They go back to old patterns.

Real change doesn’t happen by chasing a hundred small improvements. It happens by focusing on a few key behaviors that drive real results—the vital behaviors.

When you get those right, everything else follows.

So how do you do it?

↳ Identify key actions that move the needle. Not all habits are equal. What are the few behaviors that, if done consistently, would create the biggest impact? Focus on those.

↳ Reinforce with training. People don’t just need to know what to do—they need to know how to do it well. Invest in skill-building.

↳ Monitor progress. What gets measured gets improved. Track key behaviors, not just final results.

↳ Reward and recognize key behaviors. People repeat what gets reinforced. Acknowledge those who consistently show up and execute.

↳ Adapt as needed. If something isn’t working, adjust. The goal isn’t just effort—it’s impact.

When you cut the fluff and focus on what really matters, change happens fast.

So, what vital behaviors should you start focusing on today?

3. Develop Emotional Intelligence (EQ)

The smartest person in the room isn’t always the most successful.

In fact, the leaders people trust, follow, and respect aren’t just intelligent—they have something even more powerful: Emotional Intelligence (EQ).

EQ isn’t just about managing emotions—it’s about managing relationships. It’s what separates a boss who people tolerate from a leader who people believe in.

So, how do you develop it?

↳ Build self-awareness. Pay attention to how you react under stress, in conflict, or when things don’t go your way. The better you understand yourself, the better you lead.

↳ Practice empathy. Great leaders don’t just hear—they listen. They see beyond words. They understand what people feel and respond with care.

↳ Learn self-regulation techniques. Emotions are powerful—but they shouldn’t control you. Learn to pause before reacting. Stay calm under pressure. Make decisions, not emotional impulses.

↳ Improve social skills. EQ isn’t just personal—it’s relational. Strong leaders build trust, communicate clearly, and navigate tough conversations with confidence.

↳ Stay motivated and positive. Leadership is tough. Things will go wrong. EQ helps you stay focused, bounce back, and keep your team inspired—even in the hardest moments.

When leaders master EQ, teams thrive. People work better together. Productivity rises. Trust deepens.

Because in the end, leadership isn’t just about what you know—it’s about how you connect, inspire, and lead others.

Explore 10 Ways to Develop Emotional Intelligence.

4. Show Malasakit (Genuine Care)

A few years ago, I asked an employee why he stayed in a company despite having better job offers elsewhere.

He smiled and said, “Because my boss genuinely cares about me.”

That’s the power of malasakit. It’s not just about meeting deadlines, hitting targets, or running a business. It’s about people.

Employees don’t just work for paychecks. They work for leaders who care.

Malasakit isn’t about grand gestures—it’s about the little things that show you truly value your team.

So how do you lead with genuine care?

↳ Check in with your team regularly. A simple “How are you?” goes a long way. Not just when you need something—ask because you care.

↳ Provide real support. Do they have what they need to do their best work? Are they struggling with something? Leaders with malasakit don’t just demand results—they enable success.

↳ Listen more than you talk. Don’t just hear—understand. Make people feel seen, heard, and valued.

↳ Recognize and appreciate effort. People will go the extra mile for leaders who acknowledge their hard work. A small thank-you can fuel motivation more than a big paycheck.

↳ Lead with compassion. Everyone has challenges—inside and outside of work. The best leaders balance high expectations with human understanding.

Malasakit isn’t weakness. It’s not about being “too nice.” It’s about building a culture where people want to give their best—because they know their leader gives their best to them.

So, here’s a question: Would your team say you truly care?

10 Ways to Develop Active Listening Skills.

5. Understand What Motivates People

A manager once told me, “I don’t get it. I gave my best employee a raise, but he still left.”

I asked, “Did you ever ask him what truly motivated him?”

He blinked. “Isn’t it obvious? More money?”

Not always.

The biggest mistake leaders make? Assuming everyone is motivated by the same thing.

Some want higher pay. Others want growth. Some crave recognition, while others seek work-life balance.

Great leaders don’t guess—they figure it out.

So how do you understand what truly drives your people?

↳ Have open conversations. Ask, “What excites you about your work?” and “What would make you stay here for the long run?” You’ll be surprised by the answers.

↳ Observe behavior patterns. Who lights up when given a challenge? Who thrives on praise? Who values flexibility more than a bonus? People reveal their motivations in what they chase.

↳ Offer personalized incentives. A one-size-fits-all reward system doesn’t work. Tailor recognition, opportunities, and benefits to what actually matters to each person.

↳ Give regular feedback. Motivation isn’t a one-time fix. Keep the conversation going. Adjust. Adapt.

↳ Invest in their aspirations. Help people grow in ways that align with their personal goals. When they see a future with you, they won’t look elsewhere.

When leaders understand what drives their people, engagement rises, turnover drops, and performance skyrockets.

So, do you really know what motivates your team?

If not, it’s time to start asking.

6. Improve Employee Skills

A struggling manager once told me, “I can’t find good people.”

I asked, “Or are you not developing them?”

Silence.

Many leaders complain about skill gaps, but few take responsibility for building capabilities. They expect employees to improve on their own—without guidance, training, or support.

But here’s the truth: If your team isn’t growing, neither are you.

Great leaders don’t just demand results—they develop people.

Here’s how:

↳ Provide training opportunities. Learning shouldn’t stop at onboarding. Invest in workshops, courses, and real-world learning experiences.

↳ Encourage continuous learning. Create a culture where curiosity and improvement are part of the job—not a side task. Ask, “What skill do you want to master this year?”

↳ Offer mentorship. The fastest way to level up? Learn from someone who’s already been there. Pair employees with experienced mentors who can guide them.

↳ Give constructive feedback. Growth doesn’t happen in silence. Give direct, actionable feedback that helps employees improve—without crushing their confidence.

↳ Promote collaboration. People grow faster when they learn from each other. Encourage knowledge-sharing, team projects, and cross-functional experiences.

A team that keeps learning becomes a team that keeps winning.

So, before you ask, “Why isn’t my team performing better?”—ask yourself, “Have I given them what they need to grow?”

Because when employees get better, everything gets better.

10 Best Ways to Promote Team Collaboration

7. Use Social Motivation

A manager once asked me, “How do I get my team to be more engaged?”

I asked, “Do they feel connected to each other?”

She frowned. “What do you mean? They work together every day.”

Exactly. They work together. But do they celebrate wins together? Do they lift each other up? Do they feel like they belong?

People aren’t just motivated by goals—they’re motivated by each other.

If you want a team that’s engaged, productive, and driven, you need to leverage social motivation.

Here’s how:

↳ Foster team spirit. People work harder when they feel part of something bigger than themselves. Build a team culture that values connection, not just individual achievement.

↳ Celebrate wins publicly. Recognition isn’t just about rewards—it’s about visibility. When people see their efforts appreciated, they’re more likely to stay engaged.

↳ Encourage collaboration. The best ideas don’t come from solo efforts. Create an environment where people learn from each other, share knowledge, and succeed together.

↳ Use peer recognition. Appreciation from a boss is great. But recognition from teammates? Even more powerful. Encourage employees to highlight each other’s contributions.

↳ Create a culture of belonging. When people feel valued, trusted, and included, they don’t just show up—they step up. They take ownership. They give their best.

At the end of the day, people don’t just work for paychecks—they work for connection, recognition, and purpose.

So, if you want engagement, don’t just push for results—build a team where people want to give their best.

8. Encourage Mentoring

A leader once told me, “I don’t have time for mentoring. I have too much on my plate.”

I asked, “Then who’s growing the next generation of leaders?”

Silence.

Great leaders don’t hoard knowledge—they share it. They don’t just build their own success—they lift others along the way.

And here’s the thing: Mentoring isn’t just for newbies—it’s for everyone.

A workplace with strong mentorship creates faster learning, stronger teams, and a culture where people grow together.

So, how do you build a mentoring culture?

↳ Set up mentorship programs. Don’t leave mentoring to chance. Create structured programs where experienced employees guide those who are growing.

↳ Train mentors to be effective. Not everyone knows how to coach others. Provide training so mentors know how to guide, support, and challenge their mentees.

↳ Provide feedback loops. Mentorship isn’t a one-way street. Encourage open conversations where both mentors and mentees learn from each other.

↳ Celebrate mentor-mentee successes. Recognize those who grow through mentorship. When people see results, more will step up to guide and be guided.

↳ Make mentoring part of company culture. When mentorship is expected—not just encouraged—it becomes a natural way for people to develop.

A workplace where mentoring thrives is a workplace where people don’t just work—they grow.

So, ask yourself: Are you passing on what you’ve learned, or keeping it to yourself?

Because real leadership isn’t just about climbing higher—it’s about lifting others as you rise.

9. Give Incentives That Matter

A manager once told me, “I don’t get it. My team does good work, but they don’t seem motivated to go the extra mile.”

I asked, “When was the last time you rewarded them?”

He shrugged. “They get paid. Isn’t that enough?”

No, it’s not.

People don’t just work for a paycheck—they work for recognition, growth, and a sense of progress.

Rewards aren’t just nice—they’re powerful. They show people their work matters. They reinforce good behavior. They create motivation that lasts.

So how do you give incentives that actually drive performance?

↳ Offer performance-based bonuses. When people see a clear connection between effort and reward, they push harder. Make incentives meaningful and achievable.

↳ Recognize achievements regularly. A simple “Great job!” goes a long way. Celebrate wins—big and small—to keep momentum strong.

↳ Provide career growth opportunities. The best incentive isn’t always money—it’s growth. Give people chances to learn, lead, and level up.

↳ Personalize rewards. Not everyone is motivated by the same thing. Some want financial bonuses. Others value extra time off, flexible work, or public recognition. Know what drives your team.

↳ Show appreciation often. People who feel valued give more. A culture of appreciation leads to a culture of high performance.

At the end of the day, motivated employees create winning teams. If you want people to bring their best, give them a reason to.

So, when was the last time you made someone feel truly valued?

10. Celebrate Small Wins

A leader once told me, “We’ll celebrate when we hit the big goal.”

I asked, “What if you never get there?”

He frowned. “What do you mean?”

“Well,” I said, “big goals take time. If you wait until the finish line to celebrate, your team will lose steam long before they get there.”

That’s the mistake many leaders make. They focus so much on the destination that they forget to acknowledge the journey.

Small wins fuel momentum. They remind people that progress is happening, that their effort is making a difference, and that the goal is within reach.

So, how do you make small wins count?

↳ Give shout-outs for progress. Celebrate steps forward, not just the final result. A quick “Great work on that project!” can boost morale instantly.

↳ Recognize effort, not just outcomes. Sometimes, the lesson learned or the challenge overcome is just as important as the final win.

↳ Create a culture of appreciation. When recognition is a habit, people stay motivated—not just when they win, but while they’re working toward it.

↳ Encourage team-wide celebrations. Wins aren’t just personal—they’re collective. Build a team that lifts each other up.

↳ Keep the energy high. A team that feels progress is a team that keeps moving. Regular encouragement keeps momentum alive.

The best teams don’t wait to celebrate—they find reasons to celebrate often.

So, what’s one small win you can recognize today?

Leadership Influence is More Than Authority—It’s Action.

Great leaders don’t just give orders. They inspire. They guide. They create movements.

Embrace these 10 principles, and watch your influence grow. The stronger your influence, the more leaders you create.

Let’s build more leaders.

🔥 Ready to take your leadership influence to the next level? Our workshops are designed to give you real, actionable strategies to lead with power and purpose.

Let’s make it happen.