You can increase your leadership influence. It is said that leadership is influence and this concept is illustrated in many leadership stories. But for the most part, the discussion on influence revolves around the leaders’ character, charisma, persuasion skills, and the ability to use “magic” words. 

You can build leaders through influence. You can make things happen, not by manipulation or persuasive words, but by helping others change their behaviors so they can achieve what they want.

You will make people understand that they too can increase their influence and make a difference in their world. 

Increasing influence involves few soft skills. When you study one, you are likely to improve in others.

Leaders build leaders. We will increase our influence to help others increase their influence.

And there are easy, effective, and proven ways you can teach others so they can influence themselves to get what they want.

leadership influence

Leadership Influence

Leadership influence is the cornerstone of effective management and the driving force behind successful teams. It’s more than just a position or title; it’s the ability to inspire, guide, and motivate individuals toward a collective goal. 

Having a strong leadership influence is non-negotiable. But how does one harness and amplify this influence? 

Explore these ten transformative ways to elevate your leadership influence, ensuring you not only lead with authority but also with heart, vision, and purpose. 

Set Inspiring Goals

Setting inspiring goals means crafting objectives that not only guide the direction of efforts but also evoke enthusiasm, drive, and passion. These goals go beyond mere quantitative targets; they connect with a deeper purpose or vision, motivating individuals and teams to stretch beyond their limits and achieve excellence.

Inspiring goals resonate with the intrinsic motivations of employees. They tap into aspirations, values, and personal growth, ensuring that individuals are not just working for the sake of completion but are truly invested in the journey and the outcome.

A study by the Journal of Applied Psychology highlighted that teams working towards challenging and meaningful goals outperform those with simpler, less significant objectives. The research underscores the power of purpose-driven goals in enhancing motivation, commitment, and performance.

Rosa, a Filipino department leader, felt that her team was often just going through the motions, lacking true enthusiasm for their projects. During our coaching session, I stressed the importance of setting inspiring goals. Rosa then involved her team in setting objectives that aligned with both company vision and individual passions. The shift was evident – her team became more proactive, innovative, and engaged, driven by goals that resonated with their personal and professional aspirations.

How to Set Inspiring Goals

  • Connect with Purpose: Ensure that goals align with the overarching mission and vision of the organization.
  • Involve the Team: Engage team members in goal-setting processes, ensuring buy-in and alignment with individual aspirations.
  • Make Goals Challenging yet Achievable: Aim for a balance where goals stretch capabilities without being demotivatingly unreachable.
  • Visualize Success: Encourage the team to visualize the positive impact and outcomes of achieving these goals.
  • Regularly Review and Adapt: Periodically check in on goal progress, celebrating milestones, and adapting objectives as necessary.

For Filipino professionals, where cultural values often emphasize community, unity, and shared aspirations (“damayan”), setting inspiring goals becomes a communal endeavor. It’s about crafting a shared vision, where every team member feels integral to the journey and the eventual success.

By setting inspiring goals, Filipino leaders can galvanize their teams, fostering a sense of shared purpose, commitment, and collective ambition – all crucial elements for driving exceptional performance and achievement.

Focus on Vital Behaviors

Focusing on vital behaviors means zeroing in on the specific actions and habits that, if adopted and executed consistently, will lead to the most significant positive change. These behaviors are often few but are pivotal in driving the desired results. By emphasizing vital behaviors, organizations can streamline efforts, ensuring maximum impact with minimal, yet targeted, actions.

Identifying and championing these vital behaviors can simplify complex challenges, making desired outcomes more attainable. It eliminates the noise of unnecessary tasks, directing attention and energy towards what truly matters.

A research article in the “Journal of Organizational Behavior Management” emphasized that when organizations concentrate on vital behaviors and reinforce them, they witness faster adoption rates and more sustainable change among employees.

Andres, a Filipino sales director, was struggling with declining team performance. During our coaching session, I introduced the concept of vital behaviors. Together, we pinpointed a few key behaviors, like client follow-ups and personalized pitches, that could significantly impact sales results. Andres then focused on training and reinforcing these behaviors within his team. Within months, the sales figures improved, reflecting the power of concentrating on pivotal actions.

How to Focus on Vital Behaviors

  • Identify Key Actions: Analyze processes and determine which specific behaviors have the most significant impact on desired outcomes.
  • Reinforce with Training: Offer training sessions or workshops to instill and refine these identified vital behaviors.
  • Monitor and Measure: Regularly assess the adoption and consistency of these behaviors, ensuring they’re driving the expected results.
  • Reward and Recognize: Celebrate individuals or teams that exemplify these behaviors, reinforcing their importance.
  • Iterate and Adapt: Continually evaluate the relevance of chosen vital behaviors and adapt based on changing circumstances or results.

In the Filipino work environment, where values like “sipag at tiyaga” (hard work and perseverance) are celebrated, focusing on vital behaviors can channel these traits effectively. It ensures that hard work is directed where it matters most, leading to tangible results.

By concentrating on vital behaviors, Filipino leaders can guide their teams more efficiently, ensuring that efforts are not scattered but are laser-focused on actions that drive significant positive change. This approach not only optimizes results but also fosters a culture of smart work, where efficiency and impact are at the forefront.

Develop Emotional Intelligence (EQ)

Emotional Intelligence refers to the ability to recognize, understand, manage, and effectively express one’s own feelings, as well as to engage and navigate successfully with the emotions of others. It involves being aware of emotions, both of oneself and of others, and using that awareness to manage our own behaviors and relationships.

Having a high EQ allows managers to build stronger teams, handle stress, make informed decisions, and communicate more effectively. It also enables leaders to foster positive work environments and relationships, which are vital in team dynamics.

Research by Daniel Goleman, a psychologist and author of “Emotional Intelligence”, suggests that EQ may be even more important than IQ in determining outstanding job performance. Leaders with high EQs are more likely to be empathetic, understand team dynamics, and make better decisions.

Rico, a Filipino supervisor, often found conflicts arising in his team due to misunderstandings. When he reached out during a coaching session, I introduced him to the importance of Emotional Intelligence. He then invested time in understanding his emotions and those of his team members. As a result, he could address concerns before they escalated, and the overall team harmony improved noticeably.

How to Learn Emotional Intelligence

  • Self-awareness: Reflect on your emotions, strengths, and weaknesses regularly.
  • Empathy: Try to understand and share the feelings of another.
  • Self-regulation: Learn techniques to manage disruptive emotions.
  • Improve Social Skills: Engage in team-building activities and active listening.
  • Motivation: Set personal and professional goals and work towards achieving them.

The power of Emotional Intelligence lies in its capacity to bridge the gap between knowing and doing. In the Filipino context, where values like “kapwa” (shared identity) play an integral role, EQ becomes an invaluable asset in strengthening relationships and fostering mutual understanding.

In an environment where harmony and unity are seen as vital components of a successful team, developing EQ can pave the way for a cohesive and productive workforce.

Show A Deeper Sense of Malasakit

Malasakit is a Filipino term that doesn’t have a direct translation in English. However, it closely embodies the concepts of genuine concern, compassion, and empathy towards others, especially in a work environment. It’s about going the extra mile not because you have to, but because you genuinely care.

Having malasakit means understanding the concerns of others and taking proactive steps to address those concerns. For a manager, it means looking out for the welfare of team members, recognizing their needs, and ensuring they have the necessary resources and support to excel.

A study conducted by the Philippine HR Group emphasized that Filipino employees are more motivated and committed to their work when they perceive their superiors and organizations as showing malasakit. They feel valued, appreciated, and this greatly boosts morale and productivity.

Carlos, a Filipino manager, noticed a decline in the performance of one of his best employees, Liza. Instead of reprimanding her, he approached the situation with malasakit. He sat down with Liza, listened to her concerns, and found out she was facing personal challenges. Carlos offered flexible working hours and provided emotional support. Liza’s performance improved, and she became even more loyal to the company, grateful for the understanding shown.

How to Show Malasakit

  • Genuine Concern: Regularly check in with team members about their well-being, both professionally and personally.
  • Active Support: Provide necessary resources and training to help team members excel.
  • Empathy: Place yourself in the shoes of your team members to understand their perspectives.
  • Open Communication: Encourage a culture where team members feel safe to voice concerns and challenges.
  • Recognition: Acknowledge and appreciate the hard work and dedication of team members.

In the heart of Filipino culture, malasakit is more than just a term – it’s a way of life. It embodies the spirit of communal unity, where everyone looks out for each other. For Filipino managers, showing malasakit is not just an asset; it’s an expectation.

In the business landscape of the Philippines, where relationships and mutual respect are foundational, malasakit can be the driving force behind a successful, united, and motivated team.

Understand What Motivates People

Motivation is the driving force behind why people act or behave in a particular way. It’s the set of reasons that prompts individuals to perform certain actions. Understanding motivation is crucial for managers as it helps them inspire and lead their teams more effectively, ensuring tasks are completed efficiently and goals are achieved.

Diverse factors motivate people – from intrinsic motivations like personal satisfaction, passion, or the joy of learning, to extrinsic motivations such as bonuses, promotions, or other tangible rewards. Recognizing and tapping into these motivations can significantly enhance performance and satisfaction levels within a team.

A study by the American Psychological Association revealed that employees who feel their managers understand and act upon their motivational drivers are more engaged, loyal, and committed to their job roles. Such understanding fosters better employee-manager relationships and promotes a positive workplace culture.

Pedro, a Filipino supervisor, noticed that while some of his team members excelled when given monetary incentives, others still lacked enthusiasm. During our coaching session, I emphasized the importance of understanding diverse motivational factors. Pedro then spent time with each member, discussing their aspirations and what truly drove them. He discovered that some were motivated by professional growth opportunities, while others valued recognition or work-life balance. By tailoring his approach, Pedro saw a marked improvement in team productivity and morale.

How to Understand What Motivates People

  • Open Dialogue: Regularly discuss aspirations, goals, and desires with team members.
  • Observation: Watch for patterns in behavior and performance to discern what drives individuals.
  • Feedback: Implement regular feedback sessions to understand what makes team members feel valued.
  • Tailored Incentives: Recognize that one-size-fits-all rewards may not work; personalize rewards based on individual preferences.
  • Continuous Learning: Attend workshops or read books on motivational theories and psychology to better grasp the subject.

In leadership, the true essence lies in understanding the hearts and minds of those you lead. For Filipino managers, this is even more pertinent given the cultural emphasis on interpersonal relationships and “bayanihan” (community unity).

Understanding what motivates people is not just about enhancing productivity; it’s about nurturing relationships, building trust, and fostering an environment where everyone feels understood and valued. In the Filipino work context, a manager who grasps the motivations of his team is seen not just as a leader, but as a part of the family.

Improve Employee’s Skills to Deliver

Ensuring that employees have the right skills is pivotal for them to deliver effectively on their responsibilities. Skill enhancement goes beyond the mere acquisition of knowledge; it’s about refining abilities, enhancing competence, and ensuring employees can apply what they’ve learned in real-world scenarios.

Investing in employee skill development boosts confidence, enhances job satisfaction, and leads to superior job performance. When employees feel equipped to handle their roles, they are more likely to be productive, engaged, and committed to the organization.

A report by LinkedIn’s 2020 Workplace Learning Report highlighted that 94% of employees would stay at a company longer if it invested in their learning and development. This underscores the importance of continuous skill enhancement in retaining top talent and ensuring organizational success.

Maria, a Filipino manager, realized that her team, though hardworking, often struggled to meet project deadlines. On delving deeper during our coaching session, it became apparent that they lacked certain technical skills. Maria then initiated a series of training sessions, bringing in experts and providing access to online courses. As her team’s skills grew, they began delivering projects more efficiently, enhancing client satisfaction and team morale.

How to Improve Employee’s Skills to Deliver

  • Training Programs: Regularly organize in-house training sessions or workshops targeting specific skill gaps.
  • Online Courses: Encourage employees to enroll in online platforms like Coursera, Udemy, or LinkedIn Learning for specialized courses.
  • Mentorship: Pair less experienced employees with seasoned professionals for guidance and skill transfer.
  • Continuous Feedback: Provide regular feedback on performance, highlighting areas for improvement and growth.
  • Encourage Collaboration: Foster a culture where employees can collaborate, share knowledge, and learn from each other.

For Filipino managers, investing in the growth and development of their team aligns closely with cultural values of care (“malasakit”) and shared growth (“kapwa”). Enhancing skills is not merely a professional endeavor; it’s a testament to a manager’s commitment to the well-being and success of their team members.

In the dynamic Filipino work environment, where adaptability and continuous growth are paramount, improving an employee’s skills becomes the linchpin for both individual and organizational success.

Use Social Motivation

Social motivation revolves around the human need to be accepted, recognized, and affiliated with others within a group or community. It taps into our innate desire for social interactions, bonds, and relationships. Leveraging social motivation can be an effective strategy for managers to engage and inspire their teams, making them feel a part of something larger than themselves.

Harnessing the power of social motivation can lead to increased collaboration, a sense of belonging, and a drive to achieve common goals. When employees feel their contributions are recognized and valued by their peers and superiors, their commitment and productivity can soar.

According to a study published in the “Journal of Personality and Social Psychology,” social recognition and peer validation can be as motivating, if not more, than financial incentives. This underscores the power of social dynamics in influencing behavior and performance in the workplace.

Ramon, a Filipino team leader, observed that his team lacked cohesion and often worked in silos. During our coaching sessions, I introduced him to the concept of social motivation. Ramon then initiated team-building activities, recognized achievements publicly, and set up collaborative projects. As team members started to feel more connected and valued by their peers, their collective performance improved, and they began working together more harmoniously.

How to Use Social Motivation

  • Team Building: Organize activities that foster collaboration and strengthen team bonds.
  • Public Recognition: Celebrate achievements and milestones in team meetings or company-wide platforms.
  • Collaborative Projects: Encourage tasks that require teamwork and collective brainstorming.
  • Peer Reviews: Implement a system where team members can provide feedback and acknowledge each other’s contributions.
  • Create a Sense of Belonging: Foster a culture where every member feels their voice is heard and their role is integral to the team’s success.

In the Filipino cultural context, where values like “bayanihan” (community spirit) and “pakikisama” (camaraderie) are deeply ingrained, social motivation becomes a potent tool. By tapping into these cultural strengths, managers can cultivate a work environment where team members are motivated not just by personal success but by the collective success of the group.

Leveraging social motivation aligns with the Filipino spirit of community, ensuring that every individual feels seen, valued, and integral to the bigger picture.

Encourage Mentoring

Mentoring is the process where an experienced or more knowledgeable individual helps guide a less experienced or less knowledgeable person. It’s a relationship-driven form of professional development that can offer a myriad of benefits, including skill enhancement, better decision-making, and increased confidence.

Embracing mentoring can result in accelerated learning curves, broader perspectives, and can aid in succession planning. It’s a win-win for both mentors and mentees: while mentees receive guidance and knowledge, mentors often report personal growth and a renewed sense of purpose.

Research from the Association for Talent Development highlights that organizations with formal mentoring programs have higher employee retention and engagement rates. Mentored individuals are often more satisfied in their roles, perform better, and show faster career progression.

Lorenzo, a Filipino department head, was concerned about the skills gap between senior and junior team members. In our coaching session, I introduced the concept of structured mentoring. Lorenzo then paired seasoned professionals with newer recruits. Over months, he witnessed increased knowledge sharing, reduced training times, and enhanced teamwork. The junior members felt more supported, while the senior members found renewed purpose in their roles.

How to Encourage Mentoring

  • Formal Programs: Establish structured mentoring programs within the organization, pairing senior staff with newer employees.
  • Training for Mentors: Offer training sessions for potential mentors to equip them with the necessary skills to guide their mentees effectively.
  • Feedback Channels: Create platforms where mentors and mentees can provide feedback, ensuring the mentoring relationship is fruitful.
  • Celebrate Success Stories: Share stories of successful mentor-mentee pairs to inspire others and underscore the value of mentoring.
  • Time Allocation: Ensure that mentors have allocated time in their schedules to devote to mentoring, recognizing its importance.

In the Filipino workplace, where values like “magulang at anak” (parent and child) relationships are often mirrored, mentoring takes on a special significance. It aligns with the cultural ethos of guiding and nurturing the younger generation, ensuring they are equipped for future challenges.

Encouraging mentoring not only strengthens individual skills and career paths but also solidifies the organizational fabric, ensuring knowledge transfer, continuity, and sustained growth.

Give Incentives

Incentives are rewards or benefits offered to employees to encourage and recognize their performance and efforts. They can be monetary, such as bonuses or raises, or non-monetary, such as recognition, promotions, or additional vacation days. When appropriately used, incentives can significantly boost morale, increase productivity, and foster loyalty within the organization.

Incentives address the human desire to be acknowledged and rewarded for hard work and achievements. When employees feel that their efforts are recognized and valued, they are more inclined to go the extra mile, leading to enhanced performance and commitment.

According to a study by the Incentive Research Foundation, well-structured incentive programs can increase employee performance by as much as 44%. The research indicates that tailored incentive programs, aligning with employee desires and organizational objectives, yield the best results.

Miguel, a Filipino branch manager, noticed a decline in sales figures over consecutive quarters. In our coaching session, I suggested a well-structured incentive program. Miguel then introduced performance-based bonuses and monthly recognition awards for top performers. Within a few months, the branch saw a considerable uptick in sales, with employees motivated to reach and even surpass their targets.

How to Give Incentives

  • Performance-Based Bonuses: Offer additional financial rewards based on individual or team performance metrics.
  • Recognition Awards: Celebrate top performers in team meetings or company newsletters, acknowledging their contributions.
  • Additional Benefits: Offer extra vacation days, flexible working hours, or other non-monetary benefits as rewards.
  • Promotions and Growth Opportunities: Recognize consistent top performers with opportunities for career advancement.
  • Tailored Incentives: Understand what employees value the most and tailor incentives accordingly, ensuring they resonate with individual preferences.

For Filipino employees, where cultural values emphasize appreciation and “pasasalamat” (gratitude), incentives become more than just rewards. They transform into tokens of appreciation, signaling that the organization values and acknowledges the hard work and dedication of its members.

By giving incentives, organizations not only boost performance but also foster a culture of gratitude, motivation, and mutual respect – essential components for long-term success in the Filipino business landscape.

Celebrate Small Successes

Celebrating small successes means recognizing and appreciating incremental achievements, no matter how minor they may seem. This approach shifts the focus from just big milestones to also valuing the journey and the consistent efforts made along the way. By acknowledging these smaller victories, organizations can foster positivity, boost morale, and maintain a motivated workforce.

Highlighting small successes creates an environment where employees feel seen and valued. It encourages continuous effort, reinforcing the idea that every contribution, no matter its scale, plays a vital role in the larger organizational picture.

A study by the Bersin by Deloitte found that organizations with recognition programs that are highly effective at improving employee engagement have 31% lower voluntary turnover. This suggests that consistent recognition, even for small achievements, can lead to greater job satisfaction and employee retention.

Isabella, a Filipino project manager, felt that her team was becoming disheartened due to the long duration and complexity of their ongoing project. During our coaching session, I emphasized the importance of celebrating small successes. Isabella then introduced weekly team shout-outs, acknowledging individual contributions and milestones reached. This shift led to a more vibrant team atmosphere, with members more engaged and enthusiastic about their tasks.

How to Celebrate Small Successes

  • Regular Shout-Outs: Use team meetings to highlight individual achievements or milestones reached during the week.
  • Recognition Boards: Create a space, physical or digital, where team members can post and view accomplishments.
  • Personalized Notes: Send personal messages or emails to individuals, thanking them for their efforts and contributions.
  • Team Gatherings: Organize casual team lunches or coffee breaks to celebrate after achieving certain goals.
  • Skill-Building Opportunities: Offer workshops or courses as rewards for achievements, helping employees grow while recognizing their efforts.

In the Filipino context, where communal values and “kapwa” (shared identity) are deeply ingrained, celebrating small successes takes on added significance. It becomes a shared moment of joy, reinforcing team bonds and emphasizing collective achievement.

By celebrating small successes, Filipino managers not only recognize individual efforts but also weave a narrative of collective progress and unity, essential for sustaining motivation and fostering a cohesive team environment.

Leadership influence is not merely about authority or directive power. It’s a harmonious blend of understanding, inspiring, and guiding those under your wing. By embracing and refining the ten ways outlined, leaders can transcend traditional managerial roles, becoming beacons of inspiration and catalysts for positive change within their organizations. 

By fostering a profound leadership influence, you not only elevate your leadership journey but uplift everyone who follows in your footsteps.

Leadership Influence Workshops

Leadership Influence Workshops equip managers and supervisors with the necessary tools and effective strategies to amplify their influence and generate immediate, tangible results. 

It is not just training on how to influence people. It is a workshop on how to fix workplace problems and create opportunities using the power of influence.

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