John Maxwell says leadership is influence. If that’s true, then how does a leader gain influence with the people he or she leads?
Influence is never gained simply by holding a position. (That’s myth number one in my book The Mythical Leader.)
I’ll never forget the first week in a new position. We had a large staff and it seemed everyone was on edge around me. It was awkward. I’m a pretty easy-going guy. I can appear intense at times, because I’m very driven, but I genuinely like people. My door is always open, but it was tense. Eerily tense in fact. The church had experienced a couple difficult years and they were obviously resistant to give immediate trust. I knew I would have to earn it.
I also knew I had to gain influence with my team. You can’t lead people if you can’t influence them.
Influence is always based on trust. So, ultimately, that’s what we are discussing in this post. Building trust that gains influence.
7 Ways I Attempt To Gain Influence With a Team:
Treat People With Respect.
I expect to be respected as a leader. Most leaders have that expectation. I know, however, I can’t demand or even expect respect without displaying it. Mutual respect is absolutely necessary on a healthy team and its a clear biblical principle. If I disrespect people it doesn’t build influence. It fosters control.
People need to know they are valued members on the team and they will be treated fairly, professionally and with grace and truth.
Take Risks on People and Give Opportunities To Fail or Succeed.
I place tremendous faith in people. In fact, I could even be accused of being naive about it. I’ve been burned many times and putting faith in people can be messy, but it’s one of the best ways to gain influence with people.
If a team member comes to me with a dream, I’ll try to help them attain it. The risk is almost always worth the return. People need to know they are free to explore even if it’s into unknown territory. More importantly, they need to know you’ll back them up if it doesn’t work. Team members need to be able to learn from mistakes and success and continue to grow and develop.
Recognize and Reward Efforts.
I’m not afraid to single out exceptional work for individual recognition. Yes, you may miss someone—and I try to discipline myself to look broadly for areas to applaud, but individuals need recognition just as the collective team does. What I’ve learned is a culture which recognizes achievements of others is contagious. As you do, so will the team.
This said, I’ve also learned the longer you do something well the less recognition you receive for it.
Allow the Team To Know Me Personally.
This is huge. I’m very transparent. I try to be clear about my weaknesses and own my mistakes. I’m also not afraid to be the brunt of the jokes.
