As an EQ practitioner, I've seen the impact of leadership from multiple angles—whether through working with team leaders and managers, observing teams in high-pressure environments, or reflecting on my own experiences early in my career. Influence, rather than control, is the driving force behind effective leadership, and over the years, I’ve gathered several observations that illustrate the diverse ways leaders can use influence to inspire, connect, and foster growth.
The Mentor Who Led by Example
In my early days, I had a manager named Sue. Sue wasn’t loud, and she certainly didn’t micromanage. Instead, she led by example. She treated everyone with respect, listened actively to what people had to say, and rarely needed to assert authority because her actions naturally earned her that authority. When I reflect on Sue’s style, I realize that what made her influential was her consistency. She built trust by following through on her promises, and by the time she gave us instructions, we were more than ready to follow them.
One thing I learned from Sue is that leadership isn’t about how much you control; it’s about how much trust you build. According to a study from Leadership & Organization Development Journal, 61% of employees said trust in leadership is essential for their job satisfaction. Leaders like Sue understood this instinctively.
The Colleague Who Connected Emotionally
Years later, I worked with someone who wasn’t officially a leader but who influenced the entire team. Anna wasn’t in a senior role, but she had a way of reading the room. She noticed when people were stressed and was always the first to suggest a quick break, offering a compassionate ear or a practical solution. Over time, I saw how people gravitated towards her—not because she was giving orders, but because she connected emotionally and understood what the team needed at any given moment.
What Anna showed me is that influence can come from empathy. Research published in Harvard Business Review highlights that emotionally intelligent leaders create environments of trust and engagement, boosting team performance by up to 30%. Anna didn’t need a title to lead; her influence was in her empathy.
The Executive Who Empowered Autonomy
Finally, I think of John, a C-level executive at a tech company I once consulted for. John’s strength was knowing when to step back. He believed in his team’s capabilities and empowered them to make decisions without constantly checking in. While other leaders might have hovered over every task, John focused on providing the bigger vision and trusted his team to get the details right.
This approach built a culture of autonomy and responsibility. In a world where micromanagement can stifle creativity, John’s influence was in trusting his team to deliver—and they did. As Simon Sinek aptly puts it:
“Leadership is not about being in charge. It's about taking care of those in your charge.”
Leadership is Multi-Dimensional
Influence in leadership takes many forms: building trust, connecting emotionally, empowering autonomy. It isn’t about having the loudest voice in the room but about understanding the needs of those you lead and creating an environment where they can thrive.
As you reflect on your leadership style, ask yourself: Are you leading with influence, or simply with authority?
By drawing from different sources of influence—trust, empathy, and empowerment—you can foster a team culture that drives both personal growth and collective success.
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