It’s easy to lead when you’ve got the title. When people nod because they feel like they have to.
But the real test?
Leading when they don’t have to listen. When your name tag doesn’t carry any built-in power. That’s where influence steps in. And that’s where the best leaders earn their stripes.
In my own journey, I’ve rolled out national comp plans, rebuilt sales processes across hundreds of locations, and driven cultural change without formal authority. No direct line. No top-down mandates. Just trust, credibility, and relentless follow-through.
This article is for every leader. Whether you’re stepping into your first role or sitting at the executive table, this is how you lead change that sticks. Let’s break down what influence looks like in action, why it matters, and how to actually build it.
What It Means to Lead Through Influence
Influence is moving people not because you can but because they want to.
It’s built on trust, not titles. On connection, not command. On buy-in, not compliance.
This approach is especially effective in today’s workplace. We work in cross-functional teams, flatter organizations, and hybrid environments. People want more than direction. They want belief.
Leading through influence isn’t just a soft skill. It’s a strategic one. Because when people believe in you and what you’re building, they don’t just accept the change. They carry it forward.
Why This Matters at Scale
If you’re leading change across hundreds or thousands of people, formal power doesn’t reach far enough. You can’t be in every meeting. You can’t personally motivate every team member. You can’t explain the why to every frontline seller.
Influence is what fills that gap. You can’t force belief. You have to build it.
When I helped lead a commission redesign across 700 stores, none of those stores reported to me. I didn’t use authority. I used alignment. We invited field leaders in, asked hard questions, co-created solutions, explained the why, and tested ideas together.
The result? People didn’t just adopt the plan. They owned it. And ownership drives results.
The Playbook: How to Lead Through Influence
This is what I’ve seen work firsthand. Whether you’re leading a team, a region, or an entire organization, these steps will help you build influence and drive real change.
1. Build Trust Before You Need It
Trust isn’t created during the crisis. It’s created in the day-to-day.
Show up consistently. Keep your word. Be honest when things go sideways. Make space for others before you ever ask them to follow you. Listen to others.
When trust is strong, influence follows.
2. Involve People Early and Often
If you want buy-in, invite people in from the start, and listen.
Pull in the people who will feel the impact most. Use feedback sessions, working groups, surveys, and honest conversations to understand what’s happening on the ground.
Listen. Then use what you learn. When people help shape the solution, they’re more committed to its success.
3. Make the “Why” Impossible to Miss
Change without context feels confusing. You have to make the reason behind it crystal clear.
Explain what’s changing. Explain why it matters. Explain how it affects each person. And most importantly, explain what success looks like.
Then say it again. In meetings, emails, huddles, and one-on-ones. Clarity, transparency, and repetition builds confidence.
4. Communicate Like a Human
Skip the buzzwords. Talk like you would over coffee.
Share stories. Be honest about what’s still uncertain. Speak in clear, straightforward language. Meet people where they are and use the channels they already trust.
The more human and honest your message, the more powerful your influence.
5. Influence Across, Not Just Down
Too many leaders focus only on their own teams. Influence travels sideways too.
Build strong relationships with your peers and support teams. Learn what matters to them. Connect your work to their goals.
When people across departments believe in what you’re doing, they help carry it forward.
6. Empower Champions
You can’t scale change alone. You need people others listen to.
Identify the informal leaders. Bring them in early. Equip them with tools and context. Let them take ownership in ways that make sense for their teams.
When influence comes from within the group, it gains traction faster.
7. Build Feedback Loops
No change plan survives first contact. You need ways to adjust.
Create simple ways for people to share input. Run pilots. Ask for feedback. Make space for learning. Then act on what you hear.
Feedback creates trust, and trust keeps momentum going.
8. Reinforce With System
If the change matters, build it into how you work.
Update tools. Adjust dashboards. Reward the right behaviors. Create structures that support the new direction.
Without reinforcement, the old ways return. With it, the new culture sticks.
Real Influence Looks Like This
Here’s a real-world example.
We needed to shift a 450-person retail team from a service mindset to a proactive sales culture. I didn’t have direct control over the stores. Telling them what to do wasn’t an option.
So, we had to do things differently.
We brought in field leaders to help design a new sales process. We trained managers on how to coach it, not just push it. We built live dashboards to highlight wins in real time. We created resources that made execution easier. We built training programs to help the team improve their craft. And, most importantly, we stayed close to the field and kept listening.
The result? Higher engagement and better results (like a 62% YoY increase in Mobile sales). But beyond the metric, the culture changed. Teams became more intentional. Managers became stronger coaches. And the energy in the field shifted because people believed in what they were doing.
That’s influence in action.
Final Thought: Titles Fade. Influence Lasts.
Authority has a shelf life. Influence compounds.
The best leaders don’t rely on job titles. They build trust, create clarity, and invest in relationships. They lead by example and bring others along because they want to, not because they have to.
When you lead through influence, you don’t just get short-term results. You build belief. And belief is what keeps the momentum alive long after the meeting ends.
If this resonates, I’d love to hear how you lead when authority isn’t enough.
Share your thoughts below. And if you’re building a culture of clarity, coaching, and performance, I’d love to support it. More at www.EricBoettner.com.
Hi, I’m Eric, and I help sales teams win.
Over the past 20 years, I’ve led high-impact sales organizations through transformation and growth. From scaling NASCAR sponsorships and telecom sales to leading 450+ employees across six states, I’ve driven results by focusing on what matters most: people, process, and performance.
I believe great outcomes start with great leadership. That means coaching the right behaviors, building systems that scale, and simplifying complex strategies into clear execution. Whether launching GTM strategies, redesigning enablement programs, or optimizing sales funnels, I bring a real-world, data-informed approach to driving sales performance.
I’ve delivered 62% year-over-year sales growth, redesigned enablement across 700+ locations, and built teams that didn’t just hit goals, but crushed them. But more than the metrics, it’s the culture we built that I’m most proud of.
Because when we prioritize people, process, and performance, the results will follow.
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