Moving from control to influence

A path to effective leadership is to learn how to move from control to influence.

In the realm of leadership, the desire for control can be tempting. It offers a convenient way to avoid uncomfortable conversations and short-term failures. Leaders may get exactly what they want by dictating terms and ensuring immediate compliance. However, they need to realize that this approach hampers future growth and prevents the attraction of great talent.

So how can leaders discern whether they are leading through control or influence? Let’s explore a few key indicators. Famous podcast personality Todd Henry provides some helpful principles to consider.

Influence is leading by vision; control is managing by sight

Leaders who seek to cultivate influence over time understand the importance of embracing short-term failures to achieve long-term success. They are driven by a broader vision of expanding their team’s capacity. Instead of micromanaging, they establish broad guide rails rooted in their vision and allow their team members to work within them. They recognize that occasional setbacks are a natural part of the growth process as individuals stretch themselves and explore new avenues. The objective is not to exert control but to facilitate a mindset that guides decision-making and empowers individuals to think critically about their work.

Influence is situation agnostic; control is situation-specific

The freedom to operate within certain boundaries is essential for creative growth. Influential leaders focus on teaching principles that can be applied to various situations. They equip their team members with the skills and knowledge to navigate unfamiliar territory independently. Influencers nurture adaptable problem-solvers, while control freaks promote rigid adherence to their directives. Conversely, control-oriented leaders rely on specific instructions for each situation. When team members venture beyond their comfort zones, they find themselves lost and reliant on further instructions.

Influence is caring for others; control is self-interest directed

Leaders who lead by influence genuinely care about the success of their team members, even when they are no longer under their direct guidance. They prioritize setting their team up for success, helping them assume more significant responsibilities, and fostering their growth and influence, perhaps even surpassing their own. Conversely, control-focused leaders prioritize self-interest, primarily concerned with preventing embarrassment or damage to their reputation in the present moment. They aim to avoid any potential mishaps, regardless of whether team members advance in their careers.

Influence is spreading praise; control is claiming credit

Influential leaders understand the power of spreading praise. They acknowledge and attribute success to the entire team, fostering a culture of collective achievement. By shining the spotlight on their team members, influencers cultivate fierce loyalty and create an environment conducive to collaboration and growth. Control-oriented leaders, on the other hand, consistently position themselves at the center of attention, claiming credit for successes and making it appear as though they alone are responsible for project accomplishments.

This approach to claiming credit stifles creativity and limits the potential for results beyond the leader’s direct input. In contrast, leading by influence multiplies efforts and replicates values in the lives of others. The shift from control to influence hinges on establishing a leadership philosophy that communicates clearly what you value, how you make decisions, and what is most important for the team and the work at hand.

At the end of the day, effective leadership lies in embracing influence rather than control. By leading with a vision, nurturing adaptability, caring for others, and spreading praise, leaders can create an environment that fosters growth, attracts exceptional talent, and achieves enduring success. And when you objectively look at the points presented, you will realize that effective leadership is based on the platform and structure of mutual trust. At the same time, control operates from the platform of fear and insecurity.

I also look at the principles in terms of parenting. When our kids were small and incapable of doing things for their own safety, we managed them, and control was the tool. But as they grow up, I have to shift from control to influence, and I realized that this was the day I stopped managing them and started leading them. It turned out well.

Embracing influence is a transformational journey that elevates the leader and the team to new heights of accomplishment and fulfillment.

(Francis Kong’s podcast “Inspiring Excellence” is now available on Spotify, Apple, Google, or other podcast streaming platforms).