Influence

Introduction

Influence is critical in organisational change management because it determines whether change is adopted, resisted or ignored.

Unlike authority, which relies on positional power, influence is about earning trust, shaping perceptions and motivating voluntary action—all of which are essential in navigating the uncertainty and discomfort that change often brings.

Why Influence Matters in Organisational Change

1. Facilitates Buy-in and Commitment

• Influence helps leaders and change agents win hearts and minds, not just enforce compliance.
• When people feel heard, understood and inspired, they are more likely to commit to the change, not just go through the motions.

2. Builds Trust and Credibility

• Trust in those leading change reduces fear and resistance.
• Influential leaders model transparency, integrity, respect and consistency; they build the credibility needed to lead people through ambiguity.

3. Enables Peer-to-Peer Advocacy

• Change spreads more effectively when influential peers (informal leaders) champion it.
• These peer advocates can bridge the gap between formal leadership and the wider workforce, making change feel more authentic and less top-down.

4. Drives Culture Shift

• Influence shapes organisational norms and mindsets.
• Sustainable change depends on shifting beliefs, values and behaviours; this influence can achieve far more effectively than mandates.
• Requires high levels of emotional intelligence skills, ie self-awareness, empathy, etc.

(for more details, see elsewhere in the Knowledge Base)

5. Improves Communication Effectiveness

• Influential communicators know how to tailor messages to different stakeholders.
• They clarify the “why” of the change, address concerns and maintain momentum with empathy, relevance and credibility.
• They know how and when to use words

“…Influence requires precision, knowing how and when to use your voice. Influential leaders don't shout down dissent nor dominate the dialogue. They challenge constructively, frame issues with clarity and speed up the others who can't. They cut through the noise and reveal what matters…”

Michelle Gibbings. 2025a

• They listen beyond the words

“…Influential people……Pay attention to time, tempo and tension. They are aware of the subtext. They know when to stay silent, when to probe and when to offer space. They listened to understand, not just to reply…”

Michelle Gibbings. 2025a

6. Encourages Innovation and Participation

• People are more willing to contribute ideas and take risks in an environment led by influential, supportive leaders.
• This boosts innovation and shared ownership of the change process.
• They seek people who have different, challenging perspectives rather than just strong technical skills.
• They normalise learning from mistakes and model healthy risk taking; additionally, they encourage reflection, ie what went well, what needs improving, lessons learned, etc
• They give credit where credit is due.

7. Focuses on Long-term Sustainability

• Influential people don't chase short-term wins at the cost of long-term sustainability and credibility

“…They think beyond today's transaction and consider the ripple effects of their actions across systems, platforms and people…”

Michelle Gibbings, 2025a

Influence in Action: Key Roles

• Change Sponsors use influence to secure resources and set direction.
• Change Agents influence teams through facilitation, support and coaching.
• Middle Managers translate strategy into action and influence adoption at the operational level.
• Informal Leaders shape opinions and drive grassroots acceptance.

Practical Tools to Enhance Influence

• Storytelling (making the case for change personal and emotional.)
• Active Listening (building trust by valuing others’ input.)
• Stakeholder Mapping (identifying who to influence and how.)
• Social Proof (using success stories and champions to reinforce change.)
• Empathy Mapping (understanding what people think, feel, say and do during change.)

Summary

Change should not be imposed—it’s co-created; influence is the currency of co-creation.

Influence enables leaders and change agents to navigate resistance, foster engagement and ensure that change is both effective and sustainable. Without influence, even the best-designed change initiatives are likely to fail.