Leadership: The Art of Influence - Endeavor Management · - Operational Modeling 2 Operational Excellence - Assessment - Design & Implementation - Values, Ethics & Feedback - Integration

Leadership:The Art of Influence

www.endeavormgmt.com

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A leader is great, not because of his

or her power, but because of his or

her ability to empower others.

- John C. Maxwell

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http://www.endeavormgmt.com/


Why is Influence Important to You?

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What Affects Our Ability to Influence?Key Questions

• How do we earn the right to influence others?• The license to influence is provided by

the people we want to influence

• What leadership behaviors influence others?• Individual expectations

• High Performing Teams

• Influence on a grand scale…how do you influence an organization?

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• Creating consensus about you as a leader – Your Brand

• Creating consensus on what your team’s priorities should be – High Performing Team

• Creating consensus on what the organization should focus on –• Organizational Culture • Strategy Development and

Implementation• Human Capital Practices• Operational Priorities

Where Leaders Critically Use Influence

Influence is About Motivating Others to Action or a Certain Point of ViewThree Areas Leaders Work On



First Step to Influence: Build Trust In Your Leadership Brand

The Ken Blanchard Companies 6



• Where does your passion lie?

• Purposeful communication

• Desired outcomes

Second Step to Influence: Build & Manage Your Leadership Brand





• Creating consensus on what the organization should focus on –

• Organizational Culture

• Strategy Development and Implementation

• Human Capital Practices

• Operational Priorities





• Red• Paint a picture of what needs to be done and what success looks like• Demonstrate where this has worked before• Develop process structures – who does what, when• Define who is in charge and move!

• Green• Engage everyone! • Build the coalition by listening and being curious• Demonstrate how we win with the change• Collaborate and be flexible – allow for optionality

• Yellow• Talk about the “How” (details) more than the “What”• Jointly create the project plan• Set up systems and processes• Trust the team

• Blue• Talk about the ”Why” more than the ”What or How” (Strategic)• Innovate and help them find a new way• Let the members create the plan• Be emotionally supportive of people’s feeling about change• Give people time to make decisions and change

Behavior That Influences Others – How They Need to be Influenced

Birkman PersuasionHow do you persuade different types of people



How Others Need and Expect to be Influenced

• Understand how people accept info & need to be persuaded• Develop self-awareness/EQ

• Know audience/EQ

• What skills/competencies do I apply?• Listen and observe reactions to your actions

• Ask clarifying questions (“First Seek to Understand”)

• Demonstrate compassion

• Show support (“think Win/Win”)

• Collaborate (“Synergize”)

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Lencioni’s Model For High Performing Teams

Focus on Results

Create Joint Accountability

Foster Commitment

Expect and Manage of Conflict

Build Trust

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• Creating consensus on what the organization should focus on –

• Organizational Culture

• Strategy Development and Implementation

• Human Capital Practices

• Operational Priorities





What is Trust in An Organization?

• Personal Trust – the trust people have when interacting with others and are acknowledged, told the truth, and support mutually-agreed upon goals. Not judged, taken advantage, embarrassed, cheated, nor humiliated.

• Organizational Trust – the trust people have in the company itself such as processes, fairness and making good on promises. To have their own managers listen and do what is right for the business not just themselves.

• Strategic Trust – the trust employees have in the people running the show to make the right strategic decisions.

People use the word “Trust” to mean many different things. In an organization, there are 3 kinds of trust:

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• Harness peer pressure• Find strength in numbers (Inclusion +

Engagement = Execution Muscle)• Create the burning platform and guiding

coalition

• Design Rewards/Demand Accountability• Change the Environment• Culture of learning and responsibility

(“Feedback, the breakfast of champions”)

Leverage your Leadership Brand to:

Influence an OrganizationSocial and Structural Changes

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Cultural Leadership Transformation Roadmap – How You Influence an Organization!

Compliance

• Readily follow rules and procedures

• Adherence to cultural norms

• Acts on information

Integration

• Positively reflects culture norms

• Seeks to understand “Why”

• Follows and accepts the experiences of leaders and managers

Internalization

• Culture is embedded deeply into the unconscious

• Behaviors are central to self identity

• Belief in the “Why”

External Motivation

Internal Motivation

People/ResourcesSystems, work processes

and toolsStructure Culture/VABEs

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Endeavor’s Organizational Performance

- Structure (Internal)

- Communication & Decision hierarchy

- Business go-to-market (External)

- Financial & Risk Management

Organizational Strategy1

- Quality & Safety

- Digital Transformation

- Cost Efficiency

- Operational Modeling

Operational Excellence2

- Assessment

- Design & Implementation

- Values, Ethics & Feedback

- Integration Coaching

Culture Development4

- Assessment & Coaching

- Performance Management & Succession

- Leadership Competency Building

- High Performing Teams

People Empowerment 3

Transformational

Leader

charged with

Strategy, People

& Culture

driving

Engagement

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THANK YOU


950 Echo Lane, Suite 200, Houston, TX 77024

@EndeavorMgmt

Contact

713-877-8130

[email protected]

www.linkedin.com/endeavormgmt

We look forward to working with you

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Documents

Leadership: The Art of Influence - Endeavor Management · - Operational Modeling 2 Operational Excellence - Assessment - Design & Implementation - Values, Ethics & Feedback - Integration