Everyone desires to be a great leader… People wish to be respected by their subordinates and colleagues, build trust and create value in their roles and across the organisation. But how do you go about it? What codes do leaders need to crack to be successful? The similarities between these leaders are not far-fetched. They cracked the Leadership Influence Code in their respective fields. They wore the shoes of their subordinates, colleagues and envisaged situations from their point of view or, as we put it, were in ‘their There’ As an aspiring leader, you need to know what influence is and, more importantly, how to gain it from others in pursuing a common goal – whether they be subordinates, people on the same level, or superiors. You need to crack the leadership influence code. How do you crack this Leadership Influence Code and gain influence as a leader? Over the last 17 years at Workforce Group, our leaders have worked with various leaders to help them decrypt the Leadership Influence Code. In this deck, we share the most effective strategies to successfully and consistently crack the leadership influence code. As you prepare to take on greater leadership responsibilities, download this deck to learn how to influence your peers and create tremendous value that would have your name mentioned in conversations for years to come. Visit workforcegroup.com to learn more

1. Cracking The “Leadership Influence” Code
Influencing from their ‘There’

2. INFLUENCIN
G
Influence, according to the Merriam-Webster
dictionary, is the
“act or power of
producing an effect without
apparent force or direct
authority.”
This dynamic between power and influence is an
important element of successful management.
Click here to watch a video on the:
Qualities of a Leader

3. Influence is the capacity to
inspire, rally, direct,
encourage, motivate, induce,
mobilise and activate others to
pursue a common goal.
“

4. Ways of Influencing others
Cajoling
When you influence others
by:
The effect you get is:
Bullying
Inducing negative
feelings e.g. guilt
Seeking sympathy
Flattering
Resentment
Retaliation
Less cooperation
Lack of respect
Undue Pride
Click here to read: How to Build Leadership Capabilities for Successful Business Transformation

5. Leading with Influence Vs
Authority
To influence effectively, it’s important to start from where
the other person is – “their There” - not from where you
are – “your Here”.
This is the key to leading
with influence as against
leading with Authority.
If you were in Ikeja
and they were in
Lekki, you wouldn’t
give them directions
to meet you that
started in Ikeja.
Similarly, don’t expect to influence
others from your lens, your point
of view, your experiences – take
time to understand their reality and
meet them where they are.
Click here to read: Leadership Simulations: Your Game-Changer in 2021

6. But how do you do this?
What is the code?
6

7. The Code

8. Mission
& Values
This is a sample
text. Insert your
desired text. This
is a sample text.
What do they think are their
top 3 challenges/concerns
right now?
Which priorities are at the
top of their to do list?
What in the organisation do
they think is blocking them
from achieving their goals?
Remember – listen and
understand – don’t problem-
solve
Step 1:
Understand
their
Situational
Reality:
show that
you get
their
“There”
Click here to read: Enhancing Your Leadership Effectiveness
with The Skill Will Matrix

9. Step 2:
Understand their Personal Reality: show that you
get “Them”
What is their life
situation? Family,
hobbies, interests,
ways to relax?
What do they look
forward to at work?
What do they wake
at night and worry
about? What is at
stake for them
personally?
What do they think
they need to help
them achieve more?
To be more
fulfilled?
When you get it
right, you may hear
“yes, exactly”,
“you’re actually
seeing where I’m
coming from” etc

10. Step 3
Affirm that you see value in them and that they
are capable of creating a way forward on their
terms
Offer options that allow
them to create
solutions within clear
parameters that work
for them and the
organisation
Align the organisation’s
priorities with their own –
paint a picture of a
compelling future
Agree what they will do and
how you will know it’s been
done.
If the agreement is honoured,
celebrate them. If not, instantly
recap the agreement and help
them course- correct. The least
helpful response is to politely say
nothing.
Click here to read: Creating the Right Leadership Development Plan for Your Organisation

11. Finally Check
Am I getting who this person is?
Am I getting this person’s situation?





Does this person get that I get them and their
situation?
Am I/are they offering options & alternatives
that will help us both move forward?
Am I ready to respond to the
honouring/breaking of any agreements made
(theirs or mine)?

12. READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com

13. YOUR BUSINESS YOUR PEOPLE OUR FOCUS
=
Workforce Group
… We go beyond

14. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
Leave and exit
management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing

15. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria