Influencing Skills: Building consensus and driving change

You could think of workplace influence as corporate Jedi mind tricks, minus the mind control. Whether you're wrangling executives, winning over sceptics or getting your team to embrace change without an eye-roll, it all comes down to making your ideas too good to ignore. Here's how to trade persuasion struggles for effortless buy-in:

The foundations of influencing

Let's get one thing clear: There's nothing written in the book of true influence about barking orders and flexing authority. It's about getting people to want to follow your lead. As a department leader, perhaps you've got the title, but true leadership means inspiring action without throwing around your rank.

The best influencers can read the room, shift perspectives and get people genuinely excited about shared visions. A mix of emotional intelligence, credibility and strategic communication are your building blocks. In a world where change is the only constant, mastering these skills is what separates the trailblazers from the managers just going through the motions.

Tailoring messages to stakeholders

Not headlining news, but I'll say it anyway: Not everyone processes information the same way. What wins over one person might send another running for the exit. So, you need to adjust your communication style to match your audience.

Executives are laser-focused on ROI, risk and strategy. This basically means cutting the fluff. Keep your pitch sharp, data-driven and tied directly to company goals. Peers thrive on collaboration. Show them how your idea benefits everyone and make space for their input. Direct reports need clarity and purpose. Skip the corporate jargon and give them a compelling reason to care.

And then there are sceptics, who are a different breed — they need reassurance, not pressure. Acknowledge doubts, answer questions and frame changes as a win for them. Speak their language and you'll make it a no-brainer for them to get on board.

Building trust and credibility

If people don't trust you, they won't follow you. Period. Influence without trust is just manipulation and that's a fast track to workplace resentment, not results. Trust is built through consistency, competency and authenticity.

Want people to listen?

• Be the problem-solver, not the delegator: Leaders who actually add value earn respect.
• Follow through on commitments: Empty promises kill credibility faster than anything else.
• Be transparent: If something's challenging, say so — people appreciate honesty over spin.
• Listen actively: When people feel heard, they're way more likely to buy into your vision.

Trust isn't given — it's earned. Nail this, and your influence skyrockets.

Managing resistance

Pushback can actually be a good thing. Resistance means people care enough to have an opinion, and that's your golden ticket to turning them into allies.

In the face of resistance, your first task is to figure out the real issue. Is it fear of failure? A lack of clarity? Competing priorities? Once you know, you can address it directly. Acknowledge concerns, don't bulldoze them. Reframe the change. Sometimes people just need a pathway to understanding new perspectives, and true leaders will provide that.

At the end of the day, resistance is just a roadblock — not a dead end. Navigate it well, and you'll turn critics into supporters.

Driving change through influence with ICML

In the real world, change doesn't happen because you said so. It comes when people feel personally invested in making it work. Align teams with organisational goals in a way that feels inspiring.

Paint a compelling vision and build momentum with small wins. Create a culture of ownership and remember — influence is an ongoing conversation. Keep reinforcing the message in different ways.
The best influencers don't force change. They make it irresistible.

For further development, explore our Influencing and Negotiationg Skills course.