Be it characterized as a personality trait, an acquired skill or an inherent behavior, all effective leaders must have the ability to influence individuals or groups of individuals to action. Although the theories on leadership and what defines a leader are varied, all cite influence as a required component of leadership. The very definition of leadership as stated in Leadership Theory and Practice points to influence as a required component – Northouse states, “Leadership is a process whereby an individual influences a group of individuals to achieve a common goal” (Northouse, 2016 p. 6). Dwight D. Eisenhower also identified influence as a key component of leadership when he said, “Leadership is the art of getting someone else to do something you want done because he wants to do it.” So, how does a leader develop the ability to influence others based on popular leadership theories?
The Trait Approach to leadership with its focus on qualities and characteristics possessed by great leaders, identifies “influence” as a trait of effective leadership (Northouse, 2016). The Trait Approach does not specifically identify how a leader develops influence, only identifies influence as an associated characteristic. “The ability to influence other people’s behavior” is listed as a characteristic determinant of leadership per Stogdill’s survey research (Northouse, 2016 p. 21). The Trait Approach also identifies key leadership traits such as integrity, sociability and emotional intelligence, all characteristics contributed to a dynamic leader and a dynamic leader is an influential leader.
If you examine the Three Skill Approach to leadership – Human Skill is identified as one of the three necessary skills needed for successful leadership. Human skills or “people skills” allow a leader to assist or influence a group to work cooperatively to achieve a common goal (Northouse, 2016). People skills allow a leader to form cooperative relationships that build trust and the ability to influence. Leaders with human skills have the ability to connect with their followers and influence and motivate them to action.
Another theory that identifies influence as a component to leadership is the Psychodynamic Approach. The Psychodynamic Approach to leadership based on the dynamics of human behavior “emphasizes the relationship between leader and follower focusing on the underlying drivers of each” allowing leaders to motivate through understanding (Northouse, 2016). Understanding behavioral drivers in oneself and in others allows a leader to adapt their leadership to fit the individual and develop a report. In his discussion on Psychodynamic Leadership theory, Northouse summarizes effective leadership, “Effective leaders are those who meet the needs of their followers, pay careful attention to group processes, calm anxieties and inspire people to positive action.” (Northouse, 2016 p. 295). Effective leaders are trusted by their followers allowing for influence over them.
In Psychology applied at Work, Muchinsky & Culbertson state, “influence is the essence of leadership” (Muchinsky & Culbertson, 2016, p. 412). Although it is firmly established across popular leadership theory that influence is at the core of leadership; how a leader develops that influence is heavily debated. It does appear a relationship of trust between leader and follower is a common thread between theories. A skillful leader provides an appealing vision for the future and inspires and elevates their followers to pursue both personal and organizational goals.
References:
Muchinsky, P.M. & Culbertson, S.S. (2016). Psychology applied to work: An introduction to industrial and organizational psychology. Eleventh Edition. Summerfield, NC: Hypergraphic Press. Pp. 412.
Northouse, P.G. (2016). Leadership: Theory and Practice (Seventh Edition) Thousand Oaks, CA: SAGE. pp. 6, 21, 295.
tvm5502 says
A person’s ability to influence is paramount in leadership. You asked what made a great influential leader, and proposed that both trust and being knowledgeable about one’s job were markers. While that is definitely true, I would propose that charisma plays a greater role in one’s ability to influence than even trust or one’s skills at their profession. Kovalchuk (2013) states that the measure of someone’s charisma is their ability to get people to follow them, and how well they are regarded.
I believe you can have someone who is quite knowledgeable and even trustworthy, but his or her message and vision fall flat because they lack the charisma that people gravitate toward – that they want to be apart of. Charisma is also a special personality characteristic that empowers the leader to do extraordinary things (Northouse, 2016). Northouse (2015) asserts that charisma “gives the leader exceptional powers of influence” (p. 24). With charisma, one has the power behind the message that they need to ultimately influence others.
Great post!
Kovalchuk, I. (2013). Use of retractors and explainers in charismatic rhetoric: the case of four American presidents. Dos Algarves: A Multidisciplinary e-Journal, (22). Retrieved from http://www.dosalgarves.com/revistas/N22/1rev22.pdf
Northouse, P.G. (2015). Introduction to leadership: Concepts and practice. (3rd ed.). Thousand Oaks, CA: SAGE Publishing.
Northouse, P.G. (2016). Leadership: Theory and practice. (7th ed.). Los Angeles, CA: SAGE Publishing.
Rebecca Ann Ison says
Hey there!
As you mentioned, human skill, or people skills, allows leaders to connect and influence their followers. This is definitely a necessary skill! Human skill also helps a group work together cooperatively (Northouse, 2019). I found it interesting that Northouse also says that human skill also mean they are aware of their perspective, as well as the perspective of others, and they are flexible and can adapt their views to others (2019). That seems like a very interesting point! Many times, we think that leaders are steadfast but the old adage says that the wise man will change their opinion given new information. I have seen that applied in my job where my manager was dead-set on adding a new software program for everyone to track their sales numbers. The software that he wanted to use was very nice and was an up and coming program. Given the data he had, he thought that this program was the best out there. Because he had human skills, when he presented this program to the managers, he was open to the fact that we did not love his chosen program. He was understanding that the program did not work for us in management as it did for those in the executive level. He then asked us to take a look at similar software and send it to him for review. He was open to new ideas and encouraged us to find a solution that worked for us. He embodied Northouse’s mention of human skill as being sensitive to our needs and understanding that our motivation was just to find the best product out there for our task (2019). I believe that human skill is one of the most important skills for a leader to have because if a person doesn’t get along with their boss, they are not going to be a motivated employee. They are not going to want to do their best and go above and beyond for someone who they cannot relate to.
Reference:
Northouse, P.G. (2019). Leadership: Theory and practice (Eighth Edition). Los Angeles, CA: Sage.