Influencing Skills for Project Leaders

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Does your role involve responsibilities without requisite authority? How often have you had to influence stakeholders? Influencing skills repeatedly come up in my coaching conversations with clients. Leaders face the challenge of driving change when they don’t have direct control. The struggle can come from a common misconception: You may think Influence is about persuasion when, in reality, it’s more about perception. You focus on crafting the perfect argument, assuming logic will prevail, whereas Influence is more about how the other person experiences your ideas. If they resonate, they will lean in and want to know more. However, even the most innovative idea will face resistance if they feel pushed, dismissed, or threatened. Last year, I coached a CXO struggling with this challenge. He was passionate about a project and wanted it rolled out fast, but stakeholders pushed back, insisting the pace of change would disrupt business and create confusion. Instead of debating, he met with each stakeholder, heard their concerns, and understood their perspectives. Using insights from those conversations, he modified his plan, reframed his ideas in their language, and showed how it solved their pain points rather than disrupting them. Finally, he started small and offered them a pilot version of the project instead of a full rollout. Over time, as they saw the results come in, one by one, they acknowledged the benefits and became active advocates. To get through, begin by making the stakeholders feel heard and understood. Here are three ways you can do that: ▷ Get curious about their resistance. Fear of change? Loss of control? Competing priorities? ▷ Speak their language. People don’t change for your reasons; they will change for theirs. Show them how they win. ▷ Make it safe to say yes. Big changes trigger big resistance. Small wins build momentum. People trust and respect you as they feel heard. When you know how to position ideas effectively, you don’t have to rely on authority and can drive change from any seat at the table. Earlier in the post, I said that you may think Influence is about persuasion when it’s more about perception. Another way to look at this is that Influence is about positioning. The less the stakeholders feel pushed, the more they lean in. What are your strategies for influencing when you have no authority? #InfluencingSkills #LeadershipDevelopment #ExecutiveCoaching

Project Management is not about control; it’s about influence. The other day, I spoke with someone who wanted to become a Project Manager because they thought it meant controlling everything. If that’s your goal, let me be honest, this is the worst profession for you. Sure, as a PM, you control many things: →  Schedule →  Tasks →  Budget →  Quality → Communications → Logistics But here’s the reality: →  You don’t control the people (resources). Picture this: You're tasked with leading a critical project. Your team is diverse, spread across departments, and doesn’t report to you directly. How do you inspire them to give their best? →  They don’t report to you. →  You don’t manage their performance. →  And the final accountability for their work doesn’t rest with you. So, how do you lead when you don’t have authority? Here are key strategies to master this art: / Build trust through transparency / Communicate the 'why' behind decisions / Listen actively and empathetically / Create a shared vision for the project / Recognize and celebrate team contributions Being a Project Manager is about more than just managing tasks; it’s about leading without authority. Your role is not to dictate but to facilitate. When you focus on removing obstacles for your team, your productivity will soar. When you master these skills, you’ll stop controlling and start leading. Remember, leadership in project management isn’t given, it’s earned. PS: What’s your experience with leading without formal authority? Share your insights below.

Being a project manager is more than managing timelines It’s managing strong personalities. Early in my PM career, I thought the hardest part would be the deadlines. But I quickly realized the real challenge was people. The impatient VP who wanted everything yesterday. The team lead who nodded in meetings - then blocked every change. The stakeholder who changed priorities every other day. No Gantt chart could prepare me for that. But over time, I learned this: If you want to lead projects well, you have to learn how to lead people - especially when they’re difficult. Here are proven strategies for handling the toughest stakeholder types: 1️⃣ The “I want it yesterday” stakeholder Set expectations early. Prioritize together. Share trade-offs and use data to ground urgency in reality. 2️⃣ The resistant-to-change stakeholder Involve them early. Show them what’s in it for them. Build trust through small wins and use peer influence. 3️⃣ The stakeholder who angers easily Stay calm. Use neutral language. Prevent surprises with proactive check-ins. And if needed—bring a third party to the table. 4️⃣ The quiet, hesitant stakeholder Follow up 1:1. Give them time and space. Acknowledge their value publicly to build confidence. 5️⃣ The abrasive stakeholder Set boundaries. Redirect to facts. Document everything. And if it crosses the line - escalate quietly with support. 6️⃣ The one who changes priorities constantly Use a formal change process. Show the cost of rework. Create a backlog for future ideas. And revisit priorities in structured meetings. People skills are project skills. Mastering these dynamics is what sets great PMs apart. 🟨 Which stakeholder type challenges you the most? Let’s share strategies below.

🧠 Emotional intelligence will define the next generation of project leaders For years, project management was judged by the “iron triangle”: scope, schedule, and budget. But here’s the truth: projects rarely fail because of tools or timelines. They fail because of people. I’ve talked to thousands of project managers across industries and cultures, and the pattern is clear. The ones who rise are not just task trackers. They are: → Translators of conflict → Builders of trust → Navigators of human emotion under pressure → Shapers of team culture → Protectors of psychological safety Think about it: → AI can generate reports in seconds → Software can track risks flawlessly → Tools can monitor resources with precision → Dashboards can flag risks before they become issues But only a leader with emotional intelligence can: → Calm a room when tensions rise → Influence a resistant stakeholder → Inspire a burned-out team to rally one more time → Build bridges between departments competing for resources → Anticipate and diffuse conflicts before they escalate → Earn genuine loyalty that no software can replicate The certifications on their wall will not define the next generation of project leaders. It will be their ability to lead with empathy, awareness, and influence. Because in a world where technology does the tasks, humans will follow those who understand humans. How much do you think emotional intelligence matters in project leadership today?

➝ Lead Without the Title: 5 Skills That Matter More Than Authority...  I used to think leadership required a corner office and direct reports. I was wrong. The best leaders I know don't wait for permission. They lead through influence, not authority. Here are 5 skills that matter more than your title: 1. Raise the room's energy Walk into meetings with solutions, not complaints. Your energy is contagious. Choose to be the person who lifts others up. 2. Say no strategically Protect your team's time and focus. Every yes to the wrong thing is a no to the right opportunity. Be the filter. 3. Be resourceful Don't wait for budget approval or perfect conditions. Find ways to move forward with what you have. Constraints breed creativity. 4. Ask better questions Instead of having all the answers, help others find theirs. "What would need to be true for this to work?" opens more doors than "That won't work." 5. Take ownership When things go right, share the credit. When things go wrong, take responsibility. This builds trust faster than any title ever could. Leadership isn't about the authority you're given. It's about the influence you earn. (♻️ Consider reposting if this resonated with you.)

There’s a particular kind of leadership challenge I see all the time: someone who knows what needs to change, but doesn’t have the authority to make it happen. They might be a product manager, staff engineer, team lead, or rising IC—responsible for driving initiatives across teams, but without direct control over decisions. They’re often the glue that holds things together, the quiet strategist behind stalled cross-functional efforts. They want to move work forward, earn respect, and be effective without pulling rank. But that’s hard when: Stakeholders won’t commit Cross-functional partners don’t respond Progress stalls because of misalignment or inertia Inside, these leaders often feel powerless, frustrated, or invisible—like they’re doing the emotional labor of leadership without the title, resources, or credit. It raises a deep question: can you really lead if you don’t have formal power? My answer is yes. But leadership in this case isn’t about authority. It’s about influence. Influence isn’t magic. It’s a craft. And it’s learnable. When I coach emerging leaders, here’s the path we take: Clarify what you’re really trying to change: a decision, a mindset, a process? Map the landscape of motivations: who’s invested, who’s blocked, who’s stuck in fear? Build trust before pushing for agreement Tell a better story—one that resonates with what others care about Don’t wait for permission to practice leadership Influence is a muscle. You grow it by using it—even when it’s uncomfortable, even when you’re not sure it will work. If you’re tired of feeling like the smartest person in the room without the voice to match, let’s change that. Influence is learnable. Whether you’re stepping into bigger leadership or just trying to get traction in a messy org, I can help you build presence, clarity, and power. Coaching or fractional—let’s talk. #leadershipdevelopment #influencematters #productleadership #coaching #techleaders #emergingleaders

I used to think leadership meant being in charge. Turns out, it's something else entirely. It’s not about control. It’s about influence. And influence comes from how you show up—consistently, quietly, without needing credit. Here are 15 enactive habits that build that kind of leadership. The kind people trust. the kind people follow. 👇🏼 1. You clarify outcomes before acting. ↳ Start by asking, "What does success look like for everyone involved?" 2. You create conditions that inspire desired behaviors. ↳ Design environments where the right actions feel natural. 3. You align your actions with your words. ↳ Consistency earns trust: Always do what you say. 4. You listen more than you speak. ↳ Use this: "Help me understand your perspective." 5. You speak your truth so others can hear it. ↳ Say, "Here’s what I see—what’s your take?" 6. You see reality clearly, free of bias. ↳ Replace assumptions with, "What’s the evidence?" 7. You treat feedback and resistance as gifts. ↳ Respond with, "Thank you for helping me improve." 8. You restore simplicity by removing unnecessary complexity. ↳ Ask, "What’s one thing we can eliminate to make this work better?" 9. You start with small systems that work and scale them. ↳ Begin with the basics and refine as you grow. 10. You focus on root causes, not symptoms. ↳ Keep asking, "Why?" until you uncover the real issue. 11. You help others discover their own solutions. ↳ Lead with, "What do you think is the best way forward?" 12. You support people through change. ↳ Say, "I’m here to help you navigate this—we’ll figure it out together." 13. You understand the systems behind behaviors. ↳ Map out the connections between actions and outcomes. 14. You encourage collaboration and shared goals. ↳ Use this: "How can we align our efforts for the best result?" 15. You adapt by testing assumptions and learning. ↳ After every project, ask, "What worked, what didn’t, and how can we improve?" Leadership is influence—not authority. These habits create alignment, foster trust, and build environments where people and ideas thrive. Which of these resonates with you? 👇🏼 --------- I'm Alex Nesbitt. I help CEOs build more effective companies. Follow to activate your strategic mind. P.S. If you like this way of thinking, join the 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗼𝗿. Enrollment closes soon. https://lnkd.in/gUmcsXeF

Entrepreneur-ing is about leading! You need to learn how to lead before you start your entrepreneur journey 🏆 The best way to learn how to lead is to lead teams of people that do NOT report to you When people report to you in an organization, they are forced to follow your direction or they can quit That’s easy. 🗝️ You will learn the ability to influence when you are responsible for a team where none of the people report to you I spent the first five years of my career, solving problem after problem after problem with groups of people that were assigned to me for each problem At the time I was not happy Then, I realized I was learning a skill set that was with me for the rest of my career 👉🏼 How to influence people to achieve a goal Later I found this book and it validates the power of influencing people that do NOT report to you 👇🏽👇🏽👇🏽 "How to Lead When You're Not in Charge: Leveraging Influence When You Lack Authority": By Clay Scroggins 1️⃣ Leadership is About Influence, Not Authority: The book challenges the traditional view that leadership requires a formal position of authority. It argues that true leadership is about influencing others for a positive purpose, regardless of your title. 2️⃣ Lead Yourself Well First: Effective leadership starts with self-leadership. The book emphasizes the importance of self-awareness, strong values, and emotional intelligence to manage yourself and inspire others. 3️⃣ Develop a Servant Mentality: Great leaders prioritize serving others and helping them succeed. This involves putting the team's needs before your own and fostering a collaborative environment. 4️⃣ Become an Expert in Your Area: Earning respect and influence requires expertise. Focus on continuously learning and developing your skills in your specific area of responsibility. 5️⃣ Communicate Clearly and Persuasively: Effective communication is essential for influencing others. The book highlights the importance of clear, concise messaging tailored to your audience. 6️⃣. Build Trust and Credibility: People are more likely to follow those they trust. Demonstrate integrity, keep your promises, and follow through on commitments to build trust and credibility. 7️⃣ Embrace Positive Influence: Focus on influencing others in a positive way. Use your influence to motivate, inspire, and empower those around you. 8️⃣ Challenge Upward Constructively: Even without formal authority, you can still contribute to positive change within an organization. The book offers strategies to challenge the status quo respectfully and constructively.