We all face situations where we need to influence others, whether at work, at home, or in our communities. Too often, though, we default to persuasion through compulsion, coercion, or sheer enthusiasm, only to encounter resistance. Lasting influence, however, requires a thoughtful and strategic approach. Here are four strategies to help you guide your team toward cooperation and adoption.

1. Simplify the Request

It’s tempting to outline every behavior needed to ensure the program’s success, but overloading your team will backfire. Instead, focus on one or two critical, high-impact actions.

Be specific and actionable. For example, instead of saying, “Be proactive” or “Embrace innovation,” identify measurable behaviors like “Respond to all client inquiries within 24 hours” or “Test one new feature per week.” Clear, simplified expectations make it easier for your team to engage.

2. Look Beyond Simplistic Assumptions

Avoid falling into the trap of oversimplifying resistance. Statements like, “They’re just stuck in their ways” or “If we fix this one thing, they’ll be on board,” rarely capture the complexity of what’s at play.

Instead, consider multiple factors influencing their hesitancy:

• Values and Interests: Do they understand how the program aligns with what matters to them?

• Skills and Knowledge: Do they feel equipped to succeed under the new system?

• Systems and Tools: Are there barriers in processes or resources holding them back?

Taking a holistic view helps you identify meaningful ways to address concerns and support your team through the transition.

3. Engage the “Opinion Leaders.”

Every organization has informal influencers—those individuals whose opinions carry weight among their peers. These “cool kids” often set the tone for how others perceive change.

Engage them early. While these leaders may initially be skeptical or outspoken, ignoring them risks amplifying their resistance. Instead, meet with them directly:

• Listen to Their Concerns: Show genuine interest in their perspective.

• Explain the “Why”: Share the purpose and benefits of the program, specifically for them.

• Involve Them in the Process: Ask for their input and ideas to refine the rollout.

When opinion leaders feel heard and involved, they are more likely to champion the change—or at least withhold opposition.

4. Address Skepticism, Don’t Ignore It

Skepticism isn’t just negativity; it’s often a signal that something needs attention. Ignoring concerns can lead to missed opportunities to strengthen the program.

Gather the most common critiques circulating among your team. Then, with your leadership group, work through each one by asking:

• What elements of truth are in this concern?

• What’s one meaningful action we can take to address it?

Proactively addressing these critiques demonstrates that you value input and are committed to making the program as effective as possible.

Leading Through Influence

At its core, leadership is about inspiring behavior change to achieve meaningful results. As Kerry Patterson wisely said, “What qualifies people to be called leaders is their capacity to influence others to change their behavior in order to achieve important results.”

Your role isn’t just to promote the new program but to guide your team through their doubts and help them see its value. With a clear strategy, empathy for their concerns, and collaboration with key influencers, you can turn resistance into cooperation.

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