Leadership is Like a Leadership Bomb, Not Fire Sparks: Influencing Without Formal Authority

We all know influence is a powerful force—it shapes decisions, drives actions, and changes outcomes. But what is true influence? Is it the ability to sway opinions? To inspire? Or perhaps it is something deeper, a lasting impact that resonates long after the moment.

When we think of influence today, one word often comes to mind: "influencer." Most likely, you picture a social media influencer—personalities who dominate our screens with trendy advice, picture-perfect moments, and brand endorsements. Their mission is simple: to get likes, shares, and followers, and perhaps convince you to buy a product or try a new fad.

But what about a leadership influencer? Social media influencers are like fireworks—dazzling, attention-grabbing, and fleeting. Leadership influencers, in contrast, are like campfires, but not just sparks—they are leadership bombs. They ignite deep, transformational change, burning brightly enough to rally people around them and creating a release of purpose and action that spreads far beyond their immediate circle.

The social media influencer thrives on external validation, measured in likes and shares. The leadership influencer thrives on alignment, where shared goals and values propel people toward a meaningful cause. One may set trends, but the other sets direction. Leadership, at its core, is about intentional influence.

In "Crucial Influence: Leadership Skills to Create Lasting Behavior Change" by Joseph Grenny, Kerry Patterson, David Maxfield, Ron McMillan, and Al Switzler, the authors focus on the idea that true leadership is intentional influence. They outline three critical skills that leaders must cultivate to drive meaningful change:

1. Focus on Results: Great leaders begin by clearly articulating what they want to achieve and how they will measure success. Results are the destination, and without clarity, efforts can become scattered or misaligned.

2. Pinpoint the Action, Outcome, Impact, and Flow: Once the goal is clear, leaders identify a small set of pivotal actions that will drive behavior change. They clarify what needs to be done (action), the desired end result (outcome), the broader effect (impact), and how each step connects to the next (flow). When people understand this bigger picture, their motivation to align increases.

3. Engage All Six Sources of Influence: Finally, leaders leverage six sources of influence—personal, social, and structural motivators targeting both ability and opportunity—to reinforce the vital behaviors. These combined forces create a robust strategy to drive sustained behavior change.

This framework transforms influence into a disciplined, intentional process. It is not about wishful thinking or vague motivations—it is about identifying what matters, acting on it, and enabling others to do the same.

As I write this, I am reminded of a pertinent challenge I face. I stood before the leaders and board members of my organization and the leaders of the 46,000-strong community. I felt the weight of their skeptical gazes as I made my announcement. “1.4 million volunteer hours,” I declared as I issued the challenge for 2025, pausing to let the number sink in, “to celebrate this anniversary—not for us, but for the causes and communities that need it most.” The room went quiet.

A few seconds later, a hand shot up. “Chairperson, do you realize that is nearly the total volunteer hours recorded in the entire country in a year?”

“Yes,” I said with a steady smile, even though I felt my pulse quicken. “But I also believe that if any community can do this, it is ours.”

The challenge is daunting, made even more complex by the nature of the organization. Being a non-governmental organization, there is no formal authority over the leaders of the community, and certainly not the individuals. This effort requires winning over the hearts and minds of the community, one individual at a time. It is not about the power of hierarchy, but the power of influence—aligning people around a shared vision and purpose.

I do not know how this project will turn out in the upcoming year, but the framework from Crucial Influence: Leadership Skills to Create Lasting Behavior Change is already helping me understand how to drive behaviors and influence without authority. This is a skill we all need in our areas—our families, workplaces, and communities. Often, we start with action and try to convince others, but starting with shared actions, understanding behaviors, and uncovering motivations is what drives true alignment.

Here are my three tips for influencing without formal authority, aligned with the principles from "Crucial Influence: Leadership Skills to Create Lasting Behavior Change":

Define a Shared Purpose: Clearly articulate a compelling vision that resonates with the group’s values. Help others see how their actions contribute to a greater collective good.

Pinpoint the Action, Outcome, Impact, and Flow: Break down your goals into actionable steps. Clarify what needs to be done (action), the desired end result (outcome), the broader effect (impact), and how each step connects to the next (flow). When people see the bigger picture and how their roles fit into it, they are more likely to stay engaged.

Leverage Multi-Level Motivation: Use personal, social, and structural motivators to align individual goals with the collective mission. Support these behaviors with clear opportunities and resources.

Leadership without authority is not just about sparks of inspiration—it is about creating leadership bombs of lasting influence. When you ignite purpose in others, the resulting release of energy can light up entire communities. Leadership influencers do not simply inspire in the moment—they transform the landscape, leaving a legacy of growth and shared success.