Every organisation has them – you know, the ones that people naturally gravitate towards. They often set the tone in meetings, ease tension during difficult conversations, and seem to know exactly what’s happening across the business. And yet, they rarely appear on an organisational chart. These are your workplace influencers.
Influence isn’t about hierarchy. It’s about trust. The ability to inspire action, shift perspectives, and hold the attention of a room doesn’t come from a title – it comes from connection. In many ways, influencers act as the glue that binds teams together. But here’s the question: are we paying enough attention to them?
I remember working with a lady called Louisa, she had no formal leadership title but had more influence than most senior managers I’ve come across. When a major restructure was announced, people didn’t rush to their line managers for clarity – they went to Louisa. Now, she wasn’t the loudest voice in the room, but she was the one everyone trusted. She instinctively knew how to steady the team, offering reassurance while also helping people navigate the uncertainty in a way that felt human. She asked the right questions, encouraged open conversations, and ultimately helped others stay engaged when things could have easily gone the other way. The shift was noticeable, and because of her, resistance softened, and the transition became much smoother than expected.
Spotting a workplace influencer like Louisa requires looking beyond performance metrics. It’s often the person who’s approached for advice after a meeting, the one others quietly admire and emulate, or the colleague whose absence is immediately felt if they’re off sick or on holiday. They might not shout the loudest, but their impact speaks volumes.
So how do we engage these individuals without creating unintended hierarchies?
It starts with recognising that influence doesn’t need a pedestal. Instead, it thrives in spaces where people feel seen, valued, and heard. Organisations can amplify their impact by creating opportunities for these influencers to share ideas, facilitate conversations, and mentor others – without the need to formalise their roles.
The key is development, not status.
Influencers need tools and frameworks to enhance what they already do naturally. Imagine pairing emotional intelligence training with structured coaching sessions or giving them the language to articulate what they often lead intuitively. It’s not about turning them into managers (that’s not for everyone); it’s about equipping them to lead without labels.
What’s interesting is how contagious positive influence can be. When influencers are nurtured in the right way, they set a standard for collaboration, empathy, and trust. Their behaviours ripple outwards, shaping culture and performance in ways that spreadsheets can’t track yet everyone can feel.
At Bailey & French, we work with organisations to develop these human skills – ensuring influencers don’t just emerge but flourish. Because building a culture of influence isn’t about singling out a few voices. It’s about allowing every voice to matter.
The real question isn’t whether your organisation has influencers. It’s whether you’re ready to help them grow?
If you’re ready to harness the power of workplace influencers and strengthen the human skills that drive team success, our Team Coaching Skills courses can help. Let’s get the conversation started!