Can we really create a positive team environment and influence at the same time? The answer, simply, is yes! I’m always looking at how we can transform leadership behaviours to better both business outcomes and team fulfilment. By applying principles of influence we can create a supportive, high-performing team environment ready for any tight timescale or poorly written client requirement.
Here’s a look at a few influential principles and how they can transform your leadership powers.
Principle 1: Reciprocity
The principle of reciprocity suggests that people feel obliged to return favours or positive actions. In a team setting, when you offer support or help to a colleague, they’re likely to return the gesture, creating a cycle of cooperation and collaboration.
During the bidding process, when you notice a teammate under pressure, offer help – whether that’s taking on a few tasks, providing resources, or simply being a supportive listener. This not only boosts morale but also fosters a culture where team members are more willing to support each other, enhancing overall performance.
Principle 2: Social Proof
Social proof suggests that people follow the actions of others, especially when they’re uncertain about how to behave. If you establish a culture where collaboration, appreciation and positivity are visible, others are more likely to follow suit.
Lead by example. If you show appreciation openly, celebrate small team victories, and recognise contributions, these behaviours will become norms. When people see such actions valued, they’re more likely to adopt them, creating a ripple effect of positive influence throughout the team.
Principle 3: The Pygmalion Effect
The Pygmalion Effect states that people tend to perform better when higher expectations are placed upon them. When leaders express confidence in their team’s abilities and set clear, ambitious goals, they create an environment that drives higher performance.
Set challenging but achievable goals for the bid team, and communicate your belief in their skills and potential. Combine this approach with regular, genuine recognition of their efforts. When people feel valued and capable, they are more likely to be motivated, leading to better collaboration and stronger results.
Wrapping up on a high
By incorporating psychological principles of influence, we can create an even more effective and engaged team dynamic. But ultimately, nothing replaces being authentic – show genuine care, build real connections, and remember that the things you do matter. This is all I want for Christmas because I really do believe what we do in our day job massively impacts people on a personal level. And there is always a better way to achieve good results, even if it is something simple!
Samantha Burns
Sam Burns CP APMP is a Senior Bid Manager and has over 11 years’ experience and has worked in both the private and public sector, helping clients win transformational projects across the UK and globally. She has a passion for technology and pioneering solutions in the full business development lifecycle.
