Instruction vs. Influence: How Great Leaders Inspire Action Beyond Authority

1. 

Instruction Relies on Authority—Influence Relies on Trust

Instructional leadership is built on position. It’s the kind of leadership that says, “Do this because I said so.” That might get short-term compliance, but it rarely inspires commitment. People will follow instructions just enough to avoid getting in trouble—but they won’t go the extra mile. They won’t innovate, self-initiate, or invest emotionally in the mission.

Influence, on the other hand, is built on relationship, trust, and personal example. Influential leaders inspire people to want to do the work—not just because they have to, but because they believe in the leader, the mission, and the culture. Influence creates follow-through when the boss isn’t looking. Instruction creates checkboxes. Influence creates buy-in.

2. 

Influence Is Earned Through Consistency, Communication, and Character

You don’t become an influential leader by demanding it—you earn it over time. That means showing up consistently, modeling the values you expect, and communicating with authenticity and clarity. Influential leaders build emotional equity. They listen before they speak, they give feedback with respect, and they walk the talk. As a result, their team members don’t just follow orders—they follow vision.

Influence can’t be faked. You may be able to force a task, but you can’t fake inspiration. Business owners who want to scale effectively must focus on building leadership capital—the kind that leads to loyalty, ownership, and initiative from their team.

3. 

Instruction Creates Dependency—Influence Develops Leaders

Instructional leaders often micromanage. They create teams that wait to be told what to do. But influential leaders develop other leaders. They empower their people to think, problem-solve, and take responsibility. That’s how influence leads to scalability—because you’re no longer the only one pushing the business forward.

When team members are influenced, not just instructed, they begin to adopt the leader’s mindset. They don’t just ask “What should I do?”—they ask, “How can I help us win?” That shift in ownership transforms an average team into a powerhouse—and transforms a stressed-out manager into a visionary leader.

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Transcript

Instruction vs. Influence: 

How Great Leaders Inspire Action Beyond Authority

There’s a moment every leader reaches—whether you’re running a business, leading a team, or building something from the ground up—when you realize that giving orders doesn’t create ownership. That managing people isn’t the same as leading them. That having authority doesn’t automatically mean you have influence.

That’s the moment everything starts to shift.

You see, most people who step into leadership for the first time think it’s about being in charge. About setting expectations, giving instructions, and making sure people follow through. And yes, structure matters. Systems matter. Clear direction matters. But if you’ve been in business long enough, you already know this: people don’t thrive under pressure—they thrive under purpose.

And purpose isn’t handed down in a task list. It’s ignited through influence.

In this episode of Startup Business 101, we’re digging into a critical truth that separates good leaders from great ones—and honestly, it might be the difference between a team that survives and a team that soars.

We’re going to explore the real-world difference between being a leader who relies on instruction versus one who leads with influence. We’ll talk about why relying solely on authority creates short-term compliance, but rarely lasting commitment. And we’ll unpack how truly influential leaders—those who lead with trust, consistency, and character—build teams that don’t just follow the rules, they buy into the vision.

Because here’s the hard truth: if your team only works hard when you’re in the room… if people are only doing the bare minimum because they’re afraid of getting in trouble… if you find yourself constantly reminding, correcting, or chasing performance—then you’re not leading through influence. You’re leaning on control.

But leadership that scales? Leadership that transforms a company, a culture, and a legacy? That’s influence.And influence doesn’t come from your title. It comes from how you show up, how you communicate, and the character you consistently model.

So today, we’re going to dive deep into what influence really looks like in action. We’ll explore how to shift from being a leader who gives instructions… to becoming one who inspires ownership. You’ll learn how to build trust that lasts, communicate with clarity that moves people, and create a team that doesn’t just take orders—but takes initiative.

If you’ve ever felt like your team could give more but doesn’t… if you’re tired of micromanaging and ready to empower… or if you just want to become the kind of leader you would want to follow—this conversation is for you.

I’m John Reyes, and this is the Startup Business 101 Podcast. Let’s talk about how to lead with more than authority—let’s talk about how to lead with influence.

Let’s get started.

Instruction Relies on Authority—Influence Relies on Trust

Let’s take a minute and talk about something that quietly—but profoundly—separates average leaders from great ones. It’s not intelligence. It’s not charisma. It’s not even years of experience. It’s the difference between authority and trust.

Because here’s the truth: you can get people to follow your instructions without ever earning their trust. That’s the default leadership model for far too many business owners. And on the surface, it works. You set the rules, create systems, enforce expectations, and keep people in line. It feels efficient. You give an order—they execute. You create a checklist—they check the boxes. But beneath that smooth surface? Something’s missing. There’s no depth. No emotional investment. No heart behind the work.

That’s what instruction-based leadership produces: compliance. And compliance is fragile. It lasts only as long as the fear of consequence does. The moment your back is turned, the energy drops. The moment a team member feels safe from scrutiny, the effort softens. You’ll find yourself micromanaging—not because you want to—but because your team doesn’t seem to move unless you push. And that’s exhausting. Not just for you—but for them.

But now let’s imagine something different.

Let’s imagine a business culture where people want to show up. Where they don’t just do the work—they ownit. Where the energy doesn’t depend on your presence, because the belief runs deeper than a job title. That’s what happens when you lead through influence.

Influence doesn’t come from your position. It comes from your consistency, your character, and your connection with people. Influence says, “I’ll follow you not because I have to—but because I respect how you lead. Because you show up. Because you care. Because you treat people like people.” And when that trust is built, something beautiful happens: initiative is born.

Your team begins to think, move, and act with intention—not just reaction. They start suggesting ideas instead of waiting for permission. They go the extra mile, not for the bonus or the fear of losing their job, but because they believe in what you’re building together. That’s the power of influence. It builds buy-in. And buy-in is the lifeblood of any successful team.

Let me give you a real-world picture of this.

Think about the coaches, bosses, or mentors in your life who left a mark on you. Chances are, it wasn’t because they barked orders or enforced policies. It was because they believed in you, challenged you with purpose, and led by example. They had high standards—but they matched those standards with encouragement, integrity, and presence. They made you want to raise your game—not because they told you to, but because you didn’t want to let them down.

That’s influence.

And here’s the beautiful part—you don’t have to be born with it. Influence isn’t charisma. It’s not about being the loudest voice in the room. It’s about being the most consistent, authentic, and trusted one. It’s about aligning your words with your actions. It’s about asking more questions and listening deeply. It’s about knowing your team members—not just their roles, but their personalities, their goals, and their challenges.

Because when you care about people beyond their performance, they’ll start performing beyond what’s required.

Let’s be real—every business has rules, standards, and systems. And yes, those things matter. But if you stop at instruction, you’ll always be leading through tension. You’ll always feel like you’re dragging people instead of pulling them forward. When you shift toward influence, you trade in short-term control for long-term commitment. You stop managing behavior and start cultivating belief.

Influence doesn’t need constant supervision. It doesn’t thrive on fear. It thrives on trust.

So, ask yourself this: Are your people doing the work because they have to, or because they believe in you? Are they showing up with their hands, or are they showing up with their hearts?

If you want a team that moves with purpose—even when you’re not in the room—it won’t come from instructions alone. It will come from the trust you’ve built, the example you’ve set, and the culture you’ve created.

This is the leadership edge that separates owners from builders… bosses from leaders… and ordinary teams from extraordinary ones.

Influence Is Earned Through Consistency, Communication, and Character

Let’s talk about what it really takes to lead—not just in title, not just in task—but in spirit. Because while instruction can be handed down in a job description, influence has to be earned. And it’s earned not through position, but through the daily, intentional choices you make as a leader.

You see, influence doesn’t come from how loud your voice is or how many people report to you. It comes from your consistency, your communication, and your character. These aren’t soft skills—they’re the foundation of real leadership. They are the bricks that build trust, credibility, and buy-in. And without them, any authority you do have is shallow and short-lived.

Let’s start with consistency—because this is where most leaders unintentionally break trust. People aren’t inspired by leaders who are great one day and unpredictable the next. They don’t give their best to someone who shifts the rules depending on their mood. What builds loyalty and confidence in your team is knowing that you show up the same way, with the same values, no matter what the day throws at you.

If you preach respect, but lose your cool under pressure—your team notices. If you expect accountability, but let certain things slide when they’re uncomfortable to address—your team notices. But if you’re consistent, if you model the same discipline, positivity, and professionalism you ask of them, they won’t just notice—they’ll mirror it. Consistency isn’t about being perfect. It’s about being dependable. And dependable leaders build dependable teams.

Now let’s talk about communication—not just clarity, but authenticity. Great leaders don’t lead with jargon, sugarcoating, or detached authority. They speak from the heart. They know how to deliver vision in a way that resonates, not just instructs. They’re honest about the challenges ahead but confident in the team’s ability to meet them. They don’t just tell people what to do—they explain why it matters.

But great communication isn’t just about talking. It’s about listening. Influential leaders are tuned in. They ask questions. They sit in silence and hear the things that aren’t being said out loud. They value feedback, even when it’s uncomfortable. And when people feel heard, they feel valued—and that turns employees into partners in progress.

And then there’s the foundation of it all: character.

Your team might admire your skills. They might respect your hustle. But what they will follow—what they will attach themselves to—is your character. Do you keep your word? Do you treat people with dignity? Do you make the tough calls, even when they’re unpopular, because they’re right?

Character is what makes people lean in. It’s what makes someone say, “I don’t just work for this person—I believe in them.” It’s what separates a paycheck from a mission.

And here’s the thing—you can’t fake it.

You can fake enthusiasm. You can fake professionalism. But you cannot fake integrity. People are smart. They know the difference between a boss who’s checking boxes and a leader who’s building something with them. You can push someone into compliance, but you’ll never push them into inspiration.

That’s why real influence—the kind that lasts—has nothing to do with perks or pressure. It has everything to do with who you are, how you show up, and how you treat people when no one’s watching.

I’ve seen it time and again. A business owner wonders why their team won’t take initiative. Why no one “steps up.” And more often than not, the problem isn’t the team—it’s the example they’re following. When the leader is disengaged, distracted, or emotionally inconsistent, the team reflects that. But when the leader shows up with clear purpose, genuine care, and unwavering standards? The team rises. Every time.

So if you want to scale your business—not just in size, but in strength—focus on building leadership capital.That means being the kind of person people want to follow. It means making decisions rooted in values, not convenience. It means showing up on your best day and your worst with the same commitment to the vision and to your people.

You don’t have to be perfect. You just have to be real. Consistently real. Authentically real. And anchored in character that guides not just your words—but your actions.

That’s how influence is built.

And once you have it, you won’t have to chase performance. You won’t have to micromanage, plead, or pressure. Because your people won’t be showing up out of obligation. They’ll be showing up with ownership—because your leadership gave them something bigger to believe in.

Instruction Creates Dependency—Influence Develops Leaders

Let’s talk about one of the biggest traps business owners fall into—micromanagement disguised as leadership. And let’s talk about why choosing instruction over influence might be the very thing that’s keeping your team small, your stress levels high, and your company from scaling.

At first glance, instructional leadership seems like the responsible thing to do. You’ve got systems to run, customers to satisfy, and deadlines to meet. So you tell your people exactly what to do, how to do it, and when to have it done. You hand out tasks like checklists, expecting boxes to be ticked off. It keeps you in control—or at least, it feels like it does.

But here’s what really happens behind the curtain.

Instructional leadership—when it’s the only form of leadership you practice—creates dependency. Your team starts looking to you for every answer, every solution, every next move. They wait for direction instead of taking initiative. They become reactive instead of proactive. And over time, without realizing it, you become the bottleneck. Every decision routes through you. Every problem waits on your approval. Every task needs your blessing.

And what started as an effort to stay in control eventually turns into burnout. You’re carrying the weight of the business on your shoulders—not because your team is lazy or incapable, but because they were never empowered to think like leaders. They were trained to follow instructions, not to own outcomes.

But influence? Influence changes the game.

Influential leaders don’t build followers—they build more leaders. They create an environment where people feel safe to contribute, encouraged to think independently, and trusted to act in the best interest of the team. When your leadership is rooted in influence, your team starts to shift from “task takers” to “problem solvers.” They don’t come to you with every small issue—they come with ideas, solutions, and ownership.

They go from asking, “What should I do?” to asking, “How can I make this better?”

That simple shift is the difference between a business that plateaus—and one that scales.

You see, instruction builds followers. Influence builds culture. And culture is what drives performance when you’re not in the room. Culture is what fuels innovation, accountability, and growth. And culture starts with leadership.

Let me give you a real-world picture. Imagine a small coffee shop where the owner is present every hour of the day. They tell the baristas how to greet customers, how to make each drink, how to clean the machines, and how to close the shop. It works—sort of. But the second that owner takes a day off, things start to fall apart. No one makes a decision without calling them. No one takes initiative to fix a small issue. The team doesn’t move unless the owner moves first.

Now compare that to another shop down the street. The owner there has invested time building leaders.They’ve shared the why behind the how. They’ve encouraged creativity, trained people to make smart decisions, and created room for feedback and ideas. That shop runs like a machine—even when the owner is on vacation. Employees take pride in their work. They feel responsible for the outcome, not just the task. And customers feel that energy. That’s not just leadership—that’s scalable leadership.

And here’s the big idea I want to leave with you today: your influence isn’t measured by how much your team relies on you—it’s measured by how well they perform when you’re not around.

If your team only runs smoothly when you’re standing over their shoulder, you haven’t built a team—you’ve built a dependency. But if your team grows, thrives, and innovates in your absence? That means you’ve led with influence. You’ve invested in their growth. You’ve passed the torch—not to escape responsibility, but to multiply it.

Because influence doesn’t just lighten your load—it amplifies your leadership. It extends your reach. It transforms your company from a one-person operation to a movement. A vision that doesn’t just live in your head—it lives in the hearts of your people.

So if you want to scale—if you want to grow without grinding yourself into the ground—then trade micromanagement for mentorship. Trade direction for development. Trade instruction for influence.

Build leaders, not just workers. Empower thinkers, not just doers. And create a team that doesn’t just follow orders—but follows purpose.

Because that’s when your business stops depending on you to survive… and starts standing on its own to thrive.

Conclusion

So here we are, at the close of a conversation that goes deeper than job titles, daily tasks, or even quarterly performance. Today wasn’t just about leadership—it was about legacy. It was about the kind of culture you create when you trade control for connection, pressure for purpose, and commands for conviction.

We’ve pulled back the curtain on something every business owner eventually comes to realize—people don’t give their best because you tell them to. They give their best because they believe in what they’re doing… and who they’re doing it with. Because they feel seen, respected, and inspired. And those feelings aren’t triggered by authority—they’re cultivated through influence.

We talked about how instruction might get you compliance, but influence earns you commitment. And isn’t that what we’re really after? Not a team that merely follows orders, but one that takes ownership. Not a group that just checks boxes, but one that chases vision with you, side by side.

Instruction says, “Here’s what to do.”

Influence asks, “How can we do something great together?”

And the beauty of this shift—from telling to inspiring, from directing to developing—is that it doesn’t require you to be perfect. You don’t need to have all the answers. You just need to be real. Consistent in your values. Honest in your communication. Humble enough to lead with integrity instead of ego.

Because the most influential leaders aren’t loud—they’re steady. They don’t demand excellence—they model it. And when that’s the example you set, your team stops asking, “What now?” and starts asking, “What’s next?” That’s when your business starts to scale—not just in numbers, but in energy, loyalty, and impact.

So here’s your call to action:

Look at your team. Are they following out of obligation, or ownership? Are they moving because of fear, or because they’re fired up? And more importantly—what kind of leader are you becoming in their eyes?

This week, I challenge you to stop relying on authority and start building influence. Have one meaningful conversation with a team member where you ask instead of instruct. Share a bit more of your “why.” Show up a little more consistently. Encourage someone who’s been quiet. Thank someone without it being tied to performance. Lead one moment from your values, not your rank.

And when you do—watch what happens. You’ll feel it. They’ll feel it. And your culture will begin to shift.

Because at the end of the day, the best teams aren’t built on pressure—they’re built on purpose. And purpose spreads not through orders—but through influence.

I’m John Reyes, and this has been the Startup Business 101 Podcast. If this episode spoke to you, share it with another leader who’s ready to make the shift. And remember this:

You don’t need a title to lead. You just need the courage to influence.

Until next time—lead with vision, lead with heart, and never stop becoming the leader your team deserves.