Technique 5.32 Self-assessment on Intentional Influence
This self-assessment isfor measuring how intentionally a leader uses influence during change? This could work well as a reflection or training resource.
It works as either an individual reflection or team development survey.
Instructions
Rate yourself (or your team) on each statement using this scale:
|
Strongly Disagree |
Disagree |
Neutral |
Agree |
Strongly Agree |
|
1 |
2 |
3 |
4 |
5 |
Add comments or examples to deepen insight.
Section 1. Clarity of Purpose
|
No. |
Statement |
Rating (1–5) |
Comments |
|
1 |
I can clearly explain why the change is happening in language that inspires others. |
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|
2 |
My communication links the change to shared organisational values or goals. |
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|
3 |
I ensure my influence efforts aim for mutual benefit, not control. |
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|
4 |
I regularly check that my motives for influencing are transparent and ethical. |
Reflection:
- Do others understand your true intent?
- Are your influence efforts aligned with purpose or with compliance?
Section 2. Authenticity and Credibility
|
No. |
Statement |
Rating (1–5) |
Comments |
|
5 |
My actions consistently match my words during change. |
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|
6 |
I openly share uncertainties or lessons learned to build trust. |
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|
7 |
People perceive me as genuine and reliable when I communicate about change. |
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|
8 |
I follow through on commitments I make during the change process. |
Reflection:
- Credibility is earned daily; small inconsistencies quickly erode influence.
Section 3. Empathy and Connection
|
No. |
Statement |
Rating (1–5) |
Comments |
|
9 |
I actively listen to people’s reactions before persuading them. |
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|
10 |
I acknowledge fears, resistance, and concerns without judgment. |
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|
11 |
I adapt my approach based on the emotional readiness of my audience. |
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|
12 |
I make others feel heard and valued during discussions about change. |
Reflection:
- Influence begins with understanding others’ reality before sharing yours.
Section 4. Communication and Framing
|
No. |
Statement |
Rating (1–5) |
Comments |
|
13 |
I use stories and examples to make the change meaningful. |
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|
14 |
I focus on opportunities and benefits, not just problems and tasks. |
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|
15 |
I intentionally frame the change as something we own together. |
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|
16 |
I use consistent and clear messaging across all communication channels. |
Reflection:
- How people interpret the message matters more than what you say.
Section 5. Modelling and Reinforcement
|
No. |
Statement |
Rating (1–5) |
Comments |
|
17 |
I demonstrate the new behaviours or mindsets expected of others. |
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|
18 |
I celebrate early wins to reinforce positive momentum. |
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|
19 |
I publicly recognise people who exemplify the desired change. |
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|
20 |
I intentionally create visible signals that the change is real (e.g., new rituals, routines, or symbols). |
Reflection:
- Actions amplify influence; what people see you do matters more than what you say.
Section 6. Continuous Reflection
|
No. |
Statement |
Rating (1–5) |
Comments |
|
21 |
I regularly pause to assess whether my influence is producing the intended outcomes. |
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|
22 |
I invite feedback on how my communication and leadership are received. |
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|
23 |
I consciously adjust my approach when I sense resistance or confusion. |
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|
24 |
I mentor others in using influence ethically and effectively. |
Reflection:
- Influence is a living process; awareness and adaptation are its core disciplines.
Scoring & Interpretation
|
Total Score |
Influence Level |
Description |
|
96–120 |
Highly Intentional |
You influence with clarity, empathy and ethical purpose; You are a trusted change leader. |
|
72–95 |
Developing Intentionality |
You are purposeful but can strengthen consistency, empathy or reflection. |
|
48–71 |
Reactive Influence |
Your influence fluctuates with context; focus on aligning purpose and authenticity. |
|
Below 48 |
Unintentional Influence |
Others may perceive mixed messages or unclear motives; rebuild trust and clarity. |
Next Steps
1. Identify your strongest sections — these are your influence assets.
2. Select one section to improve — design 1–2 practical actions (e.g., hold listening sessions, use more storytelling, or model the change visibly).
3. Re-assess after 3 months to track growth in influence intentionality.
(main source: Michelle Gibbings, 2025j)