The Power of Leadership Tactics: How Influence Shapes Workplace Behavior

Effective leadership is about inspiring and influencing others to act in ways that benefit both themselves and the organization. The tactics leaders use to shape behavior can make a profound difference in workplace dynamics, determining whether employees feel empowered and motivated or controlled and demoralized. A recent study by Sun, Lee, & Yun (2024) explores how different leadership influence tactics impact organizational citizenship behavior (OCB), self-efficacy and organizational justice.

Soft Tactics: The Key to Empowerment and Engagement 

At the heart of effective leadership lies the use of soft tactics – influence strategies that encourage voluntary compliance and cooperation. These include rational persuasion, where leaders use logic and facts to support their requests; inspirational appeals, which tap into employees’ values and aspirations; consultation, which involves employees in decision-making; and ingratiation, where leaders use praise and recognition to build rapport. 

The study finds that when leaders employ these soft tactics, employees experience a boost in self-efficacy (belief in their own abilities). This increased confidence translates into higher engagement in organizational citizenship behavior toward individuals (OCBI) – behaviors such as helping colleagues, offering support, and fostering teamwork. Simply put, when employees feel capable and valued, they are more likely to go above and beyond for their peers. 

Moreover, when employees perceive high organizational justice, they are more receptive to positive leadership cues. This means that in workplaces where fairness and transparency are prioritized, leaders who use soft tactics can have an even greater impact on motivation and engagement. 

The Limitations of Hard Tactics 

On the other end of the spectrum are hard tactics, such as applying pressure or leveraging authority through coalitions to force compliance. These methods are coercive, relying on control rather than influence.

Hard tactics can have negative effects on workplace relationships, damaging leader-member exchange (LMX) – the quality of the relationship between leaders and their employees. When leaders use pressure or coercion, employees may comply out of obligation or fear, but they are unlikely to develop trust or commitment to their leader. Over time, this can result in decreased morale, increased resistance, and a disengaged workforce. 

Interestingly, the article found that organizational justice does not moderate the effects of hard tactics, meaning that even in fair workplaces, coercion remains ineffective in building confidence or encouraging positive workplace behaviors. Hard tactics fail to create meaningful engagement regardless of external conditions. 

Implications for Leaders: Choosing the Right Approach 

The findings of this study underscore a fundamental truth about leadership: the way leaders influence their employees determines the overall health of the organization. Soft tactics foster trust, confidence, and voluntary engagement, while hard tactics risk creating a culture of fear, resistance, and compliance without commitment. 

Leaders who prioritize soft tactics can expect to see: 

1. Higher self-efficacy among employees, leading to greater initiative and problem-solving. 

2. Increased OCBI, with employees more willing to support and collaborate with their peers. 

3. Stronger leader-follower relationships, built on trust, respect, and recognition. 

4. Greater voluntary compliance, where employees engage in their work because they believe in its value, not because they feel forced to do so. 

On the other hand, an over-reliance on hard tactics can lead to: 

1. Strained relationships, as employees may feel controlled rather than empowered. 

2. Minimal impact on self-efficacy, meaning employees do not feel more capable under coercive leadership. 

3. Reduced engagement in OCB, as employees may focus solely on meeting minimum requirements instead of contributing beyond their formal job roles. 

4. A workplace culture driven by fear, where compliance is secured through authority rather than genuine commitment. 

   
   

To maximize effectiveness, leaders should also recognize the critical role of organizational justice. Fairness in decision-making and transparent communication can enhance the positive effects of soft tactics, making employees more receptive to guidance and motivation. When employees trust that they are being treated fairly, they are more likely to engage with leadership initiatives and contribute positively to the organization. 

Take Away: Building a Better Leadership Culture 

Leadership is not about control – it’s about influence. The most successful leaders are those who understand that people thrive when they feel capable, valued, and treated fairly. By using soft tactics to inspire and engage employees, leaders can create a workplace culture rooted in trust, motivation, and collaboration. Conversely, leaders who resort to hard tactics may achieve compliance, but at the cost of morale, engagement, and long-term commitment. 

For organizations looking to cultivate a strong leadership culture, the path forward is clear: 

1. Train leaders in the use of soft tactics, emphasizing respect, persuasion, and motivation. 

2. Foster a culture of organizational justice, ensuring that employees perceive fairness in policies, rewards, and decision-making. 

3. Reduce reliance on coercion and pressure, recognizing that these tactics do not foster long-term success. 

   
   

By embracing these strategies, leaders at any level in the organization can empower their employees, strengthen workplace relationships, and drive organizational success – all while cultivating a positive, engaged, and high-performing workforce.

Sun, U. Y., Lee, S., & Yun, S. (2024). How and When May Leader Influence Tactics Affect Followers’ Organizational Citizenship Behavior? A Social Cognitive Approach. Group & Organization Management, 49(6), 1581-1613. https://doi-org.unco.idm.oclc.org/10.1177/10596011231218303