Chapter 2: Influence Over Management

How Vision Shapes Culture and People Follow What They Feel

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The Story: The Two Leaders

Jared and Chris were both leaders of growing teams in two different organizations.

Jared was a systems guy. He had checklists, protocols, and rules for every detail. He led every meeting, tracked everyone’s output, and personally approved nearly every decision. From the outside, things looked solid—but his team was quiet, unmotivated, and uninspired.

Chris, on the other hand, led with vision. He spent more time with his team developing why they were doing the work than how. He delegated clearly, gave people space to rise, and created an environment where creativity and trust flowed. His meetings were less about updates and more about breakthroughs.

Both teams had the same budget, same access, and similar talent. But only one was thriving.

Jared managed. Chris led.
One built compliance. The other built culture.

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The Problem with Management-Heavy Leadership

Management is important but overmanagement kills initiative, trust, and personal ownership. When you lead primarily by rules, checklists, and constant oversight, people become passive. They look to you for every solution. And when they fail, they retreat, waiting for your reaction.

That’s not leadership — that’s codependence.

People don’t follow rules.
They follow energy. They follow vision. They follow trust.

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The Kingdom Model: Influence First, Structure Second

Jesus never managed the disciples with micromanagement. He didn’t carry a clipboard. He created a culture: Follow Me. Believe in the impossible. Love radically. Trust the Father.

He gave them responsibility before they were fully ready, and He trusted the process would develop them.

Kingdom leadership starts with influence:

• Influence inspires.
• Influence builds loyalty.
• Influence shapes how people think, speak, and serve.

Management sustains systems. Influence builds people.

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The 95/5 Rule in Action

Here’s the balance:

• 95% Leadership / Influence / Vision
  Focus on clarity, trust, creativity, and giving people ownership.
• 5% Management / Accountability / Correction
  Set expectations. Measure outcomes. Correct with love but only as needed.

This shift allows your organization to move from compliance to commitment, from obligation to ownership.

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Key Principle: People Thrive in Atmospheres, Not Under Pressure

Influence isn’t about being charismatic — it’s about being consistent.

It’s about creating an atmosphere where:

• People feel seen and valued
• There is room to fail and grow
• Leaders lead without fear

Ask yourself:

• Am I leading from inspiration or insecurity?
• Does my team need permission for everything?
• Would I follow me if I wasn’t paid to?

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Closing Thought: Influence is the Engine — Management is the Brake

Both are necessary, but they serve different functions.

Lead with influence. Build culture. Use management to steer — not to suppress.

Let your leadership be felt more than it’s feared.
Influence is what lingers when the leader leaves the room.

Lead like the Kingdom.