How to Influence Others - 4 steps that may surprise you

  There are seasons in life when it feels like you’re standing in the middle of a rope—hands clenched, feet dug in, muscles tense—being pulled in two opposite directions. On one end: control, pride, fear, anger, self‑reliance. On the other: surrender, trust, humility, grace, faith. And every day, whether we admit it or not, we step into the game. We tell ourselves that holding tighter will keep things from falling apart. But in relationships—at home and at work—gripping the rope often shifts the goal from saving the relationship to winning the moment. That’s how love turns into leverage and partnership turns into pressure.   The Weight of Control   Control feels powerful at first. It whispers: “I’ve got this.” “No one else will do it right.” “If I let go, everything will fall apart.” But control is exhausting. It turns conversations into competitions and collaboration into compliance. Over time, the very people you want to protect end up on the opposite end of the rope, bracing against you. Marriages become standoffs. Kids retreat. Teams disengage. You start to “win” arguments while losing connection, trust, and peace. The hard truth is this: winning while losing your peace, your family, and your integrity isn’t winning at all.   The Lie We Believe   Many of us—especially leaders—are taught that winning is everything: win the argument, win the deal, win the outcome. So we pull harder. We justify harsh words because “the truth needed to be said.” We excuse anger because “stress made me do it.” We defend behavior because “they deserved it.” But most conflicts aren’t about truth; they’re about ego. Pride masquerades as conviction. Scripture cuts through the fog: “God opposes the proud but gives grace to the humble” (James 4:6). If God stands against pride, there’s no version of “winning” through pride that doesn’t end in loss.   The Moment the Rope Reveals You   Every tug‑of‑war has a breaking point. Sometimes it looks like silence at the dinner table, a child pulling away, a marriage hanging by a thread, or a mirror that reflects someone you swore you’d never become. That’s the moment the rope stops being external and becomes internal. You see the real fight isn’t against your spouse, your child, or your team—it’s the war inside you. Control promises safety; pride promises strength. But both leave you isolated and tired. Surrender, by contrast, sounds like weakness—and turns out to be the beginning of real strength.   What Surrender Actually Is (and Isn’t)   Surrender does not mean giving up, becoming passive, or silencing your voice. Surrender is choosing to drop the rope—releasing the demand to be right, to control outcomes, to carry everything alone. It sounds like: “I don’t have to be right to be at peace.” “I don’t have to control outcomes to be secure.” “I don’t have to carry this alone.” Biblically, surrender looks like humility: “In humility value others above yourselves” (Philippians 2:3) and “Humble yourselves… under God’s mighty hand, that he may lift you up in due time” (1 Peter 5:6–7). The paradox is stunning: when you stop pulling, tension leaves the room and trust reenters.   What Happens When You Humble Yourself   When you choose humility over pride, several things change—often quickly: Defensiveness drops; curiosity rises. You start asking questions instead of delivering verdicts (Proverbs 18:13). Tone softens; hearts open. “A gentle answer turns away wrath” (Proverbs 15:1). Empathy grows. You see the person across from you as a whole person, not a problem to solve (Colossians 3:12–14). God’s grace meets you. “He gives grace to the humble” (James 4:6). Grace is not just pardon; it’s power to change. Peace returns. Not because circumstances are perfect, but because you’re no longer trying to be God in your own life (Matthew 11:28–29).   Your situation may still be complicated, but your heart is no longer at war.   Leadership in the Middle of the Rope   You cannot lead well when you’re constantly pulling. Leadership fueled by control creates fear. Leadership fueled by surrender creates trust. The best leaders aren’t the ones who pull the hardest; they’re the ones humble enough to say, “I need help. I was wrong. Let’s do this together.” You can only give what you have—and when your hands are clenched around the rope, you have nothing left to give but tension. Healthy teams and families are built on secure leaders, not controlling ones.   When to Fight for Your Beliefs—and When to Compromise   Choosing not to play tug of war doesn’t mean you abandon convictions. Some hills are worth defending:   Fight (with love and integrity) when: Conscience is at stake. When a decision violates your faith or moral clarity (Acts 5:29; Ephesians 6:13). Someone’s dignity or safety is threatened. When silence would enable harm (Proverbs 31:8–9). Integrity and truth are on the line. When deception or injustice requires a clear stand (Micah 6:8). Even then, fight like a follower of Christ—with gentleness, self‑control, and a willingness to suffer without sin (1 Peter 3:15–16; Galatians 5:22–23).   Compromise (or collaborate) when: It’s about preferences, not principles (style, timing, methods). Multiple good options exist and unity matters more than “my way” (Romans 14:19). You need new information or the other person needs to feel heard before progress can be made (James 1:19). A helpful test: If the disagreement is about pride, control, or image—compromise. If it’s about conscience, justice, or truth—stand, but stand like Jesus.   The Question That Changes Everything   So here’s the real question—not just for leaders, but for all of us: What rope are you still holding onto? Is it the need to win? The need to be right? The need to control outcomes, people, or perceptions? A pattern passed down through generations that you promised would stop with you? You don’t end the tug of war by pulling harder. You end it by letting go.   Action Items: How to Drop the Rope This Week   Practice a 90‑Second Pause. Before you respond, breathe and pray: “Lord, show me if I’m protecting my pride or this relationship.” If it’s pride, table the debate and ask one clarifying question instead (James 1:19). Listen to Understand, Not to Win. Use this prompt: “What I’m hearing you say is ___. Did I get that right?” Reflect back feelings as well as facts (Proverbs 20:5). Swap Weapons for Words of Peace. Replace “always/never/you should” with “I feel/When X happens/I need.” Keep your volume low and your face soft (Proverbs 15:1). Choose a Small Surrender Daily. Pick one control behavior to lay down (interrupting, over‑explaining, micromanaging). Tell your spouse or teammate which one you’re practicing today and invite accountability (James 5:16). Schedule Repair, Not Just Resolution. If you’ve pulled hard recently, own it without excuses: “I was wrong. I elevated winning over our relationship. Will you forgive me?” Then ask, “What would help rebuild trust?” (Matthew 5:23–24). Create a Shared Win. For recurring conflicts, define a win you both want: “What outcome honors both of us and the relationship?” Brainstorm three paths; pick one to try for a week and debrief together (Romans 12:18). Stay Rooted Spiritually. Start the day on your knees with hands open: “God, I surrender my pride and plans. Lead me.” Read a short passage (Philippians 2:1–11; Colossians 3:12–15) and carry one verse into your day. Reinforce with Community. Invite a trusted friend or mentor to ask you weekly: “Did you drop the rope?” Share one win and one do‑over. Growth accelerates with honest community (Hebrews 10:24–25).   Takeaway: Peace Over Pride   Peace doesn’t come from overpowering life. Joy doesn’t come from control. Peace comes from trust—trust in God, and trust cultivated through humility with people. “If it is possible, as far as it depends on you, live at peace with everyone” (Romans 12:18). The world will tell you to pull harder. Scripture invites you to drop the rope. On the other side of release is a different kind of strength—one that restores relationships, renews purpose, and finally allows you to breathe again.   You don’t save a relationship by proving you’re right. You save it by choosing love over pride, truth with gentleness over winning with force, and surrender over control. When you humble yourself, grace flows, trust returns, and God lifts you in due time (1 Peter 5:6–7). There’s a better way to lead, to parent, to love: not by winning the war—but by ending it.  

Whoops! On Making Mistakes   I was working as an intern at a Public Relations and Marketing firm during my final year of college. I was tasked with creating an Excel document that showed one of our biggest clients how valuable our services were. It showed them, in dollars, how effectively we had carried out their campaign.   After compiling and calculating all that we had done, I discovered our final ROI number had six figures! My boss was elated. We celebrated with Guinness beers around the conference table, toasting to the fruit of our hard work.   A day later, my boss came back to me with the document and showed me an error I had made. In creating the Excel formula, I had accidentally doubled the final number. The ROI was a much more modest number, not six figures.   I still cringe thinking about that disappointment.   The highlight of the story, however, is that my boss was incredibly gracious and kind. She had every right to be angry. She was the one with egg on her face in front of the client. She  was the one who sat there while they pointed out that the math didn’t quite add up. Instead of passive aggressively taking me off additional projects or relegating me to endless Excel trainings, she calmly showed me the error and we talked about how to avoid it in the future. She continued to trust me and allow me to do work that was valuable to the firm.   This was the greater lesson to me—her excellent leadership. Not only did she handle my mistake with kindness, but she also gave me the space to learn from it. I worked much harder after that, double checking and rechecking the documents I created.   Over the years, I have come to see that these are some of the most important moments in leadership. These are the moments that define a leader, a company and a culture. A good leader chooses to teach and guide an employee in the face of an honest mistake instead of addressing it with frustration, ignoring it, or letting it impact that employee’s position in the company.  A good leader even turns that mistake into a very important opportunity.   Here are 3 quick tips on how to be a good leader in the face of others’ mistakes:   Don’t be surprised: People are human, mistakes are going to happen. There is no avoiding them. This is especially important for those of us who strive for perfection and think it is attainable. We must learn that no amount of planning, preparation or hard work is going to keep mistakes from happening. They are a fact of life and everyone makes them. I’ll say that again for those in the back. EVERYONE makes them.   Instead of treating mistakes like a nuisance, like a boulder in the middle of the road, or a stain on your favorite shirt, treat them like a welcome family member at a dinner party. They are good. They are necessary, and they will make your employees, and your company grow. They teach us important things and lead us places we did not even know we wanted to go. Let’s embrace them instead.   When they happen, handle them with tact. It’s best to address mistakes in private with the employee directly. Do it quickly and with discretion. Communicate what happened, any consequences of the mistake and the handling of them, and how it could be an opportunity for growth and change.   If it’s necessary to communicate with the entire team about the mistake, do so with thoughtfulness. Don’t forget to address the possibilities it has created or the positive outcomes. Be honest and open, but remember you frame the narrative. Think about what you are creating and how you want to lead through this, then choose your words, body language, and message accordingly.   Hold people accountable, coach them toward understanding and growth. Remember that mistakes are a part of growth so they should be welcomed and, in some cases, even embraced. Make sure you are not ignoring or avoiding them. Accountability is necessary. If the same mistake is being made over and over, that needs addressing. There will be no growth or learning if employees are not held accountable for their actions.   Remember that the same mistake might be made twice, coaching and leading requires a lot of patience, especially when working with employees who operate quite differently than you do. Bring in help from outside leaders or other coaches if needed. Notice pain points among your team where there might be a lot of mistakes being made. Large group training and coaching can also be helpful.   It may go without saying, but how you handle your own mistakes will say a lot about how you handle others’ mistakes. When you mess up, if you are quick to dust yourself off and try again, then you are more likely to have that same attitude with your employees. If you are hard on yourself, berate yourself and wallow in the failure, then you may have more trouble giving others space to make mistakes.   Consider these things and may you be the best leader you can be.   ###   This post is based on the IOL Podcast Episode #159: Embracing Economic Growth with Nicole Ryf. Listen for lots of good takeaways including more on leading through mistakes.   This blog was written by Ashley Buenger