The Influence Model: Driving Change That Sticks

Change doesn’t happen because we want it to.
It happens when people believe in it, see it in action, and feel equipped to live it out.

McKinsey’s Influence Model outlines four key levers that leaders can use to drive lasting behavioral change. At Tomiko, we use this model to help leaders align their vision, their systems, and their people — so change becomes sustainable, not just aspirational.

The Influence Model is most effective when used as a strategic lens during times of change — whether you're rolling out a new initiative, shifting team behaviors, or driving a culture transformation. Start by identifying the specific behavior you want to see more of, then walk through each of the four levers: Are people clear on why this matters (understanding & conviction)? Are your systems and processes supporting it (formal mechanisms)? Do people have the skills to succeed (capability building)? And most importantly, are leaders setting the tone through their actions (role modeling)? Use the included coaching questions and tools to assess gaps, spark team discussions, and build an action plan that turns intention into sustainable impact.1. Create Meaning (Understanding & Conviction)

1. Create Meaning (Understanding & Conviction)

People won’t commit to what they don’t understand — or worse, don’t believe in. Your team needs to know the “why” behind the change. And it has to matter to them, not just to leadership.
💬 Coaching Question: “What’s the deeper reason for this change, and how clearly are you communicating it?”
🛠 Try This: Craft a compelling “Why It Matters” message you can use consistently across your team.

2. Align the System (Formal Mechanisms)

If your processes and incentives reward old behaviors, change won’t stick. Real change requires you to back up new expectations with new structures.
💬 Coaching Question: “Which systems or habits are unintentionally pulling your team in the wrong direction?”
🛠 Try This: Conduct a quick audit: Are your KPIs, workflows, and recognition systems aligned with the change?

3. Build Skills (Talent & Development)

Change requires capability. People need support, not just direction. Training, mentoring, and feedback must be built into the process.
💬 Coaching Question: “What do your people need to learn in order to show up differently?”
🛠 Try This: Map one key behavior to one learning opportunity. Keep it targeted and relevant.

4. Lead by Example (Role Modeling)

Nothing reinforces change more powerfully than a leader who walks the talk. If you want people to embrace the shift, they need to see you living it — consistently.
💬 Coaching Question: “How are you personally modeling the behavior you expect from others?”
🛠 Try This: Choose one leadership behavior to visibly practice this week.

How We Use This at Tomiko

At Tomiko, we help leaders bring the Influence Model to life through coaching, team development, and practical tools. Whether you’re shifting culture, launching a new initiative, or navigating complex change — this model creates alignment from the inside out.