CHAPTER 6 - PROTOCOL 4

Influence Transfer

TIME60-90 minutes plus follow-up
OWNERPrincipal with developing leader
ARTIFACTInfluence transfer agreement + evidence plan
SUCCESS CRITERIA
  1. The purpose, decision rights, boundaries, and desired impact are explicit.
  2. The developing leader has genuine choice and voice.
  3. Support shifts from modeling to guided practice to independent ownership.
  4. Progress is judged by capacity and impact, not imitation of the principal.
IMPLEMENTATION STEPS
01

Select the influence

Define the priority, relationships, decisions, and knowledge involved in carrying the work.

02

Co-design ownership

Agree on authority, boundaries, resources, learning needs, communication, and measures of success.

03

Practice the transfer

Move through observation, rehearsal, shared leadership, feedback, and increasingly independent action.

04

Confirm durable capacity

Review evidence, adjust support, and determine what the leader can now carry independently.

WORKING ORGANIZER

Run the protocol.

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REFLECTION PROMPTS
  • Am I transferring authority or only workload?
  • Where might my preferred style limit another leader’s authentic growth?
  • What will I stop doing as capacity increases?
EQUITY GUARDRAILS
  • Participation in leadership development must not be coerced.
  • Recognize and compensate substantial added responsibility where appropriate.
  • Do not repeatedly rely on the same visible people while overlooking others’ potential.