Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
Have you ever stopped to look at your team and wondered if they are mirroring your best traits or your most stressful habits?
I’ve spent more than twenty years obsessed with one thing: how we, as leaders, show up when the pressure is on. It’s a personal mission for me because I almost didn’t make it home from work one day. It taught me that my actions don’t just affect a balance sheet. They affect the safety and spirits of the people I lead. When I talk to people on my podcast about what leaders can learn about influence, I’m always struck by how much we underestimate our impact.
Your team is watching you. They aren’t just listening to your speeches. They are watching how you handle a mistake. They are watching if you stay calm when a project goes south. If you want to change their behaviour, you have to look at your own first. I’ve found that what your behaviour says about your values is the loudest thing in the room.
The mirror in the office
I often see leaders who are frustrated that their teams are quiet or hesitant. They want “initiative.” But then I watch those same leaders. When someone brings them bad news, the leader snaps. Or they look at their watch. Or they start typing an email while the person is talking. What is that influence teaching the team? It’s teaching them that speaking up is a risk. It’s teaching them that they aren’t the priority. We call this the mirror effect. If you are frantic, your team will be frantic. If you are composed and present, they will find their own steady ground.
I truly believe that culture isn’t a poster on a wall. It is the sum of every small interaction you have. It’s about consistency. You can’t be a great leader for ten minutes a week and expect it to stick. You have to show up every single day with the same level of care. I’ve seen that showing genuine care is the only way to build a high-performing group. People don’t work hard for a “manager.” They work hard for someone they trust.
How leadership behaviour shapes workplace culture
Think about the last time you made a mistake. Did you own it? Or did you find a way to pivot the blame? I’ve realised that if I hide my own errors, I’m basically giving my team permission to do the same. That is how dangerous cultures start. In high-risk industries, like mining or construction, that lack of transparency can literally be fatal. Influence is about being brave enough to be wrong. When I admit I messed up, it makes it safe for everyone else to be honest too.
This is where psychological safety and team innovation meet. If people are scared of looking silly, they won’t suggest the next big idea. They will just do the bare minimum to stay out of trouble. I want teams that are hungry to grow. I want them to feel like they can challenge me. If they aren’t challenging me, I’m not really leading; I’m just giving orders. There is a massive difference between leadership and management. Management is about the “how.” Leadership is about the “why” and the “who.”
Lessons on influence from leadership experts
I’ve spent a lot of time recently talking to guests on my podcast. One recurring theme is that true influence is quiet. It isn’t about being the loudest person in the room. It’s about being the person who listens the best. I think we’ve lost the art of listening. We are all so busy waiting for our turn to speak. But when you really listen, you pick up on the small things. You notice when a team member is burning out. You notice when there’s a conflict brewing before it explodes. Mastering essential listening skills is probably the fastest way to increase your influence.
Another lesson is about conscious control. Our brains are wired to react. If someone pushes our buttons, we want to push back. But as a leader, you don’t have that luxury. You have to be the one who stays in control of their emotions. This isn’t about being a robot. It’s about being a conscious leader who chooses their response. It’s about emotional intelligence.
How to positively influence your team
I get asked all the time for a “checklist” for influence. It doesn’t really work that way, but there are some behaviours that I know make a difference. First, you have to be consistent. If you are nice one day and a nightmare the next, your team will spend all their energy trying to “read” you instead of doing their work. They need to know which version of you is going to walk through the door. I’ve written about the importance of showing up for your team consistently.
Second, you have to be fair. People have a very high “BS meter.” They can tell if you have favourites. They can tell if you aren’t being transparent. If you want a culture of integrity, you have to lead with high ethics even when it’s hard. Especially when it’s hard. Influence is earned in the difficult moments, not the easy ones.
Third, you have to give them a voice. I’m a big fan of using engagement surveys to actually hear what people are thinking. Don’t just do the survey and hide the results. Share them. Talk about them. Even the bad parts. That shows you are brave enough to hear the truth. That is how you build a foundation for a high-performing organisation.
Leadership strategies that shape behaviour
I’ve found that the best way to shape behaviour is to model it. If I want my team to be punctual, I am five minutes early. If I want them to be professional, I use professional language in every email and meeting. It sounds simple, but so many leaders skip this. They think the rules don’t apply to them because they have the title. But your title doesn’t give you influence. Your actions do.
You also need to give your team the space to fail. I call this “learner safety.” If a team member tries something new and it doesn’t work, how do you react? If you punish them, they will never try anything new again. If you help them find the lesson, they will get better. I’ve put together a guide on how to foster learner safety that can really help here. When people feel safe to learn, they are empowered to grow.
I also believe in the power of a “leadership mantra.” It’s a simple phrase that reminds you of who you want to be. It keeps you on track when things get messy. Having a leadership north star helps you make decisions that align with your long-term goals rather than your short-term frustrations. It’s about being intentional instead of reactive.
What are you teaching today
I want you to think about your last three interactions with your team. What did they learn about you? Did they learn that you are supportive and calm? Or did they learn that you are distracted and stressed? You are always teaching them something. Every single day. If you don’t like what they are learning, you have the power to change the lesson. It starts with a choice to be better. It starts with reigniting your own growth.
Leadership is a privilege. It’s an opportunity to leave a legacy. I want to be remembered as a leader who cared. A leader who made people feel safe. A leader who helped others reach their full potential. If you feel like you’ve lost your way, or if the pressure is getting to be too much, don’t wait. You can’t lead others if you are running on empty. I’ve seen that personal psychological safety is just as important for the leader as it is for the team.
I love doing this work. I love seeing the lightbulb go on for a leader when they realise they don’t have to be perfect—they just have to be present. If you want to talk about how we can help your team, please reach out to me. I’m always up for a chat about how we can make our workplaces safer and more effective. You can also book a time for us to work together directly. Let’s figure out what your influence is teaching your team and make sure it’s a lesson worth learning.
I’ve seen too many people wait until a crisis to look at their leadership style. Don’t be that person. Start today. Be the leader your team deserves. Be the person they want to follow, not just the person they have to follow.
Your influence is your legacy. Make it a good one.
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