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 noticed that the harder you push behaviour, the more people quietly resist?
I’ve spent years watching leaders try to force change. New rules. New reminders. New consequences. And yet the same behaviours keep showing up. What I’ve learned is you can’t force behaviour. You can shape it.
Behaviour follows trust, not pressure.
Why forcing behaviour never sticks
When behaviour is driven by fear, it only lasts while someone is watching. The moment the pressure lifts, old habits return.
People don’t change because they’re told to. They change because they feel ownership.
That’s backed by research on self-determination theory, which shows people act differently when they feel choice, purpose, and respect. Take those away and you get surface compliance. Nothing more.
I’ve seen this across Australian workplaces. Leaders don’t want control. They want people to care.
Influence begins with how safe people feel around you
Every team member is silently asking the same questions:
- Can I speak up here?
- Will I be blamed if something goes wrong?
- Does my leader actually listen?
If the answer feels unsafe, behaviour shuts down.
Research into psychological safety shows people contribute more when leaders respond calmly and consistently. Influence lives in those moments.
You’re influencing behaviour even when you say nothing
Silence teaches people what matters.
If near misses are ignored, people learn to stay quiet. If feedback is punished, honesty disappears. These patterns spread fast.
Studies on trust in leadership show behaviour shifts when leaders are predictable, fair, and human. Not controlling. Not intimidating.
Influence comes from credibility, not position.
Coaching shapes behaviour better than correcting
Correcting shuts people down. Coaching opens them up.
Simple questions like “What led you to that decision?” create reflection instead of defence.
This approach is supported by methods like motivational interviewing, which focuses on guiding behaviour without pressure.
Using a dedicated psychological safety program helps leaders practise these conversations in real situations.
Empathy gives you more influence, not less
Empathy isn’t weakness. It’s leverage.
When people feel understood, they listen. Research like this article on empathy and behaviour explains why people respond better when leaders show genuine care.
You don’t need to agree with someone to influence them. You just need to listen.
What I hear from leaders every week
Leaders tell me they want people to speak up earlier. They want honesty without fear. They want accountability without blame.
That’s why I started the finding your influence podcast. These conversations matter.
If you want to influence behaviour rather than force it
If this resonates, let’s talk. You can start that conversation through our contact page.
If you want direct support inside your organisation, working with me through this speaking and leadership option helps leaders shift behaviour where it counts.
And if the new year feels like the right time to reset how people speak up and respond, the speak safe workshop is built for that moment.
You can’t force behaviour. You can influence it.
Please click the image below if you’d like to chat about what leadership means to you
If you would like to learn more about Anton or The Guinea Group, please click here to book into Anton’s calendar, to:
UPGRADE your Mindset
UPSKILL your Leadership
UPLIFT your Teams