Oleg’s logic and precision defined his success—but limited his influence. Through Blindspotting Coaching, he learned that influence isn’t about information; it’s about translation. By shifting from rational to relational, inspirational, and values-based influence, Oleg transformed how people listened, engaged, and acted.
Oleg was one of the smartest people in the company—an engineering director known for his precision, clarity, and relentless commitment to getting things right. He prided himself on accuracy. Every detail mattered. Every presentation was airtight.
But something wasn’t working. In executive meetings, his ideas rarely landed. By slide three, his CEO was checking her phone. When Oleg spoke, people listened… politely. Then moved on. He didn’t understand it. He had the best data, the clearest logic, and the most thorough analysis. So why weren’t people acting on what he said?
To Oleg, influence meant being right. To everyone else, it meant being relevant.
Oleg’s Behavioral Blindspot was his influence style. He believed logic alone was persuasive. His presentations overflowed with technical rigor—but missed emotional resonance.
He was operating from an Intellect-first identity inside a Behavior-level challenge: his intent was clarity, but his impact was distance. He didn’t realize that influence wasn’t about information—it was about translation. Facts didn’t move people unless they first felt seen, inspired, or included.
Oleg’s behavior wasn’t wrong. It was just incomplete.
In Blindspotting Coaching, Oleg learned that there isn’t just one way to influence. There are nine—each effective in the right context, but limiting when overused.
Oleg’s natural style:
Rational — “Do it because the facts say we should.”
His coach challenged him to experiment with others:
Relational: “Do it because we built this together.”
Inspirational: “Do it because it matters.”
Values-Based: “Do it because it’s the right thing to do.”
Together, they reworked his communication rhythm. Instead of starting with data, Oleg began with the “why.” He practiced framing every presentation with a human anchor before diving into analysis. He started meetings with one sentence that mattered more than any chart:
“Here’s what’s at stake for us—and why it matters now.”
The first time he tried it, the CEO leaned in instead of tuning out.
Within months, Oleg’s reputation shifted from “the detail guy” to “the person who connects ideas to action.” His team noticed it first—they began communicating with more clarity and confidence because their leader modeled it. His CEO noticed next.
She started asking him to present early drafts instead of waiting for final decks—because his thinking was suddenly accessible, not intimidating. Oleg didn’t get louder or flashier. He just learned to adapt. By blending precision with empathy, and logic with vision, his influence multiplied.
Oleg’s story is a reminder that sometimes being right isn’t enough to be heard. Influence isn’t about more information—it’s about matching the message to the moment. When leaders adapt their style to the people in front of them, behavior becomes connection—and awareness becomes impact.
Think about the last time you tried to persuade someone and it didn’t land.
How did you do it and why didn't you succeed?
Were you using your own default influence style or speaking to their motivation?
In order to have the greatest effect, make sure you are appealing in different ways to different people, thinking about their motivations and not just your own.
