arbitrative influence

You lead with clear goals, rewards, and consequences, motivating your team through structured incentives. Your influence comes from setting firm expectations and driving performance with accountability.

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Your Strengths

Arbitrative Influence leaders excel at creating clarity around goals, incentives, rewards, and consequences. They set firm expectations, define clear achievement thresholds, and motivate teams through a structured reward-and-accountability system.

structured

Providing clear steps, milestones, and expectations that guide performance.

structured

Providing clear steps, milestones, and expectations that guide performance.

results-driven

Focuses on tangible outcomes helps teams stay aligned to measurable goals.

results-driven

Focuses on tangible outcomes helps teams stay aligned to measurable goals.

Motivating

Effectively energize teams through rewards, recognition, and incentives.

Motivating

Effectively energize teams through rewards, recognition, and incentives.

Accountable

Maintains high standards and reinforce follow-through on commitments.

Accountable

Maintains high standards and reinforce follow-through on commitments.

Challenges

This style can unintentionally reduce intrinsic motivation, increase pressure, or create an environment where people focus more on rewards and consequences than on growth, curiosity, or collaboration. If overused, the carrot-and-stick approach may limit trust, innovation, and engagement.

Transactional

Team members may feel valued only for output rather than contribution or growth.

Transactional

Team members may feel valued only for output rather than contribution or growth.

Pressured

Important context or expectations may be missed without deliberate communication.

Pressured

Important context or expectations may be missed without deliberate communication.

Short-Sighted

Incentive-based focus may overlook long-term development or relationship building.

Short-Sighted

Incentive-based focus may overlook long-term development or relationship building.

Rigid

Strict reward/consequence structures can limit adaptability and creativity.

Rigid

Strict reward/consequence structures can limit adaptability and creativity.

LEADERS LIKE YOU

Sheryl Sandberg

Former COO of Meta

Known for goal-driven operational rigor and high-performance standards.

Sheryl Sandberg

Former COO of Meta

Known for goal-driven operational rigor and high-performance standards.

Nick Saban

College Football Coach

Known for clear expectations, structured systems, and rewards for excellence.

Nick Saban

College Football Coach

Known for clear expectations, structured systems, and rewards for excellence.

Simon Cowell

Producer and Talent Evaluator

Known for clear criteria, direct feedback, and performance-based advancement.

Simon Cowell

Producer and Talent Evaluator

Known for clear criteria, direct feedback, and performance-based advancement.

Kevin O’Leary

Investor and Entrepreneur;

Known for direct expectations, consequences, and performance-based evaluations.

Kevin O’Leary

Investor and Entrepreneur;

Known for direct expectations, consequences, and performance-based evaluations.

"Stacey's approach is a game-changer for those committed to leading with enterprise vision and lasting influence. My career is forever changed due to Stacey's guidance."

A young woman with long brown hair smiles warmly against a green background, dressed in a black jacket and white shirt.

Greg Holman

TruStage

"Stacey's approach is a game-changer for those committed to leading with enterprise vision and lasting influence. My career is forever changed due to Stacey's guidance."

Greg Holman

TruStage

HOW TO eLEVATE YOUR

INFLUENCE.

Priority One

build trust, not just compliance

Arbitrative leaders often rely on Charge and Compass Communication, but elevated influence requires deeper connection, empathy, and shared understanding. Genuine connection is essential for modern influence.

Priority Two

incorporate Curiosity and Dialogue

Reduce blind spots by understanding others’ motivations. Arbitrative leaders can grow influence by asking more questions and listening for the “why” behind performance.

Priority Three

shift toward Purpose-Based Influence

Today’s workforce wants leaders who model growth, ethics, curiosity, and innovation. Purpose elevates influence in ways incentives cannot. Model long-term values and connection, not just transactions.