Introduction Leadership remains an integral function in every business organization and it empowers managers to influence their followers and eventually achieve the intended goals. The concept of influence emerges as a powerful model through which those in supervisory positions induce a change or performance. When applied effectively, leaders will guide their workers to promote the best behaviors and pursue the intended aims and values. Over the years, organizational theorists have presented evidence-based ideas for introducing this attribute in different business firms. Influence, therefore, remains a critical ingredient that makes it possible for managers to achieve their potential. The concept of influence processes outlines the major ways organizational leaders shape procedures and variables in a given company. These include direct decisions, reward systems, selecting and promoting others, role modeling, and allocation of the intended resources. These aspects work synergistically to make leadership a reality and deliver desirable outcomes. The purpose of this paper is to apply the concept of influence processes to three leaders who adopt diverse styles to transform performance. Background Information Many successful business firms are associated with effective leadership practices that mentor employees to focus on the targeted objectives. Chesser and Cullen (2018) define leadership as an effective process whereby those in topmost positions influence others positively to work as teams and complete various tasks successfully. In order to record positive results, such professionals should apply desirable skills, attributes, and knowledge. Some managers focus on the most appropriate strategies to improve their competencies and leadership philosophies. Such professionals should go further to promote a sense of cohesion, communicate positively with their followers, solve emerging problems, and provide adequate resources. Influence is essential since it ensures that the goals of any form of leadership are realized. According to Chesser and Cullen (2018), influence is essential since it makes it for people to empower, guide, and demand results from their respective followers. This means that the approach is essential because it supports the success of contemporary leadership. Those in charge can apply the same idea to improve others in attempt to become more productive. Leaders who fail to take this notion seriously will be unable to achieve their potential. They should address emerging ethical issues, promote cohesion, and sustain desirable behavior. Within any given organization, leaders will apply the concept of influence to shape variables that affect performance, including resources and employees. With proper influence tactics, more leaders will implement change successfully, promote better behaviors, and engage followers to deliver positive results (Cairns, 2017). These arguments reveal that sustainable influence will make leadership effective and promote organizational performance. There are various types of influence processes that both managers and leaders should take seriously. Firstly, direct decisions are essential since they guide managers to influence their followers’ ideas and decisions. Managers will have to formulate a