Leading without Authority

Have you ever been in a position where you had a responsibility to lead, but lacked the authority to take action to discipline those you led? Whether you are a parent, teacher, corporate leader, or are in business for yourself, the answer probably is yes! We all have the potential to lead people even when we lack the authority to lead. The last newsletter discussed being stuck in the middle, which is how many people describe this type of a position. However, some see this position as a necessary step and a preparatory step to move up while others see it as a tiring and thankless position. Regardless of our personal views the reality is that leadership without authority or commonly called transformation leadership is a tremendous dilemma for many of today’s leaders.

Why Leading without Authority Exists?

Streamlining, right sizing, and downsizing in organizations has created a new position in the corporate ladder typically referred to as transformational leadership. These leaders are given the responsibility to motivate, lead, improve productivity, and negotiate conflicts without the ability to hire, promote, evaluate or even fire the people they supervise. Leaders without authority can be very influential and far more motivating than those who have the authority or power to move people up a corporate ladder. The reason is simple transformational leaders understand that it isn’t about power or what can be demanded of people they work with, rather it is about building a relationship. Successful leaders in this position move beyond excuses; they move beyond self-interest, and focus on the larger goals of the group or organization.

Successful Leaders in this Position

While this position without power can leave many feeling helpless, those who are confident understand the great opportunity it brings to embrace the challenge. Their leadership will often stand the test of time. Successful leaders get the job done without formal authority. In the past, leaders have relied on their ability to offer rewards such as to increase pay for people who are helping us to accomplish our goals. This has included things such as bonuses, tenure, promotions, and so forth. However, in these less formal leadership positions motivation often takes the form of expressed appreciation, approval, personal assistance, or other interpersonal intrinsic motivators. Not everyone can be a leader without authority and succeed. Those who need control will struggle and most likely fail. So how do those who succeed do it? They understand and accept that people may exert influence without formal authority. Consultants, trainers, middle managers, teachers and many more people understand this position all too well. They also understand that influence is a skill that can be mastered. Transformational leaders learn to prepare instead of spending time repairing. This means these leaders are less impulsive and realize that short-term solutions could create long-term problems. Their ability to avoid a knee jerk reaction allows them to listen to the problem and to discover the problem that lies beneath the surface. The ability to take a more cautious approach improves their relationship with those they lead because it helps them to develop trust with by building a positive track record. Other skills that successful transformation leaders use include:

• Establishing personal and professional boundaries and then being consistent in maintaining these boundaries with co-workers.
• Helping those, they lead to reach for their dreams without a hidden agenda.
• Developing the potential of the people, they lead.
• Appreciating and valuing the uniqueness of the people they lead.

What Companies can do to increase the Success of Leaders without Authority Companies are learning that a streamlined corporate chart will have people in positions that lack authority. However, these leaders still have a voice and valuable insight about the people they lead. What companies do realize is that even before any restructuring there have always been leaders without authority, therefore what is needed is to empower these individuals and to listen to their input. Allowing a leader in this position to share insight and to receive help in placing the right people in the right positions only adds to the success of the company, as well as the success of the employees. Whenever possible leaders without authority should be given the opportunity to discuss mobility options so that the right people are put into the right positions.

Studies have shown that the effects of transformational leadership are generally much stronger than those of leaders with authority. After all, some of the greatest leaders in the world have been followed, because of their charisma and their ability to relate to people. Their leadership was not based on power, but was based on trust people had in them. While this is true, we also know that leaders who have authority and exhibit transformational leadership characteristics are even more successful than those leading without authority. For leaders, the intriguing question comes down to how to stimulate the combined leadership skills of both so that we may "rally the troops" and "make the trains run on time." Both of these skills are important, but they are most effective in an appropriate combination with the other.

Stuck in the Middle

Have you ever felt like you are stuck in the middle in a situation? Like no matter, what you do there is no easy way for you to come out ahead? This can happen for a variety of reasons and in a variety of situations that cause a person to feel stuck in the middle. We all know the feeling, it is awkward and negativity wears heavily on us, as we struggle and search for alternative ways to resolve a problem. Being caught in the middle can be mentally and emotionally exhausting. The worst part is that people in this position often become immobilized, which only increases the level of anxiety and stress symptoms. Inaction is our enemy when we are stuck in the middle.

First things First – Where is this happening?

First think about the situation where this happening. Is it at home or at work? At home, a child can be caught in the middle between arguing siblings or parents. A parent can be get placed in this awkward situation by a child who wants something that the parent will not let them have. Is at work, where a co-worker or boss has ask you handle a situation that you that you weren’t even a part of. Such as to discipline someone who broke a rule, when you weren’t event present to see it happen. Or perhaps you were asked to say nothing to a person who is about to get disciplined. All of these situations can create that awkward stuck in the middle feeling.

Now the What!

Assess the situation to understand why you are caught in the middle? Is this a pattern? Is it really your job to be the person to handle these situations? Have you allowed yourself to be placed her or manipulated into this situation? What are the risks if you speak up or ask to be removed from this middle position?

Sometimes we get caught in the middle because someone else doesn’t want to handle a conflict or a situation that could cause him or her to look bad, so this person dumps it onto us. If we don’t speak up for ourselves, we have then accepted the burden. We have also increased the chances that this person will put us in the middle again. We are creatures of habit and what works for me once I will try to see if it works again. The less resistant we are to being in the middle the more often we will find ourselves there.

Is there an alternative to being in the middle such as can you help to mediate the situation to the people that may be avoiding a discussion about a situation? This allows you to be objective and help teach people how to work through problems in the future without making you caught in the middle. Leaders and managers often find themselves caught in the middle because they are proficient at handling situations with employees while a co-worker or another manager may feel less than prepared to handle the situation. Examine the reason or cause that is placing you in the middle and determine if it really is a learning opportunity in disguise. Remove emotions and opinions about the person who has put you in the middle and objectively examine why you are here and why the person is placing you in the middle. Objectively examining this can help us see teaching opportunities that can prevent us from being caught in the same place again. Give support without removing responsibility from those you lead and you will find you are stuck in the middle less. Remember middle management is a position, not a place where we are suppose to feel stuck. Have a great week!