How to lead when you’re not the boss
When we talk about a company’s “leaders,” we’re usually referring to the people with the highest rank, such as the owner, CEO, and managers. But leadership is not just about holding a formal title or being in charge. In any group, a leader is a person other people choose to follow. Even when a person has the official power to command, they won’t ultimately be successful if people aren’t inclined to follow them.
While some people attract followers by sheer charisma, leaders with staying power do something more. No leader appeals to everyone. But there are commonalities that apply to people as diverse as Elon Musk, Martin Luther King, Jr., and the Bessemer, Alabama, women fighting for an Amazon union.
To lead on the job, take these steps.
Identify a shared goal.
Effective leaders tap into something other people want. Maybe you want to lead the work itself, by improving an inefficient workflow or implementing an idea about a new way to serve customers better. You might see a need to change in working conditions, like revising an unfair organizational policy or eliminating frequent microaggressions that are happening in your workplace. Maybe your goal is more ambitious, like organizing a union or whistleblowing.
To get other people’s support for pursuing the goal, talk about it and help people understand why it will benefit them. When you engage people to imagine a positive future, they begin to imagine that future is possible. They also become willing to work for the goal or to risk something to attain it.
Propose a path to achieving the goal.
Once people can imagine the “what,” they need to develop a “how.” If you’ve identified a problem, offer potential solutions. Think about how you’ll communicate those solutions to people with the power to make change. This might range from making a formal proposal to a manager or just sitting down to have a talk with someone about your concerns.
To stand out as a leader, don’t just take the reins: Include your coworkers in this process. Elicit and amplify ideas from them about how to address pitfalls you might not recognize. Encourage them to ask questions and build community with each other. This helps them to get clear on the actions they need to take and how to recognize progress.
Offer protection.
According to Harvard’s Ronald Heifetz, “People don’t fear change; they fear loss.” Take time to understand what might hold people back from pursuing goals. One coworker might be afraid of retaliation if they speak out. Another person might fear that a change on the job will add to their workload.
Protecting people doesn’t mean making promises you can’t keep. It means letting them know you have their back.
An Empower Work texter wrote, “There is only so much they can take out on me, so they are taking it out on the staff under me. They are the lowest paid and yet they are the face of the clinic, greeting the patients. The administration is telling them not to take breaks and things like that.”
This worker’s attention to their coworkers’ experience helped them build trust and gain support.
Want to prepare to lead? A chat with a peer counselor can help you identify goals and build your communication skills.
*Note: Empower Work provides non-legal support for workplace challenges. This information, while authoritative, is not legal advice or guaranteed for legality. Employment laws and regulations vary by state. We recommend consulting with state resources for specific interpretation and decisions. If you believe you were discriminated against in violation of the law, we recommend you seek legal advice.
Preparing to lead?