Leading Without Authority
by Regina Barr
Published on this site: May 17th, 2005 - See
more articles from this month...
As an organizational consultant, the leaders that I find that are
most in demand today are those that can motivate and engage employees
that are outside of the scope of their functional responsibilities.
The same holds true for the non-profit organizations I work with.
What make these leaders effective? Leaders who are effective in
leading others particularly when they are not in a boss / subordinate
relationship typically exhibit the following behaviors:
They are ethical in their actions. They are clear about their values,
goals, and expectations. They do what they say they will. They are
willing to admit to mistakes.
They are well connected. They know where to go for information,
both inside and outside of their organization, and they are willing
to share information.
They are good collaborators. Rather then tell people what to do,
they ask people for their ideas. They offer ideas as part of a broader
solution. They model or demonstrate the behaviors they would like
to see.
They use personal influence effectively. They get people to do
things for them because they want to, not because they have to.
They are not controlling, manipulative or impatient. They relate
with people on a personal level and help bring the vision alive
for them.
They understand how to manage conflict. They look beneath the
conflict to identify solutions. They know when and how to utilize
various approaches when resolving conflict.
They learn from experience. They continually examine outcomes
both good and bad. They place a high value on lessons learned
and quickly utilize these learnings to make adjustments as
appropriate.
They provide feedback. They coach people both formally and informally
and view this as a natural part of any relationship or
process.
People exhibiting these behaviors are able to create an environment
of trust and an environment where people feel connected to their
work. As organizational hierarchies continue to flatten out and
as leaders continue to have increased span of control, success in
leading others where you do not have direct authority or power over
them, will become critical.
John F. Kennedy once said, "It is time for a new generation
of leadership to cope with new problems and new opportunities. For
there is a new world to be won." Those who exhibit the behaviors
outlined above will be well positioned to handle these new problems
and opportunities. Those who master them, will be well positioned
for success. What are you waiting for?
Regina Barr is a management consultant and speaker with
a special passion for helping women achieve leadership success.
Regina helps companies develop strategies to attract, develop and
retain women leaders. Her consulting firm, Red Ladder, Inc., also
helps organizations and their leaders develop their full potential
through strategic project management and coaching. For more information
visit: http://www.RedLadder.com
or
http://www.RedLadder.blogs.com
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