Intro
In my training and coaching sessions, a common topic in tech is the challenge of leading without formal authority. Leading innovation teams without formal authority brings unique challenges and opportunities.
What does science say about this challenge? I found an interesting study and article on leading without authority, and we can learn from them:
1. Harvard Business Review (HBR) Study on Leading Without Authority: This study highlights the importance of building relationships and using influence to lead effectively without formal authority. Strategies like informal get-togethers and setting aside time for relationship-building can help overcome challenges like siloed thinking and balancing daily tasks with long-term goals. The study also discusses the unique challenges women face in leadership roles without formal authority and stresses the importance of women confidently presenting themselves as leaders to overcome biases (Harvard School of Public Health).
2. Article on Leading Without Direct Authority by Skarbek Associates: This article focuses on empathy, trust, and effective communication as key elements of leading teams without direct authority. Successful leadership in this context requires building strong personal connections and maintaining a shared vision and goal. The study stresses the importance of understanding different working and social styles within a team to foster collaboration and trust, especially in teams spread across different locations (Skarbek Associates).
In summary, leading without a formal title requires focusing on influence, collaboration, and empowerment rather than traditional leadership notions. Transformational Leadership, which focuses on inspiring and motivating team members through vision and trust, provides a strong framework for this approach.
"Being a leader doesn’t require a title; having a title doesn’t make you one"
- Rebecca Stephens, Skarbek Associates
Transformational Leadership
One of my favorite leadership styles, which has been around for over five decades, is Transformational Leadership. James MacGregor Burns introduced the concept in his 1978 book „Leadership,“ where he contrasted transformational leadership with transactional leadership. Burns described transformational leaders as those who inspire and motivate followers to achieve extraordinary outcomes and help them develop their own leadership potential.
The concept gained further traction through Bernard M. Bass’s work. In 1985, Bass extended Burns’s ideas in his book „Leadership and Performance Beyond Expectations,“ where he provided a more detailed framework for understanding transformational leadership. Bass identified key components such as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration.
These foundational works led to extensive research and application in various fields, making transformational leadership a widely accepted and popular model. This leadership style focuses on inspiring and motivating team members to reach their full potential and exceed expectations, often leading to significant organizational change and improvement. It is particularly effective in tech environments as it focuses on:
Vision: Creating and communicating a compelling vision that aligns with the team's goals and aspirations.
Innovation: Encouraging and supporting innovative thinking and problem-solving.
Trust: Building an environment where team members feel safe to express ideas and take risks.
Collaboration: Promoting a culture where everyone's contributions are valued and integrated.
The Power of Influence and Connection
When designing new leadership programs, I emphasize the importance of influence over authority. New tech or innovation projects thrive on creativity, which is best nurtured in environments where team members feel valued and empowered. By fostering open communication and trust, leaders can inspire their teams to achieve great results, even without formal authority.
These elements are crucial for leading innovation or AI teams, where the fast pace of technological advancement and project complexity require creativity and adaptability. Consider a scenario where an innovation team is tasked with developing a new AI-based service. Without formal authority, a leader can leverage their influence by:
LEVERAGE YOUR INFLUENCE
- Empowering your peers and team members: By delegating responsibility and encouraging task ownership, team members feel more invested in the project's success, leading to increased motivation and productivity.
- Facilitating Open Communication: Regular check-ins and an open-door policy for feedback ensure everyone is on the same page and can freely voice concerns or ideas. This builds trust and enhances problem-solving.
- Recognizing and Celebrating Achievements: Acknowledging individual and team achievements creates a positive work environment and reinforces the value of each member's contributions.
- DWYSYWD - "Do what you said you would do" from James M. Kouzes and Barry Z. Posner. They emphasize this principle in their book "The Leadership Challenge," highlighting the importance of trust and credibility in effective leadership. By consistently following through on commitments, leaders build trust and demonstrate integrity, which are crucial for inspiring and motivating teams.
"Leadership is influence, nothing more, nothing less"
— John C. Maxwell
Lets’ bridge theory and bring it into your daily practise: How can you integrate these concepts into your daily leadership practice? Reflect on the following questions:
How can you create and communicate a compelling vision that aligns with your team’s goals?
What steps can you take to build a culture of trust and open communication within your team?
How can you empower your team members to take ownership of their tasks and contribute to the project’s success?
"The most important thing in communication is hearing what isn’t said"
- Peter Drucker
MY KEY LEARNINGS
Leading (not only AI) teams without formal authority requires a strategic focus on influence, collaboration, and empowerment. By adopting the principles of Transformational Leadership, you can inspire and motivate your team to achieve outstanding results. Simon Sinek’s words remind us that true leadership is about taking care of those in your charge, fostering an environment where trust, innovation, and collaboration can thrive. What is your experience?
