Influencing without Authority
Influence without Authority
Rethinking the Traditional Hierarchy
Instead of thinking about organisations being hierarchical, vertical structures where people are grouped according to their technical expertise, think of them in a new way. Imagine organisations as horizontal flows of value, where raw materials, either physical or intellectual, flow through various departments. Each stage adds value, eventually culminating in a product or service-enriched with value and tailored to the customer’s needs.
Influencing without Authority Course
Learn how to forge positive working relationships for life and build a deeper sense of community and belonging.
Delivering customer delight is how organisations make money and grow. The traditional hierarchy structure has some benefits as it groups people together enabling them to build their technical skills within their formal community. But times are changing. Increasingly organisations are operating like networks of people who come together in cross-functional teams to deliver for customers.
Functional Stovepipes
For example, consider the process of building a new plane. In a traditional organisation, there would be a hierarchical structure, dividing the workforce into specific functions like design, engineering, safety, manufacturing, procurement, and commercial roles. However, the construction of a plane requires a more cohesive approach.
These various people need to collaborate cross-functionally to guide the project from inception to completion. This process requires a seamless transition between departments, where metal is transformed through various stages of design, honing, testing, commercialising, and manufacturing. Value is created along a chain that flows through all these functional stovepipes, establishing a clear and efficient path to the finished product.
In the complex world of building a plane, a traditional command-and-control style of management falls short. Direct orders like 'do this' or 'do it this way' become ineffective when they clash with the collaborative and cross-functional nature of the work. The old 'tell' style of leadership is outdated, and thankfully so – after all, no one appreciates being dictated to.
Fluid and Adaptive Culture
Organisations need to be more agile, nurturing environments where people are encouraged to think for themselves and make decisions based on their unique skills and expertise. This approach not only leads to greater contribution from employees but also promotes a fluid and adaptive culture. The ability to influence without direct authority is not just valuable; it's essential. People collaborate and lead through persuasion and mutual respect, creating a more responsive and dynamic workplace.
So, what does it mean to influence without wielding direct authority? This approach isn't as straightforward as telling people what to do, but it’s more powerful and the potential is vast. It can forge positive working relationships and deepen a sense of community and belonging, which in turn increases employee engagement and retention.
Influencing without authority revolves around understanding four key aspects: What, Who, Why, and How.
What: To understand this, first establish what falls within your sphere of influence. You might find that your reach extends further than you thought.
Who: Identify who are your internal and external customers and who do you need to influence. Keep in mind that your time is precious, so it needs to be invested wisely.
Why: What are the interests and motivations of those you aim to influence. What drives them? Why would they be responsive to your ideas?
How: Creating influence starts with a shared vision and goal. It involves gathering a group of people together whose focus points roughly in the same direction. To influence others, you first need to understand your own motivations. What drives you? How do you prefer to work? How does that align with others' preferences? Influence also involves asking insightful questions, actively listening, finding common ground, and reaching agreement on the actions each person will take.
Mutual Respect
Influencing without authority isn't simple, but it is powerful. Success in influencing others hinges on recognising the importance of listening and understanding over simply imparting wisdom. It's not just about sharing your knowledge; it's about genuinely hearing others and building a network of trust.
By focusing on the development of trusting relationships, you lay the foundation for influence that resonates. The employees who stand out and become the most sought-after are those who continually hone their ability to influence others effectively, recognising that the path to true collaboration lies in building positive relationships, based on empathy and mutual respect, and creating engaged, cohesive teams.
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