Why leadership is the game changer in project management

- Now, you might be wondering, what does it truly mean to lead without authority? Well, it's the ability to influence and inspire others to achieve a common goal even when you don't have formal authority over them. The fact is anyone can be a leader. It's not defined by titles or positions but it's by actions and impact. It's about building trust, driving collaboration, and getting things done, taking projects to the finish line. Effective project leaders have the superpower of driving influence and leading teams without a special title or direct reports. They understand that it's more of a mindset and a choice to step up more than anything else. As project and program managers, we often face pushback from people who don't report directly to us or struggle to gain buy-in from leaders with competing priorities. And influence is really about convincing others to listen to you so they can help you help them. It's about finding common ground, aligning on goals, and working towards something for a collective good. So how can we lead with more confidence and drive successful projects without formal authority? Well, here are three tips to get you started. Tip one, invest in relationships. When leading projects, you're really leading people. And if you can't get your team on board with your idea or your solution, your project will fail. You should get to know your team members. Schedule coffee chats or recurring syncs to understand what's on their plate, what keeps them up at night, and how can you best support them. Ask questions like, "How do you want "to contribute to this project? "What else are you currently working on? "And how can I best support you?" Show that you care about them as people and are invested in their success. Let's face it, their success is your success. Tip two, lead with empathy. Project leaders lead people. And that's where empathy comes in. It's the ability to understand, connect, and support team members on a deeper level. It's about putting yourself in their shoes, seeing the world through their eyes. And I like to do two things to lead by example. The first one, I'll check in regularly. Ask team members, "How are you feeling "about this project right now," or, "What support do you need from me at this time?" And second, I like to be flexible, like building in extra time for deliverables. Remember, you need their help on this project, so be accommodating and meet them where they're at. Understand that life happens and unexpected things may also happen. So know when to adjust plans and expectations. So next time you're thinking of assigning a task due end of day, consider giving that individual a one-week buffer to complete it. Be thoughtful in how you ask for help and make it a win-win for everybody involved. Tip three, solution together. Collaboration sparks magic. And here's a pro tip. If you're kicking off a project in three months, engage stakeholders early on. Involve them in the decision-making and create a sense of ownership. One of the most effective ways of delivering change is building a team of champions who share your vision and can help amplify your work. And we'll discuss this more in a later chapter. You can also facilitate brainstorming sessions using whiteboard tools like FigJam or Miro. And ask questions that fuel curiosity and critical thinking such as, "What do you love about this approach? "And what are your blind spots? "How might this project impact other teams "and their priorities? "And what are other ideas to consider?" Show them that you value their opinions. Creating a safe space to share ideas, identify potential challenges, not only fosters psychological safety but it also leads to better outcomes. And the key is empowering folks to contribute their best. And your job is to create an environment where everyone can thrive. Remember, leadership is not about formal authority. It's about the impact you make. It's about inspiring others, driving change, and delivering great results for those around you. And trust me, when you do this right, your team, company, and career will thank you later.