Leader with no title

I used to think that leader is someone who is having the title or position in the company and they are leading the rest toward the company vision. I worked so hard fighting for promotion or any opportunity as long as I can get up the corporate ladder. I wouldn’t say I am wrong but I am not right either.

If someone is leading with position, most of the time the other only respect that person for his chair or better known as position and not because of that person. If one day, this person is no longer in the company, no one actually will remember or even contact this person.

So, you probably wonder then how do I lead without title and position? How can others listen or follow this person? Firstly, let me break this down to few sections in order for your better understanding. There are actually few types of leadership but in the typical corporate, usually there are 3 different type. I would call them direct inner, indirect inner and outer.

Direct Inner

This is the basis of leadership because you are managing someone that report directly to you. It is quite easy because it used to be most people are good follower and just obey to any instruction from the manager. This has created many “accidental” managers out there that got promoted without a proper experience and skill so they just take on the role with the mindset “I am the Manager” attitude to boss their direct report. Some of the direct report will be put in a very uncomfortable situation because they have no choice at the end of the day it is the manager that do their appraisal so most of the time, they will just follow what is being asked to do.

Indirect Inner

I would say this is mid-level of leadership because now you are not managing people that directly reporting to you. This are the group of people that have the same reporting line as you to another manager which some might call peers. This will test a true leader because the people will no longer just follow your instruction because they do not report to you and they might have a different priority. For example, if you are the Regional Sales Manager that report to the Sales Director that need to get your peers who is Sales Operations Manager that also report to the Sales Director to do something.

I used to exercise a very traditional method where by if after 1 or 2 emails sent out to the person and nothing is done, I will escalate to the higher level which means the person that we both reporting to. This is one of the mistakes that you should avoid at all cost because not that it doesn’t work but it also damages the relationship further.

It takes more than just an email to make the other person to do or help you with whatever assignment you have. Simple gesture such as getting the person favourite breakfast, chill out after work for a drink or even passing some vouchers or tickets can help to build the rapport. Most important is you are able to cast the vision and the department goal to them because obviously you are both working in the same department or function. In order to do this, you need to understand what is their needs or wants then connect the goal that can help them to address their needs. This is way more powerful and efficient than the escalating email.

Outer

This is one of the highest levels of leadership because not that you are now leading people that are not reporting directly to you or within your department but now you need to work with people that is outside of your department. For example, during my time at Avery Dennison doing regional role, I am a sole contributor which means I do not have direct report. My challenge starts from Indirect Inner where I need to influence the Business Manager or Sales Manager that have reporting line back to the Commercial Director. I was reporting to the Sales Excellence Director which together with the Commercial Director reporting to the SAPSSA VP. That is a little in depth of an indirect inner as compare to the earlier example I shared.

At the same time, I need to work closely with the HR, Finance, IT and Supply Chain which have totally different reporting line because they are reporting up to their function and they support the SAPSSA VP. It is a matrix organization so kind of slightly different than most organization that have all function report to the local GM or MD. I just want you to imagine that now you need to lead certain initiative that involved Finance, HR and Supply Chain which is your key KPI but this might not be their main KPI. How are you going to influence them to follow your deadline and able to provide all the support you need in order to complete that tasks or initiatives?

Once again, escalating email to your manager or worse to their managers will not help. I can’t provide a one solution to all different scenario but I can say this involve Change Management experience where you can actually look up at this type of modules or course. It helps you to use 3rd party affirmation and support to expand your influence further.

By mastering the 3rd type of leadership, you will be able to manage almost any situation well without having conflict or get into argument due to different opinion. This is the ultimate level of leadership because once you are able to do that, people no longer look at you because of your title but more so because of your ability and attribute.

Besides asserting your influence, one might wonder what if I just started in the company and I am at such a junior entry position then how do I lead? Yes you can but first let me share a line from my favourite series “Game of Thrones” to make you understand how important this is. Jon Snow was so eager to lead when he was sent to Castle Black where it is a place that guarded the seven kingdom from the white walker. He has doubt in one of the leader and every time he will challenge or not follow the command. Despite knowing that leader might not be a good leader but Jon Snow was told off one day by one of the senior “If you want to lead one day, learn to follow”. This is so true that now thinking back my early days of my career, I was so rebel and so eager to lead and might forgot about my own role.

Having said that, besides being a good follower one can lead even though at a junior entry position is by taking up responsibility, own the accountability and you can display your leadership traits out which will be noticed by others. It is not the mindset of “wait till I get promoted then I can show” but rather “I show now so that I am always ready to get promoted when there is an opportunity”.

As always my article might not able to resolve most of the circumstances that you are in so feel free to comment, feedback or write to me for further coaching.

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