Leading Beyond Your Authority: Challenge the Status Quo

When it comes to leading beyond your authority my last article explored how your success hinges on your ability to influence and inspire others. But now, let’s dive into one of the toughest challenges you’ll face when working outside your formal power: challenging the status quo.

Let’s be honest—questioning the status quo can feel like walking into a minefield. You’re essentially saying, “Hey, things need to change,” which, let’s face it, is rarely music to anyone’s ears, especially in a large organization. This is a topic that comes up frequently in my executive coaching sessions. Leaders often struggle with the delicate balance between driving innovation and respecting established norms.

When you challenge existing systems, others might see your actions as a threat to their authority—or worse, as a personal attack. I’ve seen it happen where a well-intentioned leader suggests a change, only to be met with icy stares and a chilly reception. And it’s not just the folks at the top who might resist; even your peers and team members can be wary of rocking the boat.

But here’s the thing: a leader with strong people skills, influence, and a solid following can successfully drive positive change—whatever level that leader is in the organization. In You, Me, We: Why We All Need a Friend at Work (and How to Show Up as One!), Eric Spencer , Ruby Vesely and I share numerous examples of how to navigate these tricky waters. It’s not easy, but with the right approach, it’s entirely possible.

Let me share a quick example. A leader I coached was determined to streamline a cumbersome process that had been in place for years. The process was inefficient, but it had been around forever, and people were used to it—no one wanted to touch it. Better the devil you know and all that. This leader knew they needed to tread carefully. They started by ensuring communicating their intentions and how the changes would benefit the entire team. They also presented a well-researched solution, not just a critique of the old process. Long story short, the approach worked. The process was improved, and they gained the respect of their peers and senior leadership. It was a win-win.

Here’s how I suggest you navigate these treacherous waters:

• Ensure Your Motives Are Noble: Make sure your intentions are clear and intended to benefit the team and broader organization. If your challenge is perceived as self-serving or overly critical, it will likely be dismissed. Trust me, people can smell self-interest from a mile away.
• Mind Your Delivery: Pay attention to your body language, tone, verbiage, and timing when expressing your thoughts and concerns. As I discuss in Cultivate: The Power of Winning Relationships, how you say something often matters as much as what you say.
• Leverage your Ally Relationships (or an Executive Coach): Sharing an advance view of your approach and asking for feedback from an Ally (or an Executive Coach) can offer valuable direction and help you refine your relational skills. If you’re not sure how to approach a delicate situation, don’t be afraid to ask for help!
• Clearly Communicate Your Intentions: From the outset, declare your intentions. Make it clear that your goal is to improve, not to criticize. People are more likely to get on board when they understand that your aim is to make things better for everyone.
• Present Solutions, Not Just Problems: Highlighting issues is easy; solving them is the real challenge. As highlighted in a Forbes article on Building Influence Without Authority , presenting compelling solutions is far more effective than merely pointing out issues.
• Be a Problem-Solver: Develop a reputation for being a problem-solver who has everyone’s best interests at heart. Paint a picture of positivity and mutual benefit—a concept central to the You, Me, We and our Ally Mindset framework.

When you’re attuned to your others needs and have established solid relationships, you’re in the best position to lead change. Followers are more likely to join your efforts if they trust you’ve taken the time to understand their perspectives and personalities.

But remember, choose your battles wisely. Not every idea will be a winner, and that’s okay. The journey of challenging the status quo is also an opportunity to grow professionally, expand your sphere of influence, and hone your leadership skills.

Look Up, Show Up, Step Up: A Practical Framework

To help you challenge the status quo effectively, here’s a framework I recommend:

• Look Up: Assess the current systems and identify areas where change is needed. Understand the challenges your organization faces. Actionable Step: Get the perspective of a mentor or trusted colleague to discuss your ideas for change and the potential impact.
• Show Up: Approach your leaders and peers with well-researched insights and solutions. Communicate your intentions clearly, ensuring they align with organizational goals. Actionable Step: Prepare a short presentation or proposal outlining your ideas, complete with data and potential benefits. Practice your delivery to ensure it’s confident and clear.
• Step Up: Take the lead in driving change, even if it means challenging existing norms. Be the catalyst for innovation and improvement. Actionable Step: Identify a small, manageable project where you can apply your proposed changes. Lead the implementation and track the results to build a case for larger-scale adoption.

By applying this framework, you can confidently challenge the status quo and lead your organization toward positive change.

So, what do you think? Are you ready to challenge the status quo and lead beyond your authority? I’d love to hear your thoughts.

P.S. We invite you to complete your complimentary Ally Mindset Profile here!