The Power of Influence without Authority: The Unrealized Superpower of HR (and How to Develop It and Use It)

Human Resources as a function, and HR professionals, often find themselves in a place where their responsibilities and expectations require driving organizational change, but they don’t have the formal authority to do so. It is one paradox that we still don’t even fully understand: how can we expect any function to foster significant change at work without the authority, resources and support?

The easiest way out of this dilemma is a very easy one: for organizations and their senior leadership to give HR its proper value, support and authority. Will this happen, though? And if the answer is no, what do we do?

Even though the gap between accountability and authority presents a massive challenge for HR’s ability to operate, it also creates an interesting opportunity for HR to leverage one of its most potent tools: influence.

Formal authority is the power granted by an organization to make decisions, give orders, and allocate resources. This authority is rooted in an actual position (or role) within the organizational hierarchy. Influence, on the other hand, is the ability to affect and impact the thoughts, behaviors, and actions of others without relying on positional power. It's based on personal credibility, relationships, and the ability to create value.

Driving change from a position of formal authority can be straightforward – decisions can be mandated, and compliance can be enforced in a much faster way. But, how enduring, encouraging, empowering or enabling is it to only rely on authority to influence change?

On the other hand, the path to change becomes a lot more complex when relying solely on influence. Influence requires building consensus, aligning diverse interests, and inspiring voluntary cooperation. This approach to driving change, while more complex and time consuming, often leads to more sustainable and widely accepted changes within an organization.

There are multiple complexities and challenges of driving change through influence alone. And because influence, rather than formal power, is what HR must rely the most on, HR people must learn to navigate competing priorities, overcome perceptions of being non-strategic, and demonstrate value in tangible ways. They need to build coalitions, leverage data effectively, and maintain credibility across all levels of the organization. Doing so will build and augment their influencing skills and offer the possibility of fostering change, even without a title to mandate so.

This article explores the power of influence without authority as a critical capability for HR.

We'll explore the core principles of influence, key challenges HR faces, and strategies to build influence effectively. We'll also learn the essential skills to master and the areas where HR can leverage its influence for maximum organizational impact. Finally, we'll discuss common pitfalls to avoid when exercising influence in HR.

7 Core Principles of Influence without Authority

Often, HR does not have the same level of “formal” authority at work to drive change or implement people-first initiatives. But the true power lies not only in formal authority, but in influence. These core principles can significantly improve HR’s ability to effect positive change within their organization.

1. Credibility: Building and maintaining credibility is the foundation of influence. HR must show expertise, reliability, and consistency in their actions and decisions. This involves staying up-to-date with industry trends, delivering on promises, and providing valuable insights that contribute to organizational success. Establishing credibility is the means to earn the trust and respect of colleagues, making them more likely to listen to and act on their recommendations.
2. Relationship Building: Strong relationships are a certain way for exercising influence. It is important to invest time in genuinely understanding the needs, motivations, and challenges of different stakeholders across the organization. Fostering genuine connections and showing empathy create a network of allies who are more receptive to their ideas and more willing to collaborate on initiatives. Regular communication, active listening, and finding common ground are key elements of effective relationship building.
3. Value Creation: To influence without authority, HR must consistently show the value they bring to the organization (by the way, this is true for HR and any other function or individual seeking to influence change without formal authority). This involves aligning HR initiatives with business objectives, quantifying the impact of HR programs, and proactively addressing organizational challenges. Positioning themselves as true strategic partners who contribute to bottom-line results brings attention and support of key decision-makers.
4. Effective Communication: The ability to articulate ideas clearly and persuasively is essential for influence. HR professionals should customize their communication style to different audiences, use data and stories to support their points, and frame messages in terms of benefits to the organization and individuals. Active listening, asking thoughtful questions, and being open to feedback are core components of effective communication that build influence.
5. Collaboration and Coalition Building: HR can amplify its influence by fostering collaboration and building coalitions around key initiatives. This involves identifying and engaging stakeholders who share common interests, facilitating cross-functional teamwork, and creating platforms for shared decision-making. Bringing diverse perspectives together and driving collective action makes it a lot easier to overcome resistance and generate momentum for change.
6. Emotional Intelligence: Understanding and managing emotions – both one's own and others' – is a building block of influence. HR people with high emotional intelligence can navigate complex interpersonal dynamics, diffuse conflicts, and create positive environments that foster cooperation. This skill enables HR to read situations accurately, adapt their approach, and build the trust necessary for effective influence.
7. Persistence and Adaptability: Influencing without authority often requires sustained effort and the ability to adapt to changing circumstances. HR must be persistent in pursuing objectives, resilient in the face of setbacks, and flexible in the approaches. This involves continuously seeking feedback, learning from experiences, and refining strategies to overcome obstacles and achieve desired outcomes.

5 Key Challenges HR of Influence without Authority

Of course, it would be much easier to have formal authority and make change happen that way rather than having to build influencing skills and work for more it. But, in many organizations HR does not have the authority or resources, and they still have to rely on influence. And influencing is not without obstacles.

1. Perception of HR as Non-Strategic: Many organizations still view HR primarily as an administrative function rather than a strategic partner. This perception can limit HR's ability to influence key business decisions and initiatives. HR must work to change this mindset by consistently demonstrating their understanding of business objectives and their ability to contribute to organizational success through people-focused strategies.
2. Competing Priorities: HR often needs to balance the interests of employees, management, and the organization as a whole. This can create conflicts and make it challenging to build consensus around initiatives. HR must develop the skill to navigate these competing priorities, finding solutions that address multiple stakeholder needs while aligning with overall business goals.
3. Resistance to Change: People and organizations naturally resist change, which can make it difficult for HR to implement new policies, processes, or cultural shifts. Overcoming this resistance requires a deep understanding of organizational dynamics, effective communication strategies, and the ability to build coalitions of support across different departments and levels of the organization.
4. Limited Resources: HR departments often operate with constrained budgets and limited staff, which can hinder their ability to implement large-scale initiatives or provide comprehensive support to all areas of the organization. This scarcity of resources challenges HR to be creative, prioritize effectively, and demonstrate the ROI of their initiatives to secure necessary support and funding.
5. Data and Analytics Proficiency: As organizations increase their reliance on data for decision-making, HR has to be proficient at using data and analytics to support their recommendations and demonstrate the impact of their initiatives. Many HR professionals struggle with this technical aspect, which can limit their ability to influence decision-makers who expect data-backed proposals. Developing these skills helps HR maintain credibility and influence in the modern workplace.

8 Strategies for HR to Build Influence

Everyone can build influencing skills. But this requires discipline, sustained effort and energy. Here are to increase to start building the skills necessary to influence without authority:

1. Develop Business Acumen: To be seen as a strategic partner, HR professionals must understand the business inside and out, and up and down. This means a complete understanding of the financial statements, market trends, and competitive challenges. Speaking the language of business and connecting HR initiatives to business outcomes positions HR to influence key decisions and gain support for your proposals.
2. Build a Network of Allies: Build relationships across all levels and departments of the organization. Engage in informal conversations, attend cross-functional meetings, and seek opportunities to collaborate on projects outside of HR. These connections can provide valuable insights, support for your initiatives, and opportunities to exercise influence beyond your immediate sphere of control.
3. Lead with Data: Use data analytics to support arguments and demonstrate the value of HR initiatives. This could involve conducting employee surveys, analyzing turnover rates, or measuring the impact of training programs on productivity. Also, connect the dots between people and business data and provide a comprehensive analysis that combines data from various sources. Presenting well-researched, data-informed proposals makes it more likely to gain buy-in from decision-makers and skeptics alike.
4. Master the Art of Storytelling: While data is important, the ability to use that data into compelling narratives is equally fundamental. Use stories to illustrate the human impact of HR initiatives, make complex ideas more accessible, and create emotional connections with your audience. Effective storytelling can make your proposals more memorable and persuasive.
5. Be a Problem Solver: Position HR as a go-to resource for solving organizational challenges, even beyond the limited scope of HR. When you hear about issues in other departments, consider how HR can contribute to the solution. Offering help and delivering results build trust and credibility across the organization, increasing your influence in the process.
6. Develop and Showcase Expertise: Become the recognized expert in key areas of HR that are particularly relevant to your organization's needs. For this, HR has to connect the dots between organizational challenges and people-centered or people-driven solutions. Share your knowledge generously through presentations, internal newsletters, or informal mentoring to establish yourself as a valuable resource.
7. Practice Active Listening: Influence is not just about pushing HR’s own agenda. It's also about understanding the needs and perspectives of others. Practice active listening in your interactions, asking thoughtful questions and truly seeking to understand different viewpoints. This approach will help you build trust, gather valuable insights, and tailor your proposals to address the concerns of various stakeholders.
8. Build Coalitions: For major initiatives, identify and recruit influential allies from different parts of the organization. Collaborate with these individuals to refine your proposals and create a united front when presenting ideas to decision-makers. A diverse coalition can lend credibility to your initiatives and help overcome resistance from multiple angles.

6 Skills to Master Influence without Authority

Mastering these six skills will increase HR's ability to drive change and implement initiatives across the organization via the power influence:

1. Emotional Intelligence: The ability to recognize, understand, and manage one's own emotions, as well as those of others, is fundamental to influence without authority. This skill enables HR professionals to navigate complex interpersonal dynamics, build strong relationships, and respond appropriately to various situations. Developing emotional intelligence creates a positive work environment that fosters cooperation and mutual respect.
2. Strategic Thinking: Think strategically to connect HR initiatives to broader organizational goals. This skill involves analyzing complex situations, identifying long-term implications, and developing innovative solutions that align with the company's vision. Strategic thinking allows HR to position itself as a valuable partner in achieving business objectives.
3. Negotiation: Effective negotiation skills are essential for HR professionals who need to balance multiple stakeholder interests and use the power of the influence without losing credibility. This involves understanding different perspectives, finding common ground, and creating win-win solutions. Mastering negotiation techniques is an effective way to advocate for initiatives and resolve conflicts at work.
4. Persuasive Communication: The ability to articulate ideas clearly and persuasively is key to influencing others. This skill encompasses not only verbal and written communication but also non-verbal cues and active listening. HR professionals should be able to tailor their message to different audiences, use compelling arguments, and address concerns effectively.
5. Analytical Skills: The ability to use analytical skills to interpret data, identify trends, and make evidence-based recommendations. This includes proficiency in HR analytics tools, understanding of statistical concepts, and the ability to translate data insights into actionable strategies.
6. Adaptability: The business environment is constantly changing, and HR professionals must be able to adapt quickly to new situations and challenges. This skill involves being open to new ideas, learning from experiences, and adjusting strategies as needed. Adaptability allows HR to remain relevant and effective in influencing organizational change, even in uncertain times.

4 Areas HR Can Leverage to Influence for Organizational Impact

HR has unique opportunities to influence organizational outcomes by focusing on key areas that directly impact business performance:

1. Talent Management: HR can significantly influence organizational success through effective talent management strategies. This includes developing robust recruitment processes to attract top talent, creating engaging onboarding experiences, and implementing retention strategies that keep valuable employees, all while addressing the never-ending, complex challenges related to performance management. Aligning talent management with business objectives directly impacts the organization's ability to achieve its goals and gain recognition for its strategic contributions.
2. Organizational Culture: HR is the guiding beacon to shape organizational culture. Positively influencing cultural norms, values, and behaviors creates an environment that supports business objectives and improves employee engagement. This might involve developing and implementing culture initiatives, aligning HR practices with desired cultural attributes, and measuring and reporting on cultural indicators. A strong, positive culture can be a significant competitive advantage, and HR's influence in this area can have far-reaching impacts on organizational performance.
3. Leadership Development: HR can leverage its expertise in leadership development to influence the organization's future direction, including strategic workforce planning and the development of potential new leaders. Identifying talented employees, supporting those that are falling behind, creating comprehensive leadership development programs, and supporting succession planning ensures a strong leadership pipeline. This not only contributes to organizational stability and growth but also positions HR as a key player in shaping the company's future leadership.
4. Employee Experience and Engagement: HR can drive organizational performance by focusing on improving the overall employee experience and engagement. This involves creating programs and policies that enhance employee satisfaction, well-being, and productivity. ?Strategically focusing on a people-first culture and implementing effective engagement strategies, gathering and acting on employee feedback, and continuously improving the work environment impacts key business metrics such as productivity, innovation, and customer satisfaction. Demonstrating the link between employee experience and business outcomes can significantly enhance HR's influence within the organization.

3 Common Pitfalls to Avoid When Exercising Influence in HR

There are some potential pitfalls to be aware of and avoid when exercising influence:

1. Overreliance on Formal Authority: Even when HR has some level of formal authority, relying too heavily on it can be counterproductive. Attempting to force compliance through policy or position power often leads to resistance and damages relationships. Instead, HR should focus on building genuine influence through trust, expertise, and collaboration. This approach fosters willing cooperation and long-term support for initiatives.
2. Neglecting Stakeholder Perspectives: Failing to consider and address the diverse needs and concerns of various stakeholders is a significant pitfall. HR professionals must resist the temptation to push forward with initiatives without thoroughly understanding and incorporating different viewpoints. Taking the time to engage with stakeholders, understand their priorities, and address their concerns not only improves the quality of HR initiatives but also builds trust and increases the likelihood of successful implementation.
3. Inconsistency in Words and Actions: Credibility is a cornerstone of influence, and inconsistency between words and actions can quickly erode it. HR professionals must be mindful of aligning their behaviors with the values and principles they advocate. This includes following through on commitments, modeling the behaviors expected of others, and maintaining ethical standards even in challenging situations. Consistency builds trust and reinforces HR's influence across the organization.

Key Insights

• Given the place where HR finds itself in most organization, the power of influence without authority is a powerful capability to enable HR people to drive organizational change and implement initiatives even without formal positional power. This approach, while more complex than relying on formal authority, often leads to more sustainable and widely accepted changes within an organization.
• Core principles of influence without authority in HR include building credibility, fostering strong relationships, creating value, communicating effectively, building coalitions, leveraging emotional intelligence, and demonstrating persistence and adaptability. These principles form the foundation for HR's ability to effect positive change and gain support for people-focused initiatives that align with business objectives.
• HR faces several key challenges when exercising influence without authority, including the perception of HR as non-strategic, competing priorities among stakeholders, resistance to change, limited resources, and the need for data and analytics proficiency. Overcoming these challenges requires HR to consistently demonstrate strategic value, navigate complex organizational dynamics, and leverage data-driven insights to support their recommendations.
• It's fundamental to develop business acumen, build a network of allies, lead with data, master storytelling, position HR as a problem solver, showcase expertise, practice active listening, and build coalitions, in order to build influence. These strategies help HR establish credibility, gain support for their initiatives, and effectively navigate the complexities of organizational dynamics.
• HR can leverage its influence for significant organizational impact in key areas such as talent management, organizational culture, leadership development, and employee experience and engagement. Focusing on these areas directly contributes to business performance, shape the organization's future, and demonstrate the strategic value of people-focused initiatives. In addition, they position HR as a true strategic partner in achieving organizational success and reinforces its influence across all levels of the company.

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