How can you appropriately take charge at work when no one else steps up? What’s the secret to leading effectively without a formal title?
Impact players identify issues that need attention and take the initiative to resolve them. In her book Impact Players, Liz Wiseman explains that stepping up to handle persistent workplace problems can significantly boost your professional impact and team effectiveness.
Continue reading to learn how to be a problem-solver at work by stepping up when no one else will.
Be a Problem-Solver at Work
According to Wiseman, one habit of impact players is assuming informal leadership roles when necessary: Impact players take charge of issues that no one else handles and then step back once they’re resolved. In her book, she discusses how to be a problem-solver at work by stepping up when no one else does.
(Shortform note: Before taking charge of issues, make sure that you have the bandwidth to handle them. In The Success Principles, Jack Canfield argues that it’s better to be selective about the commitments you take on and to know when to say “no,” rather than committing to tasks you can’t deliver on. Failing to deliver on your commitments can cause you to lose the trust and respect of others. If you’re unable to do something you’ve agreed to handle, tell the other person as soon as possible.)
Wiseman writes that many workplaces have persistent minor problems that everyone complains about but no one addresses. These problems often go unresolved because they’re seen as irritating but not urgent enough to devote effort to. Wiseman argues that although these problems are easy to disregard, they disrupt the productivity and effectiveness of your team over time. For example, disorganized documents can cost your team valuable time looking for and accessing information.
(Shortform note: People often hesitate to take charge of unowned issues because of the bystander effect: Each person in a group thinks someone else will solve a problem, so no one does anything. This happens for mainly two reasons: First, when other people are also experiencing the issue, people feel less personally responsible for handling it. Second, people naturally look at what others are doing to decide how they themselves should act, so when everyone is ignoring the issue, they reason that it’s best to do the same.)
To boost your impact, says Wiseman, look for situations where leadership is absent and where you can step in and make a positive difference. Once you identify an unresolved issue, gather a team to resolve it. This means you’ll lead a team but without a formal title. To do this effectively, Wiseman recommends you take the following actions.
1) Ask for your coworkers’ support. Clearly state the problem so that everyone’s on the same page, express your goal, and explain how achieving it will help everyone. Work on building trust and good relationships with your coworkers so they’ll be likely to support you when needed.
2) Adopt good leadership traits. Look at the values of your boss or organization and strive to incorporate them so people will respect and follow you.
3) Respect people’s time and effort. When you enlist people’s help, make sure you use it wisely. People will be more enthusiastic to join you if they trust that you won’t waste their time and energy.
4) Share the credit. Once your team has solved the problem, step down and encourage others to take the lead when needed. This approach will boost everyone’s confidence, encourage more people to take initiative, and enhance your impact and the team’s ongoing success.
| Additional Tips for Leading Without Formal Authority Leading without a formal title can be a daunting task. Other experts provide additional tips for gaining respect and helping others feel comfortable working under your leadership. 1) Define the goal with the team. Wiseman recommends clearly expressing your goal, but other experts suggest you get the entire team involved in defining the goal. This way, people feel more committed to and responsible for it. Also, let team members choose what they work on so they can take on tasks most suited to their skills. 2) Be mindful of your body language. As the leader, you’re responsible for setting the group environment. So, in addition to practicing good leadership traits, make sure your body language gives off positive, welcoming cues so team members feel comfortable contributing. 3) Recognize others’ value and expertise. Wiseman recommends respecting people’s time and effort, but she doesn’t elaborate on how to do so. Instead of positioning yourself as an all-knowing leader, ask others to share their expertise. 4) Get feedback. Once the project’s complete, ask for feedback on people’s experiences with the project and your management style. This will help you know not only how to lead better next time but also how to support others when it’s their turn to lead. |
