I get this question almost weekly: “How can I hold someone accountable that doesn’t report to me?” Even if you can’t dictate compliance, you can get enthusiastic cooperation. Here’s eight ways you can – and why it’s better than mere compliance.
1) Stop wishing for control: If you think being someone’s manager will make things easier, think again. Take someone to lunch who manages people and ask them what it’s like to be able to tell people what to do. When they stop laughing, they’ll probably tell you it’s even harder in management.
2) Move beyond compliance: Sure, managers can get compliance, but effective managers bark orders as a last resort. Think back to the best manager you’ve had…it’s doubtful they were in your face much. Rather, they probably created an environment where you wanted to take action. That should be your goal.
3) Care: If all you know about the other party is what they can do for you, you’re missing the foundation of influence. We’re all human – and most of us give attention to those who show interest. Find out something they enjoy unrelated to work and ask about it. Demonstrate that you care – and mean it.
4) Offer to help: Almost every good team I know relies on influence over authority. Start by spending one extra hour a week helping out others with a deadline. Do it for awhile – and demonstrate that you’re a team player. People will help if you’ve helped them.
5) Set expectations: Just because you aren’t the manager doesn’t mean that you can’t make agreements. Approach people before it’s a crisis. Tell them what you need and what it will take. Be realistic on commitments (nobody likes a bait-and-switch). Ask how you can make it easier. Try to make it beneficial for them too.
6) Thank people in public: When someone takes time to help, thank them. Maybe mention it at the next staff meeting – or thank them in an email and copy their manager/team. Virtually nobody takes the time to do this genuinely, so people notice.
7) Be real: I’ve had times in my career when I’ve approached a colleague and said, “I need your help. It’s going to take time, will bore you to tears, will never help your career, and you’ll get absolutely nothing except my thanks. Interested?” They usually laugh, and we figure it out. People like honesty – and humor.
8) Swim with champions: Yeah, I know there’s that one troll that won’t help you even if you did all of the above. Engage them when you have to, but invest real time with people who also care and want to grow their careers too. You’ll raise each other up.
Bonus tip: Get dramatically better and your skills to influence with my FREE, 10-day audio course, 10 Ways to Empower the People You Lead. Just 10 minutes a day for 10 days will help you get the most immediate, practical actions to become a better leader.
Thanks Dave. These are great suggestions to keep in mind for future reference. As a nurse, I am often in situations where my ability to effectively communicate and delegate can sometimes mean life or death. Your practical tips on how to influence without authority reinforces the value of being relational and real with others on your team.
Suzie Farthing Thanks for the comment, Suzie. Indeed, I bet that your ability do this has a direct impact on the health and healing of the patient. That five extra minutes you spent today might mean better communication during a code blue, weeks later.
Which one do you plan to focus on in the near future?
I want to be more frequent and deliberate with offering a helpful hand to others. I have plenty of opportunities to do this as a nurse, but I want to surprise some folks with random acts of kindness. Dave Stachowiak
Suzie Farthing Cool! Let us know how it goes as you start! =)
Great article Dave! Could you kindky suggest some good books on influencing without authority?
Thanks Bhaanu – happy to help!
My number one recommendation would be How To Win Friends And Influence People by Dale Carnegie. There’s no better book for this topic.
Bonni and I also had several book recommendations that are coming on episode #156, which will air on Monday. Once it does, this will be the link:
https://coachingforleaders.com/podcast/156
Finally, for a full list of my reading recommendations for leaders, join here:
https://coachingforleaders.com/subscribe
Hope that helps!
Thank you Dave for the kind reply. I already subscribed to your website. Really Great content!
Could you also please suggest if there is any software encouraging managers / employees to practice Leadership in work life and support each other through collaboration? This could mean but not limited to situational Leadership, collaborative leadership.
Is there any Leadership development process that would be suitable to be implemented in software? I love Leadership concept and how it engages people, so strongly feel that I should develop a tool to help working people practice Leadership and realize the benefits from it.
Regards
Bhaanu
BhaanuFinland (at) gmail.com
Hi again Bhaanu,
Here’s one thing that I set up with my friends at Lift.do last year, that is somewhat related to your question:
https://www.lift.do/app/plans/391-become-a-more-respected-manager
For details on the above, check out episode 115 at this link:
https://coachingforleaders.com/115
Other than that and the links I sent you earlier this week on Twitter, I’m drawing a blank on anything else like this. Perhaps others here in the community might have suggestions?
Warmly,
Dave
No. 1, I was wishing for it before reading the post. after reading no. I remember some events and smiled.. I would like to try No.5 these two weeks.
Saad, you’re in good company. I think almost all of us have wished for #1 at one point or another (sometimes more than we’d like to admit).
Good for your for working on #5. Keep us in the loop on how it goes. Episode #117 of the podcast might also be helpful to you on expectation setting. Here’s the link:
https://coachingforleaders.com/podcast/delegate-work/
Hi Dave,
I listen to your podcasts regularly — in the latest one, the link to this article on influencing without authority was added. It was a very good read — I shared with my team as well. I found it particularly useful for anyone working in a cross-functional-teams. Thanks again!
Regards,
Ravi
Hey Ravi, that’s awesome. Thanks a ton for listening (and passing the article along). I’m really glad to hear it was helpful.
Which of the 8 way do you think will be most helpful to you?
Hi Dave,
You got the point, it’s a big test to hold someone accountable without authority. What i learnt is its a process and these 8 points have simplified the process.
I will certainly start with #2 but also keep eye on #8, where I spent much time before.
Glad to hear, Tushar — keep me in the loop on how it goes!
This was a great read! In my environment, we have 5 different team leaders co-managing a group of 45 individuals. Of course, they all “officially” report to one or the other, but when we all work various schedules, we all take responsibility for the success of the team. In my role, I don’t have any official direct reports, but I am in charge of maintaining the balance between the various groups, which often means I need something from one or more individuals at any given time. I think I’m going to practice #4 and offer to help with some of the basic tasks.
Awesome Rachel — let us know how it goes as you put #4 into action!