In a startup or growth-stage company, innovation, rapid expansion, and evolving teams are the norm. These companies like to use the metaphor of a rocket ship hurtling through space—exciting, unpredictable, and most importantly on the way up. What’s mentioned far less is the turbulence, unpredictability, and the potential at any minute for a catastrophic explosion. But I digress. When teams are small and hierarchy is minimal, leading without formal authority becomes both an art and a craft, and those who master it can shape the trajectory of the entire organization.
Startups are notorious for having flat structures. People are asked, and expected, to influence others and outcomes without any kind of formal authority or management oversight. This is an area where extroverts tend to shine. Unfortunately it can be a difficult area to navigate for the more introverted among us, as well as those who came up through less privileged circumstances where socio-economic status, skin color, religion, disability, or anything else may have taught them that it’s better and easier to be quiet and just get along. And no, this isn’t going to be a DEI post, but it’s important to be aware of how intertwined our backgrounds and lived experiences are with just about every topic when it comes to navigating a career.
Back to the topic at hand. No matter how easy or difficult we may find the concept of leading without authority, it’s a hugely important skill in growing your visibility and your opportunities. And as much as some people seem to come by it naturally, there are some tactics you can stick in your toolbelt that might help you grow your own skills and become a master at the craft.
Embrace the Culture of Ownership: In a growth-stage startup, “ownership” is usually one of the first words out of a founder’s mouth when talking about the perfect employee. No matter your title or seniority, take ownership of your work and encourage others to do the same. This means taking pride in what you’re doing. Double-check your numbers; proofread your writing; test your links; or whatever the equivalent is in your specific work. Make it so whoever you’re handing your deliverables to has almost nothing to do before taking the next step. Make your managers and colleagues feel safe having you on the project.
Build Strong Relationships: Leadership is fundamentally about people. Take the time to build authentic relationships with the people you work with. Understand their strengths, challenges, and aspirations, and get to know them as human beings beyond the work. This doesn’t mean being at every happy hour or becoming everyone’s best friend. It means being purposeful in acknowledging that people are more than the sum of their work product. When people trust you, they’re more likely to follow your lead, regardless of your formal authority (or lack thereof).
Communicate with Impact: Make effective communication your superpower. Clearly articulate your ideas, share your vision, and be an active listener. If you’re someone who struggles with written communication, give yourself a bit of extra time to craft the right email; ask someone you trust for a quick once-over; run it through ChatGPT for feedback, whatever works for you. If you get nervous when speaking with people in power or in a room full of people, write down your points – in an outline or a full-fledged script – and practice what you’re going to say out loud until you have it down cold. Give yourself every opportunity to succeed, because when your communication is compelling, it inspires confidence and makes people want to hear what you have to say.
Demonstrate Expertise: This is probably the easiest item on the list, because you’re probably doing it already. Become an expert in your domain, stay updated on industry trends, and contribute valuable insights. It’s better to be a specialist who’s always right than a generalist who’s hit-or-miss. Be the person whose insights can be taken to the bank. When you demonstrate this kind of expertise, others will naturally look to you for guidance.
Foster Collaboration: Break down silos and foster a collaborative environment. Act as a bridge between different departments or teams, facilitating communication and creating a sense of unity. This can be as simple as saying “Have we checked with Katie? She might have some valuable thoughts on this.” Extending this kind of courtesy to others will encourage them to respond in kind. And don’t you want to be the person people never forget to ask for input?
Be Adaptable: Growth is synonymous with change. Stay flexible and adaptable in the face of evolving circumstances. Your project got canceled? Don’t pout and complain – instead, look for how you can add value to other projects. Those who can pivot swiftly and embrace change become invaluable leaders in a company navigating the complexities of growth.
Solve Problems Proactively: Leadership is often about problem-solving. Anticipate challenges, address them proactively, and encourage your team to adopt a solution-oriented mindset. If you’re the kind of person who reads posts like this one, then you’ve definitely heard the advice “don’t come with problems; come with solutions.” That advice is gold. When you can offer ideas about how to move things forward, do it. When you’re legitimately stuck, ask someone you trust for advice. You don’t have to do it all yourself, but being the catalyst for solutions will serve you well and will enhance your influence across your team and the company.
Seek Feedback: Leadership is a journey of continuous improvement. Seek feedback from your peers, team members, and supervisors. All feedback is good feedback. Take the positive and use it to reinforce what you’re doing well. Take the constructive and use it to improve in areas that will help you grow. Ask specific questions like “How do you feel I did at communicating my points in that meeting? Do you have any suggestions on how I can improve next time?” Embrace both praise and criticism and use them as tools for refining your leadership approach.
Celebrate Successes: Know how to spot the captain of a sports team? It’s the one cheering on their teammates; slapping backs; saying “great job!” and generally being a cheerleader for those around them. Know how much actual authority most sports team captains have? Not much. Be a captain. Acknowledge and celebrate individual achievements and team successes – especially when you feel like something or someone isn’t getting as much public recognition as they should. A quiet (or public – know your audience) acknowledgement of a job well done can go an incredibly long way in building culture and in solidifying you as a champion of your teammates and their successes. Never underestimate your ability to make someone’s day, and to bolster your leadership habits, with a congratulatory word.
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In a growth-stage company, leadership can be nebulous. Titles may define roles, but leadership is about influence, impact, and inspiring others to reach new heights. Whether you’re a seasoned executive or an entry-level hire, leading without authority isn’t just a challenge—it’s an opportunity to shape your career, and your company’s future. Embrace it with passion, purpose, and a commitment to learning, and you’re off to a great start.
HR Dave 