Building Trust and Influence: Leading When You Don't Have the Title
Part 2 of the "Leading from Where You Are: Personal Leadership Development" Series
"How much is actually in my control? I see what needs to happen, I have ideas that could help, but I'm not the decision-maker. How do I build influence when I'm not in charge?"
This question came from a veteran transitioning to civilian leadership who was struggling to translate his military experience into a workplace where influence operates differently than authority. He had the skills and vision to lead, but not the positional power he was used to having.
If you're nodding along, you're experiencing one of the most crucial leadership challenges of our time: how to create positive change and build influence when you don't have formal authority. Whether you're an emerging leader, someone passed over for promotion, or a professional whose expertise exceeds your title, learning to lead from where you are is essential for career growth and organizational impact.
As someone who coaches LGBTQIA+, minority, women professionals, veterans, and individuals with disabilities, I see this challenge constantly—and I've learned that those who master influence without authority often become the most effective leaders when they do gain formal power.
The Unique Challenge for Marginalized Professionals
Let's acknowledge something important: building influence without formal authority is particularly complex when you're from an underrepresented group. You're navigating not just the absence of positional power, but also potential bias about your right to influence at all.
Common challenges include:
Having to prove credibility in ways that others don't
Walking the line between being assertive enough to influence and not being labeled as "pushy" or "aggressive"
Managing the politics of being visible enough to build influence without triggering backlash
Finding sponsors and allies who will amplify your voice when you're not in the room
Translating unique perspectives into language that resonates with decision-makers
For veterans, there's often the additional challenge of learning to influence through collaboration rather than command structure. For individuals with disabilities, it may involve navigating assumptions about capability while building credibility. For all marginalized professionals, there's the reality that your influence tactics may be scrutinized differently than those used by majority colleagues.
Redefining Influence: From Position to Purpose
The biggest shift I help clients make is moving from thinking influence requires formal authority to understanding that influence comes from consistent value creation and authentic relationship building.
True influence is built through:
Demonstrating competence in ways that matter to others
Building genuine relationships based on mutual respect and shared goals
Creating value for others that extends beyond your job description
Communicating effectively across different levels and departments
Showing up consistently with integrity and reliability
This reframe is particularly powerful for professionals who've been waiting for the "right title" to start leading.
The TRUST Framework for Building Influence
Here's the framework I use with clients who want to build sustainable influence without formal authority:
T - Track What Others Value
Before you can influence anyone, you need to understand what motivates them:
For your peers: What challenges are they facing? What would make their jobs easier?
For leadership: What metrics matter most? What keeps them up at night?
For other departments: What do they need from your area to succeed?
For external stakeholders: What outcomes are they trying to achieve?
R - Reliable Value Creation
Influence comes from consistently providing value others can count on:
Solve problems before they become crises
Share information that helps others make better decisions
Connect people who should know each other
Anticipate needs and proactively address them
Deliver on commitments every single time
U - Understanding Through Questions
Influential people are excellent listeners who ask thoughtful questions:
"What would need to change for this to work better?"
"How do you see this impacting [relevant area]?"
"What concerns do you have about this approach?"
"What would success look like from your perspective?"
"What additional information would be helpful?"
S - Strategic Visibility
Make your contributions visible without being self-promotional:
Document your impact and share it appropriately
Volunteer for visible projects that align with organizational priorities
Present solutions rather than just identifying problems
Participate actively in meetings and cross-functional teams
Share credit generously while ensuring your role is understood
T - Trust Through Transparency
Build trust by being consistently honest and transparent:
Admit when you don't know something and commit to finding out
Share both good and challenging news rather than filtering everything positive
Follow through on commitments and communicate proactively if circumstances change
Give honest feedback when asked, delivered with care and specificity
Maintain confidentiality when information is shared in trust
Building Influence Across Different Relationships
With Peers (Lateral Influence)
Focus on mutual benefit:
Identify how your success helps their success
Offer assistance with their priorities before asking for help with yours
Share resources, connections, and opportunities
Create informal collaboration that delivers results
Example approach: "I've been working on streamlining our client onboarding process, and I think it might help with the response time issues your team has been facing. Want to collaborate on this?"
With Leadership (Upward Influence)
Focus on organizational value:
Frame suggestions in terms of business impact
Come with solutions, not just problems
Use data and concrete examples when possible
Understand their perspective and constraints
Example approach: "I've identified a pattern in our client feedback that suggests an opportunity to improve retention. I have some ideas about how we could address this. Would you like me to put together a brief analysis?"
With Direct Reports or Team Members (Downward Influence)
Focus on development and empowerment:
Invest in others' growth and success
Delegate meaningfully, not just tasks you don't want to do
Provide feedback that helps people improve
Create opportunities for others to shine
Example approach: "I think this project would be a great opportunity for you to develop your presentation skills. I'd like you to take the lead on the stakeholder meeting, and I'll support you however you need."
With Other Departments (Cross-Functional Influence)
Focus on shared outcomes:
Learn about their goals and constraints
Identify overlap between your objectives and theirs
Position yourself as a collaborative partner
Find ways to make their lives easier
Example approach: "I know your team has been working hard to improve customer satisfaction scores. Our process improvements could support that goal. How can we align our efforts?"
Navigating Political Savvy Without Losing Authenticity
Many professionals, especially those from marginalized communities, struggle with the "political" aspects of building influence. The key is learning to be strategically savvy while staying true to your values.
Healthy Political Behavior:
Building genuine relationships across the organization
Understanding informal power structures and decision-making processes
Positioning your ideas in language that resonates with different audiences
Finding allies and sponsors who believe in your capabilities
Managing your reputation through consistent, ethical behavior
Unhealthy Political Behavior (Avoid These):
Manipulating or deceiving others for personal gain
Taking credit for others' work
Undermining colleagues to make yourself look better
Playing people against each other
Compromising your values for short-term advantage
Delegation and Development Without Authority
One of the most challenging aspects of leading without formal authority is getting work done through others who don't report to you. This requires a different approach than traditional delegation.
Strategies That Work:
1. Collaborative Goal Setting
"What would success look like for both of our teams?"
"How can we structure this so it works for everyone involved?"
"What support do you need to make this successful?"
2. Resource Sharing
"I have connections that might be helpful for your project"
"Let me share what I've learned from similar initiatives"
"I can help troubleshoot challenges you're facing"
3. Recognition and Credit
"This success belongs to the whole team, especially [specific contributors]"
"I want to make sure leadership knows about your excellent work on this"
"How can we showcase this accomplishment for everyone involved?"
Dealing with Resistance and Setbacks
Not everyone will be receptive to your influence attempts, and that's normal. Here's how to handle common challenges:
When Ideas Are Dismissed:
Ask clarifying questions about concerns
Seek to understand the underlying objections
Offer to pilot or test your approach on a small scale
Find data or examples that address specific worries
When You're Excluded from Decisions:
Focus on providing value in areas where you can contribute
Build relationships with people who are included
Document your expertise and make it visible
Ask directly for inclusion when appropriate
When Others Take Credit:
Continue focusing on value creation
Document your contributions appropriately
Build relationships with people who observe your work
Don't waste energy on things you can't control
Your Influence Growth Edge
If you're working on building influence without formal authority, here are three strategic questions:
What value am I creating for others that extends beyond my job description, and how can I make this more visible?
Who are the key stakeholders I need to influence, and what do I understand about what they value and need?
How can I use my unique perspective and background to provide insights or solutions that others might not see?
Remember: influence built through authentic relationship-building and consistent value creation is more sustainable than influence that depends solely on position.
Ready to Build Lasting Influence?
Developing influence without formal authority requires strategic thinking, authentic relationship building, and consistent value creation. It's especially challenging when you're navigating the additional complexities that come with being from an underrepresented group.
Through my practice, Hourglass Coaching, I work with mid-career professionals—particularly LGBTQIA+, minority, women, veterans, and individuals with disabilities—who want to build genuine influence that advances both their careers and their ability to create positive change. Together, we'll develop strategies for building trust, creating value, and navigating organizational dynamics authentically.
I'm offering a complimentary 30-minute coaching session to readers who want to strengthen their ability to lead and influence from where they are. This isn't a sales call—it's an opportunity to explore your specific influence challenges and develop approaches that align with your values and goals.
If you're ready to stop waiting for formal authority and start building the influence you need to create change, email me directly. Let's explore how to transform your expertise and perspective into lasting professional impact.
Previously in This Series:
Part 1: "Confidence vs. Arrogance: Navigating Success When You're Still Learning"
Coming Next in This Series:
Part 3: "Thriving in Chaos: Managing Overwhelm and Constant Change"
Part 4: "Communication That Connects: Stakeholder Management for Personal Leaders
