Leading Without Authority: When You're Suddenly 'The One' in Charge

Part 1 of the "Leadership in Transition" Series

"Can you just handle this until we figure it out?"

If you're reading this, chances are you've heard some version of those words. Maybe it was when your supervisor retired unexpectedly, or when budget cuts eliminated your manager's position, or when organizational restructuring left you as the senior person on a team that desperately needs leadership—but without the official title or authority that usually comes with it.

As a coach working primarily with LGBTQIA+, minority, and women professionals in the public sector, I see this scenario constantly. And here's what I've learned: this "interim" moment isn't just a professional challenge—it's often a defining leadership opportunity that reveals who you really are and what you're capable of becoming.

The Hidden Challenge for Marginalized Leaders

Let's be honest about something that often goes unsaid: when you're a woman, a person of color, or part of the LGBTQIA+ community, leading without authority carries additional weight. You're not just managing the transition—you're also managing perceptions, biases, and the reality that your leadership may be questioned in ways that wouldn't happen to others.

I've coached brilliant professionals who suddenly found themselves thinking, "Who am I to step into this role?" or "What if they don't respect me?" These thoughts aren't weakness—they're the result of navigating systems that haven't always made space for leaders who look like you.

But here's what I've watched time and again: this challenging position often creates the most authentic, resilient, and effective leaders. When you learn to lead without the safety net of formal authority, you develop skills that serve you for life.

From Team Member to Team Leader: The Mindset Shift

The transition from being "one of the team" to being responsible for the team's success requires a fundamental shift in how you see yourself and your role. Here's the framework I use with clients navigating this transition:

1. Redefine Your Authority

Authority doesn't come from a title—it comes from competence, care, and consistency. Ask yourself:

• What expertise do I bring that the team needs right now?

• How can I demonstrate reliability in small ways before tackling bigger challenges?

• What does this team need that only I can provide given my unique perspective and experience?

2. Acknowledge the Relationship Reset

Your relationships with former peers will change, and that's okay. This doesn't mean becoming distant or authoritarian. Instead:

• Have honest conversations about the new dynamic

• Set clear expectations about decision-making processes

• Create space for feedback about how the transition is working

3. Lead with Service, Not Control

When you don't have formal authority, your power comes from how well you serve your team's success. Focus on:

• Removing obstacles that prevent your team from doing their best work

• Advocating upward for resources and recognition your team needs

• Creating clarity when everything else feels uncertain

The "Prove It" Pressure: Maintaining Quality Without Burning Out

One of the biggest challenges I hear from clients in this position is the pressure to prove they can handle everything—often while being told this is "just temporary." This creates a dangerous cycle where you try to do your old job plus the leadership responsibilities, leading to burnout and resentment.

Here's how to break that cycle:

Set Boundaries Early

• Clearly define what you can and cannot take on

• Document what you're doing so your contributions are visible

• Ask for specific resources or support you need to be successful

Focus on Systems, Not Just Tasks

Instead of just picking up extra work, focus on creating systems that will serve the team regardless of who's in charge:

• Document processes that exist only in someone's head

• Identify training needs and advocate for development opportunities

• Create communication rhythms that keep everyone informed and engaged

Measure What Matters

Track metrics that demonstrate your leadership impact:

• Team morale and engagement

• Quality of work output

• Client or stakeholder satisfaction

• Process improvements you've implemented

Building Buy-In Without Formal Power

Getting team buy-in when you don't have formal authority requires a different approach than traditional top-down leadership. Here's what works:

1. Lead with Curiosity, Not Assumptions

• Ask your team what they need to be successful

• Listen to their concerns about the transition

• Involve them in problem-solving rather than just announcing solutions

2. Make Your Decision-Making Process Transparent

• Explain how you're making decisions

• Share what information you have (and what you don't)

• Invite input while being clear about what you can and cannot change

3. Create Quick Wins Together

• Identify small improvements you can make immediately

• Celebrate team successes publicly

• Give credit generously and take responsibility when things don't go as planned

Reframing the Narrative: From "I'm Not in Charge" to "I'm Creating Impact"

The most powerful shift I see in my coaching work happens when clients stop focusing on what they don't have (formal authority, complete information, unlimited resources) and start focusing on what they can create with what they do have.

This reframe is particularly important for women and marginalized professionals who may have internalized messages about needing permission to lead. You don't need permission to:

• Improve how your team communicates

• Solve problems that are within your sphere of influence

• Advocate for your team's needs

• Model the kind of leadership you want to see

Your Leadership Growth Edge

If you're in this position right now, here are three questions to guide your next steps:

1. What's one thing I can do this week to make my team's work easier or more effective?

2. How can I use my unique perspective and experience to bring something valuable to this leadership role?

3. What support do I need to be sustainable in this position, and how can I advocate for it?

Remember: this transition period isn't just about maintaining the status quo until "real" leadership arrives. It's an opportunity to show what inclusive, authentic leadership looks like and to develop skills that will serve you throughout your career.

Ready to Step Into Your Leadership Power?

Leading without formal authority is one of the most challenging and rewarding experiences you can have as a professional. But you don't have to figure it out alone.

Through my practice, Hourglass Coaching, I work with mid-career professionals—especially LGBTQIA+, minority, and women leaders—who find themselves in exactly this position. Together, we'll explore how to leverage your unique strengths, build authentic influence, and create the kind of impact that advances both your career and your team's success.

I'm offering a complimentary 30-minute coaching session to readers who are navigating this transition. This isn't a sales call—it's an opportunity to explore your specific leadership challenges and identify concrete steps you can take to show up powerfully in your current role.

If you're ready to transform this challenging moment into a defining leadership opportunity, email me directly. Let's explore how to turn "leading without authority" into your greatest professional development experience.

Coming Next in This Series:

• Part 2: "Feedback Without Power: Influencing Change When You're Not the Boss"

• Part 3: "Maintaining Excellence in Transition: Quality Control Without Getting Pigeonholed"

• Part 4: "Growing Through Plateaus: Finding Purpose When You're Holding the Fort"