Authority is an interesting thing. Many people assume that in order to have authority within an organisation, you must have some kind of superior position. That assumption isn’t always correct.
Some time ago, I read the book “The Leader Who Had No Title”. The fact that it’s an interesting book aside, the title alone got me thinking about authority. Who has it, and who should? It’s easy to think that managerial roles are the only source of authority.
While it’s true that people in those positions often hold the formal reigns, to believe that they are the sole source is preposterous. Consider the front line staff who, through consistent display of ability and knowledge, have built up a loyal band of followers. Those staff who, despite their position, set the tone and direction. Every workplace has them, but it takes an excellent manager to open their eyes and recognise them.
The truth is, that’s what we call authentic leadership. It carries with it a level of authority all of its own. And authentic leadership always wins out over formal authority, no exceptions. Staff might pay lip service to formal authority, but those authentic leaders always set the tone.
So, is there a problem? Only if you let it become a problem. You see, authentic leaders should be harnessed and used to drive your business. Why would you squander that talent?