Rethinking Leadership
Leadership is one of the most discussed concepts in the professional world. Countless definitions exist, each shaped by individual experiences and perspectives. An enormous number of training programs and workshops are conducted across the globe to teach and develop leadership skills. However, a common misconception persists: that leadership is tied to a title or position. This narrow view often prevents individuals from recognizing their ability to lead from wherever they are.
As Brian Tracy puts it, ”Become the kind of leader that people would follow voluntarily, even if you had no title or position.” Simon Sinek echoes this idea: ”Leadership is not a rank or title. It is a choice—to provide care.” Robin Sharma adds, “Leadership is not about your title, it’s about your behavior.” Even Mark Zuckerberg once remarked, “You don’t need a title to be a leader.”
This article is a call to rethink leadership. It is a message for aspiring professionals, early-career individuals, and even seasoned experts who may not hold formal authority but still want to make a difference. We will explore how real influence is built through mindset, action, and trust.
You will learn:
- Why leadership has little to do with hierarchy
- How to influence without authority
- The common traps to avoid
- And most importantly, how to evolve into the kind of leader others naturally want to follow
This is drawn from decades of leadership research, field experience, and first-hand interactions across global organizations. Let’s begin this journey—not from the top, but from where you stand today.
Why Titles Don’t Equal Leadership
As I mentioned earlier, there are countless definitions of leadership, and I appreciate and reference many of them. For today’s discussion, I would like to highlight McKinsey’s definition: “Leadership is a set of mindsets and behaviors that align people in a collective direction, enables them to work together and accomplish shared goals, and helps them adjust to changing environments.”
This definition captures the core of leadership in a simplified yet comprehensive manner. From it, we can clearly infer that leadership is about what you do, not what you are. It is your consistent actions that demonstrate commitment and build trust—not your title, position, or formal authority.
True leadership is about aligning and collaborating with others to achieve shared goals—whether at the department, function, business, or organizational level. This mindset, behavior, and commitment can be exhibited at any level, regardless of job title. In this sense, authority is not a prerequisite, but often a consequence of earned influence.
I have witnessed this form of leadership many times throughout my two decades in business and social environments. One instance stands out clearly: a customer service representative in one of my previous global MNCs regularly took the initiative to connect with our sales and business development teams.
She would proactively coordinate our monthly business planning discussions and motivate everyone to finalize orders before the 20th of each month. This not only helped smooth the order processing system but also ensured we avoided last-minute surprises, ultimately helping us meet monthly targets and stay aligned with quarterly and annual goals.
Her behavior was a clear demonstration of leadership, without a formal title. I acknowledged her efforts and offered coaching support to help her build on this potential.
Research consistently affirms that effective leadership is rooted in connection: rallying people around a shared vision, tapping into collective strengths, and delivering on commitments. At its heart, trust is built through credibility, and credibility stems from consistently delivering on commitments, which is sustained by regular follow-through. Leadership doesn’t thrive in isolation—it is forged in collaboration.
McKinsey defines leadership as a set of mindsets and behaviors that align people toward shared goals. (See: What is Leadership.)
The Foundations of Title-Free Leadership
Title-free leadership is, at its core, self-leadership.
Charles C. Manz, a prominent American scholar and thought leader in the field of organizational behavior and leadership, developed the concept of self-leadership—the practice of intentionally influencing your own thoughts, emotions, and behaviors to achieve personal and professional goals, regardless of formal authority.
Practicing Self-Leadership
Self-leadership involves taking full responsibility for your actions, regulating your emotions under pressure, and continuously improving through a growth mindset. Self-leaders do not wait to be told what to do—they act with initiative, clarity, and purpose.
A critical point I want to briefly emphasize here is the importance of a growth mindset. Individuals with a growth mindset believe that abilities and talents can be developed over time through continuous learning, effort, and practice. They view challenges and setbacks as opportunities to learn and grow, rather than threats to their self-worth.
In contrast, those with a fixed mindset tend to believe that talent and intelligence are innate and unchangeable. This perspective can limit both personal development and leadership potential.
For anyone aspiring to lead—especially without formal authority—cultivating a growth mindset is essential. It shapes how we approach problems, respond to challenges, and foster a culture of learning and growth within organizations.
Developing soft power and self-mastery are essential elements of self-leadership, explored further in Master Your Hip-Pocket Skill
Building Credibility Through Consistent Action
The true honor of leadership is deeply rooted in doing great work consistently. This may sound simple, but in practice, it requires immense self-discipline and inner strength, especially when you are leading without a formal title. The absence of positional authority means you must rely solely on your performance, perseverance, and values.
During my time in an area leadership role, I once met a divisional head in a previous organization for an informal conversation—an exchange that became a valuable learning experience in my journey to becoming a practical leader. He shared something that stuck with me:
“You have to keep doing your good work. There will be times when it feels like no one is listening, your work isn’t visibly impacting results, or others are receiving more recognition and benefits than you. These moments will test you. But that’s when consistency matters the most. Look at your big vision—let it guide you.”
That advice helped me immensely. It reminded me that credibility—the greatest ornament of leadership—is built not in bursts of brilliance, but through consistent, committed effort over time.
That’s how credibility is built—through consistent actions over time. (See: Habits Build Success.)
Influencing Through Relationship and Empathy
Equally essential to leadership is the ability to build meaningful relationships across functions, roles, backgrounds, beliefs, and cultures. Leadership is not about managing tasks; it’s about working with people. And people are your most valuable asset.
To influence without authority, you must lead with trust and empathy. Practice seeing problems from others’ perspectives. Listen deeply. Empathize genuinely. When people feel understood and respected, they don’t just cooperate—they become your advocates.
Without empathy and trust, leadership can quickly devolve into mere authority and command—often leading to disconnection, resistance, and long-term damage to team morale.
Key Practices to Build Influence Without Authority
So by now, you have understood leadership, and it can be exercised by you at any level you are. Now, the natural question coming to your mind is how to practice that. And how can you integrate leadership into your daily work and present role?
Own the Mission, Not the Title
One of the most effective ways to elevate your impact—regardless of your job title—is to connect your work to a larger mission. When you align your daily actions with the broader goals of your organization and your personal purpose, your strategies naturally become more intentional, and your contributions more meaningful. This shift in perspective moves you from doing tasks to driving outcomes—and that is where real leadership begins.
I once experienced this firsthand during an important customer visit in Mumbai. While sitting with my team over coffee in the cafeteria, I asked them a simple question:
“What do you think we are here for?”
Each person responded with technical answers—fixing the dishwasher machine, resolving operational issues, and troubleshooting equipment. All accurate, but all tactical. I saw an opportunity to reframe their thinking.
I pointed around the room and said, “Look at the employees at those tables—relaxed, smiling, enjoying their meals. We are part of what makes that possible. Our solutions keep their plates, tables, and environment clean and safe. We help protect people and promote hygiene through science-backed processes and world-class products. That is not just a task—and it is the mission of our company.”
The energy shift was immediate. The team’s morale soared, and from that point onward, I noticed a transformation in how they approached their work—with ownership, pride, and purpose. They no longer saw themselves as just service technicians—they saw themselves as mission carriers.
That’s what it means to own the mission, not the title.
Stay Curious, Ask Better Questions
One of the most powerful ways to learn, grow, and lead is by staying curious—especially through asking thoughtful questions. Great professionals do not pretend to know everything; they remain open, curious, and willing to ask better questions that help uncover insights, connect with others, and sharpen their thinking.
The ability to ask better questions is a skill—one that must be practiced intentionally. As the saying goes, “If you ask, you find a teacher.” Your questions should be direct, concise, and open-ended—not designed to impress, but to invite dialogue and collaborative problem-solving.
Yet many people hesitate to ask. They worry it might make them appear uninformed, junior, or uncertain. But in reality, asking questions signals curiosity, humility, and a growth mindset—qualities essential to leadership.
When you lead with curiosity and ask well, you learn more. You also create an environment of trust, where others feel heard and valued. This not only deepens your own understanding but also helps you build influence by facilitating learning and engagement across your team or organization.
The world’s most successful professionals and leaders—from scientists to CEOs—are relentless questioners. They do not dominate conversations with answers. They guide them with curiosity, questions, and deep listening.
Build Credibility by Doing
It is often said that actions speak louder than words, and in leadership without a title, this becomes even more true. People do not follow a job title; they follow behavior. In the real world, influence is earned through action, not instruction.
Those who lead without authority must first serve through impact. Whether you are solving problems, supporting your team, or stepping in during a crisis, your credibility is built by doing—not just saying. Advice, when not backed by action, often gets dismissed—especially if it comes from someone without formal authority.
Approach problems with a mindset to help. Fix what you can. Step in when others hesitate. When you consistently solve real issues, people begin to respect you. They start listening—not because you are louder, but because you have proven you care enough to act first.
I remember a manager in one of the companies I worked with, known as a tough negotiator. He voluntarily offered to join crucial sales meetings across different business verticals. His skill, insights, and willingness to support contributed substantially many times to our businesses. He did not wait to be asked; he stepped in and served. Over time, he earned deep respect from his peers and was recognized by senior leadership, not just for his skill, but for his action-oriented mindset. That is what eventually made him a leader with a title—not because he demanded it, but because he embodied it.
In environments where titles do not carry weight, actions command attention. Your peers, colleagues, and even managers will start to see you as someone who gets things done—someone who can be trusted, followed, and eventually, consulted.
Managing your time well is often the quietest but most visible sign of leadership. (See: Time Management: Unlocking Success & Well Being
Bring Solutions, Not Just Problems
One of the fastest ways to earn influence without authority is to become known as a solution-oriented thinker. When you are not in a formal leadership role, complaints can easily be misinterpreted as negativity. But when you pair observations with practical solutions, people begin to see you as someone who adds value, not noise.
This does not mean you have to fix everything yourself. It means bringing constructive thinking into every challenge. Instead of saying, “This won’t work,” say, “Here’s what I think we can try.” Shift from identifying what is broken to offering ideas that move things forward.
People who consistently show up with solutions earn trust. They are seen as dependable, thoughtful, and engaged, especially in complex environments where problems are common and easy to point out, but harder to solve.
Influence grows when you reduce friction, not when you spotlight it.
Even if your suggestion is not implemented, your mindset will stand out. Leaders—formal or informal—create pathways. Complaining closes doors. Striving for solutions opens them.
Mentor Sideways to Multiply Your Impact
When people think of mentorship, they often imagine guiding juniors or seeking advice from senior leaders. But true influence is built not just by reaching upward or downward—it grows most powerfully when you mentor across.
Peer mentorship is one of the most undervalued tools in title-free leadership. Supporting colleagues at your own level—across functions, roles, or geographies—helps you build credibility, trust, and informal authority. It demonstrates that you’re invested in collective success, not just individual performance.
Mentoring across does not require a formal relationship. It could be as simple as sharing knowledge, offering feedback, listening during a tough project, or guiding someone through a challenge you have already navigated. When people know they can count on you—not because of your title, but because of your mindset—they begin to seek your input voluntarily.
I have seen this countless times in teams where cross-functional respect quietly turns into influence. You become someone people turn to for clarity, direction, or encouragement—even when no one assigned you that role.
Leadership is not defined by hierarchy—it is defined by how many people grow because of you.
When you mentor sideways, you expand your reach and multiply your impact.
Common Pitfalls To Avoid
Even with the right mindset and actions, title-free leadership can easily go off track if you are not careful. Here are a few common mistakes that can quietly undermine your credibility and influence—avoid them to lead more effectively.
Mimicking formal leaders instead of being authentic
It is tempting to imitate those in leadership roles, assuming their style is the path to influence. But forced behavior often comes across as insincere. Real influence stems from your unique strengths, values, and actions. Authenticity builds trust.
Confusing popularity with respect
Being well-liked can feel rewarding, but it does not always equate to leadership. True respect is earned by showing reliability, integrity, and delivering results over time—not just by being agreeable or visible.
Overstepping boundaries
Leading without a title requires nuance. Taking initiative is essential, but stepping into others’ responsibilities without trust or invitation can create resistance. Respect roles, stay humble, and influence through collaboration, not control.
Wherever You Stand, Leadership Begins
Leadership is not defined by a title or position—it is defined by how you think, act, and influence those around you. True leadership is a verb, not a label. It shows up in how you solve problems, build trust, empower others, and stay consistent in the face of challenges.
You do not have to wait for permission to lead. Every workplace, team, and community needs people who show initiative, act with integrity, and uplift those around them. That power is already within you.
Leaders like Indra Nooyi and Satya Nadella began as individual contributors but earned influence through vision, empathy, and consistent performance, long before they held top positions. Their journeys show that leadership is built, not bestowed.
Whether you are early in your career or deep into it, leading without a title is not only possible—it is often the most authentic form of leadership.
Wherever you stand, leadership begins.
