Influencing Without Authority – A New Understanding of Leadership An Interview with a Trainer from the Management Institut Dr. A. Kitzmann

What Does “Leading Without Disciplinary Authority” Actually Mean?

Interviewer: What do you mean by leadership without disciplinary authority?

Trainer: Lateral leadership means leading without formal hierarchical authority. This often occurs in projects, matrix structures, or in technical leadership roles. You don’t have the power to give direct orders – instead, you need to convince and engage your colleagues.

Interviewer: So it’s not about power, but about influence?

Trainer: Exactly. Influence here is based on communication, subject-matter expertise, and above all: relationship management. It’s about building strong connections and using them to lead the team. Key elements include self-leadership, goal setting, perspective-taking, and diplomatic skills. These abilities enable leadership without formal authority.

Key Success Factors of Lateral Leadership

• Clear, respectful communication

• Building trust and networks

• Influencing rather than commanding

• Creating commitment through relationships, not hierarchy

How Can I Lead Effectively Without Formal Authority?

Trainer: The core challenge in lateral leadership is the lack of formal position-based power. You need to build leadership through relationships. That means listening, moderating, and motivating, not commanding.

Interviewer: What’s especially important here?

Trainer: Personal credibility. If you build trust and demonstrate expertise, people will listen to and accept you. That’s how you gain influence without formal power.

Tips for Effective Lateral Leadership

• Clarify goals and expectations together

• Promote ownership and responsibility

• Moderate conflicts rather than dominate

• Be confident without being authoritarian

Three tips for managers

Interviewer: What specific advice would you give managers to avoid such mistakes?

Trainer: For me, three things are key:

1. Clarity beats control

Communicate goals, roles, and expectations to your team clearly. Trust your employees to take responsibility—control cannot provide real guidance.

2. Feedback is leadership

Seek regular dialogue with your team in a constructive, honest, and equal manner. Feedback not only provides direction, but also ensures security and recognition.

3. Leadership starts with you

Regularly reflect on how you come across to others. How do I influence my team? What do I need to lead confidently? Only those who question themselves can truly grow as leaders.

Avoiding leadership mistakes – with training and exchange

Those who are aware of common leadership mistakes and actively counteract them strengthen trust, motivation, and performance within the team. The first step is to take an honest look at yourself. In our seminars, we start at the very point where many managers reach their limits. We use practical role-playing and reflection phases to simulate realistic management situations. Direct exchange with other managers also provides valuable insights and new perspectives. The whole thing is complemented by concrete tools for communication, feedback culture, and self-management—everything a successful manager needs.