How to Build Influence Without Authority

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

As a consultant, I never have authority, yet I'm still responsible for creating change. That’s why I’ve learned to lead without it. Most advice on “leading without authority” is fluff: vague calls to ‘inspire’ or ‘build trust’. Here’s the 4-question framework I use to help product ops teams influence without authority and actually make change happen. These questions have helped others make real change and chances are, they’ll work for you too. In product ops, we get things done through influence. We guide others to change how they work—without demanding. We cajole, nudge, and pull favors to get results. These 4 coaching questions help people truly grasp how to lead without authority: 1. Who do you need to influence to achieve your goal? 2. What techniques can you use to influence them? (Consider their communication style, interests, and concerns) 3. Who can help you convince them of your goal? 4. How do you convince your influencer? Leading without authority means strategically influencing change in your organization. One client used these to get the go-ahead for a pilot program that massively raised her visibility on the executive team. What’s worked (or not) for you when leading without authority in product ops?

You don't need more authority.  You need relational influence. The meeting was packed with executives two levels above me. I was the newest person on the team at Microsoft, tasked with presenting a strategy that would affect our entire partner ecosystem. No fancy title.  No formal authority. Just conviction, preparation, and relationships I'd quietly built over the previous months. When I finished speaking, the SVP who had initially been the biggest skeptic leaned forward. "This approach makes sense. Let's move forward." Later, a colleague asked how I'd managed to get buy-in from someone known for shooting down new ideas. The truth? I'd spent six weeks on a "drip campaign of influence" before that meeting: ⇾ Coffee with her direct reports to understand their challenges ⇾ Listening sessions with stakeholders most affected ⇾ Thoughtful emails with relevant insights I wasn't trying to win an argument.  I was building a foundation of trust. The most impactful leaders I know don't rely on their title to drive change. They invest in connection currency long before they need to cash it in. Authority can mandate compliance. Only influence can inspire commitment. Where in your work are you trying to use authority when what you really need is influence? #Leadership #InfluenceSkills #RelationalLeadership

"How do I get cross-functional teams to actually prioritize my work when I don’t manage them?" — a question I get from almost every HR and People leader I work with 👇 Here’s what I tell them: There’s no magic script or power move. It comes down to this: 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞. Influence without authority = empathy + strategy. If you know a team lead values transparency and is gunning for a promotion, don’t just drop a request into their inbox. Be transparent about what you’re working on, why it matters, and how it aligns with 𝑡ℎ𝑒𝑖𝑟 𝑔𝑜𝑎𝑙𝑠. Make it easy for them to say yes, because saying yes also helps them win. This isn’t manipulation. It’s being a thoughtful partner. The people who get things done across the org aren’t always the ones with the biggest title. They’re the ones who: ✔️ Pay attention to what others care about ✔️ Frame requests in ways that resonate ✔️ Build trust over time Influence is a skill and HR leaders need it more than ever. What’s your favorite tip for getting buy-in without formal authority? _____________________________ If we haven’t met, I’m Faye 👋🏽. I help high-growth companies build better teams, implement performance systems, and align leadership to get sh*t done.