Walk into any workplace, and you will find a paradox. The majority of people aren’t leaders by title, yet they are the ones who make decisions that determine whether strategies succeed or stall. The frontline employee who notices a flaw before a product launch. The project coordinator who builds trust between siloed teams. The analyst who asks the one uncomfortable question that saves millions in risk.
These aren’t acts of leadership from the top; they are acts of followership from within. And yet, most organisational cultures reward “leaders” while overlooking the immense influence of those without authority. We celebrate the person at the head of the table, forgetting that the table only moves because of the energy around it. The question we rarely ask is this: what does it take to practice influence when your name isn’t on the door?
“True followership is not passive compliance. It is the art of influence without authority, the discipline of showing initiative, courage, and accountability, even when the org chart doesn’t put you in charge.”
Barbara Kellerman, a Harvard professor known for her work on leadership systems, reminds us that focusing solely on leaders creates a distorted picture of how organizations really function. She argues that leadership is not a solo act but a dynamic interplay between leaders, followers, and context. In the same way, James MacGregor Burns, the pioneer of transformational leadership, noted that genuine progress emerges when followers actively engage rather than passively receive direction.
The evidence is compelling. Organisations that cultivate active followership don’t just function more smoothly; they thrive. A 2023 Gallup workplace study found that employees who feel empowered to speak up, regardless of their level, are 43 percent more likely to describe their organisations as innovative and 37 percent more likely to report high job satisfaction. That kind of data reframes influence: it is not the monopoly of leaders but the shared responsibility of everyone in the system.
Yet here lies the tension. Influence without authority is messy. It means living in the grey zone where loyalty meets courage, where respect meets challenge. It requires a willingness to disagree without derailing, to commit without disappearing, and to serve without surrendering your voice. Many professionals know this space all too well: wanting to contribute yet fearing that speaking up might be seen as stepping out of place. True followership demands courage not only to act but also to risk.
So, how can followers practise influence without formal authority? It comes down to three deliberate disciplines that any professional can master.
The first is the discipline of voice. Silence may feel safe, but it is also the most dangerous posture in any workplace. Projects fail not because people didn’t know the risks, but because they chose not to say them aloud. The effective follower reframes dissent not as disloyalty but as dedication: “I want this to succeed, which is why I need to raise a concern.” Voice is not noise—it is a contribution to clarity and progress.
The second is the discipline of initiative. Influence does not wait for instruction. Too many followers hide behind the phrase, “Nobody told me.” But those who embrace true accountability flip that script: “Here’s what I noticed, here’s what I did, and here’s where I need input.” Initiative builds credibility, and credibility becomes the currency of influence. Those who consistently take ownership, even in small ways, often discover that their informal authority grows over time.
The third is the discipline of partnership. Too often, we imagine influence flowing upward—challenging leaders or supporting them. But influence flows sideways too. Real impact comes from strengthening peer relationships, amplifying overlooked ideas, and creating collective momentum that leaders cannot ignore. As Ronald Heifetz at Harvard Kennedy School often teaches, leadership is adaptive work—and adaptive work requires shared responsibility across the system, not just direction from the top.
For those willing to embrace these disciplines, the journey of followership becomes less about waiting for orders and more about shaping outcomes. The key is intentional reflection. Ask yourself:
Am I withholding my best thinking because I fear it might rock the boat?
Do I wait for permission before acting, or do I take initiative when I see what needs to be done?
When I disagree with a decision, do I retreat into quiet cynicism—or do I frame my concerns as commitment to the mission?
Am I investing as much in my peer relationships as I do in aligning with leaders?
These questions are not about undermining authority but about strengthening it. When followers ask them honestly, they transform their role from passive participant to active partner.
This week, choose one deliberate act of influence without authority. It could be speaking up in a meeting where you usually stay quiet, taking initiative on a task without waiting for direction, or amplifying a colleague’s overlooked idea. Do it not to be noticed, but to make a difference.
Because here’s the truth: leadership may set direction, but it is followership that builds momentum. Influence doesn’t require a title—it requires courage, initiative, and partnership. In the end, the real strength of an organisation is not found in the brilliance of a few leaders but in the collective influence of its many followers. Leaders may rise or fall, but it is followers who decide whether the vision is merely imagined or truly realised.
About the author:
Dr Toye Sobande is a strategic leadership expert, executive coach, lawyer, public speaker, and award-winning author. He is the CEO of Stephens Leadership Consultancy LLC, a strategy and management consulting firm offering creative insight and solutions to businesses and leaders. Email: [email protected]
