You Need Informal Leaders: Here’s How To Support Them

“Leadership is influence. Just because someone has a title, doesn’t mean that person is a leader.” – John Maxwell

In every organization, there are many people who lead others without the title of manager or even team leader. These people tend to have a large sphere of influence. You can probably think of your own organization and name a few colleagues to whom others look for knowledge, direction and encouragement. 

We call these workers informal leaders, and they are indispensable in the modern workplace because they often possess a great deal of knowledge – and they are willing to share it. These folks trumpet other people’s successes and amplify the behaviors that make everyone successful. 

Susan Mazza, CEO, Random Acts of Leadership and a motivational speaker, says that “Leadership is about the difference that you make because you had the commitment and courage to speak up for the sake of the future.” Informal leaders instinctively know this, and they speak up, whether it’s to encourage, coach or inspire those around them. 

So, how can we encourage and support informal leaders in our organizations? I’ve pulled together three practical ways. 

#1 Make sure everyone can share what they know

Can informal leaders share knowledge with others in your organization? While hallway conversations are great for off-the-cuff informational sessions, your company needs to harness the valuable knowledge informal leaders possess. Consider your technology platforms and how they might be used by informal leaders. Options include impromptu messaging sessions, Q&As, more formal webinars and video chats. By using technology to tap into informal leaders’ knowledge, they are empowered to share what they know quickly and easily. 

But what if informal leaders aren’t used to presenting to larger groups? What if they lack the “polish” of more seasoned leaders? This sounds like an opportunity for coaching! There’s no time like the present to embrace proactive coaching and feedback to improve performance and inspire emerging leaders. 

As HR leaders, I don’t have to tell you that the skills gap is real and only growing larger. Prepare your workers for the future of work by allowing them to share knowledge now. Fosway’s research found that 87 percent of learning and talent leaders believe that skills gaps are going to be “as significant,” if not “more significant” in the years to come. Knowledge sharing – however you do it – benefits today’s workers, the employee sharing the knowledge, and the company itself. 

#2 Guide informal leaders toward the future

Knowing what your employees want from their careers is not a nice-to-have, it’s a must-have in today’s competitive war for talent. Managers should work with informal leaders to identify key projects where they can build their skills over the short term. A focus must be made on the long-term as well. An engaged employee who feels as if their career matters to their organization is an employee who will most likely stay longer as they develop their leadership skills. 

Get informal leaders in front of formal leaders where challenges are discussed and solutions are formed. Dawn Burke, speaker and founder of Dawn Burke HR, says that leaders may get pushback from their peers about bringing in less-experienced colleagues, but they should still make the ask. When informal leaders lack access to strategic meetings, they fail to get exposure to other leaders’ ideas and the politics of how the organization operates. 

Help your informal leaders gain a richer understanding that can help them understand how they can contribute to the organization’s success. What are your organization’s high-level goals? Have informal leaders set personal goals that align with and contribute to organizational goals. Allow time for these self-starters to read industry blogs, attend online webinars, and if possible, travel to industry trade shows or thought leadership conferences. 

Informal leaders need your support
Informal leaders are all around us. They coach, teach and inspire their fellow colleagues. Chances are, you worked with an informal leader today. Through knowledge sharing, career guidance, plus helping them keep in touch with industry learning, HR leaders can give a boost to informal leaders everywhere. No matter their title, leaders are always learning.