# "Those who cannot command need acceptance" – leading without a supervisory role

- URL: https://hr-passionista.com/en/leading-without-authority-gaining-acceptance-in-teams/
- Published: 2026-01-20
- Updated: 2026-01-31
- Author: Marion Eppinger (HR-Passionista)
- Categories: communication, management communication

> Discover strategies for lateral leadership – succeed in leading teams without formal authority and build genuine acceptance.

##### The concept of „lateral leadership“ and how to fulfil this role is a topic that concerns many people, inlcuding product owners and project managers. In agile working structures and self-organised teams in particular, there is a lack of „real consequences“ that would need to be imposed when conflicts arise or teams underperform.

##### Example*:*

*Nele is appointed project manager for the digitisation project. The team consists of seven members and the schedule is tight. Manuel, a developer, is not at all enthusiastic about the new team structure. He usually submits incomplete or late work. Nele is frustrated because she has no disciplinary authority to reprimand him.*

#### Leadership without the ability to show of power

We are often faced with management tasks despite not having disciplinary responsibility for a team – is this an impossible task? No! It is important **to cope** with the **lack of authority** and **differing interests** and **to make targeted use of** **power structures.** So why do we find it so **difficult** to accept this in **practice** and **lead** our **team** in such a way **that tasks are completed?**

**Power structures?** In a project team, **everyone works** together **on an equal footing**, so job titles are irrelevant. There is no point in **flaunting your leadership role;** you should use **team dynamics** to improve the outcome of the project.

##### Example:

*Manuel does not want Nele to act like the boss, which demotivates him. Nele recognises this and plays to Manuel’s sterenghts. She talks to him directly and gives him an important role in the team. This gives him a sense of purpose and suddenly the collaboration runs like clockwork.* 

**Lateral leadership** is **not** about **„getting“** **someone to do something.** According to [Dr Kösten](https://www.linkedin.com/in/k%C3%B6sten-ingrid-6640a25b/), it is about making the case for the existing structure, developing a shared perspective and fostering an environment where people **act voluntarily,** with **intrinsic motivation** and **independence.** That sounds simple in theory, doesn’t it?

From 8 to 9 May 2023, I attended the seminar **„Leading without a** **Supervisory Role“** at the [**ARS Academy**](https://ars.at/?gclid=CjwKCAjwx_eiBhBGEiwA15gLNzneHAUR4aUn_4jFoj5ChBIbWdLO3cN6Da9RbEFkSRm6iotBH3HC2xoC9aoQAvD_BwE) (led by [Dr Kösten](https://www.linkedin.com/in/k%C3%B6sten-ingrid-6640a25b/)). Today**,** I would like to briefly summarise what I learnt on the topic.

### How it all begins

Before taking on a lateral leadership role within a team, the following must be clarified:

-   **Management** **buy**\-**in**
    Management must want to take on the tasks, and the duties and powers of the role must be communicated openly and clearly. #commitment
-   **Team acceptance**
    Acceptance within the team must be earned. This is achieved by leading a team in a way that builds trust. Key factors here are keeping promises, clearly defining and communication tasks, fostering an open culture of communication and appreciation. #leadingbyexample
-   **Self-confidence**
    This is probably one of the most important points – if you don't believe in yourself, why should others? Trust yourself, fulfil your role well to the best of your ability and do your best. This self-confidence will also help you to cope with internal power struggles. The team will test boundaries, that's normal. There will be conflicts, but if you have inner confidence, dealing confidently with power dynamics will no longer be a problem. #trustinyourself

### How can I find the self-confidence I need?

If you want to learn more about yourself and boost your self-esteem, start by analysing how you and others see your. Ask your team to fill out a questionnaire about how they perceive you, for example, as being caring, optimistic or present – and then discuss the results with your colleagues. ([Questionnaire: Self- & External Perception](https://hr-passionista.com/media/2026/01/Englisch_Selbstbild-Fremdbild-Analyse.pdf)) If the team’s assessment differs greatly from your own, that inidicates that you should seek further training in these areas. (Talk to your HR department or manager about this.)

We also did this exercise in the seminar and I came away with a clear insight => I am an open book! ![😃](https://hr-passionista.com/assets/emoji/1f603.svg)

#### Template for analysing self-image and external image

To make it easier to get started with the analysis, I have created a template that you are welcome to use! 😊

[Click here for the template](https://hr-passionista.com/media/2025/11/Analyse-Selbst-Fremdbild-by-hrPassionista-pdf.webp)

### **Acting like a strong leader can be counterproductive**

Once you have clarified the three key areas of management buy-in, team acceptance and self-confidence for yourself, you can start to consider how you want to fulfil the role of lateral leader. In the next blog post, we will look at leadership and team personalities.

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

It is essential **to get** the **team on board, to utilise** and **appreciate** their **strengths and skills for the overall project**. Everyone should be given an important role with clearly defined tasks. Then you can work together to achieve success.

If you are already in a leadership position without a supervisory role and have you noticed that one of these factors is missing and that the project is therefore not yet successful? If so, now is **the time to act.** There is no shame in asking management for **clearer delegation** at a later stage or in suggesting a fresh start for the team. When it comes to **self-esteem,** you really have to **take charge,** but anyone can do that. If you feel like you **are** **floundering and need help,** you should **seek** **it out and accept it,** because that **shows true strength.** As [Dr Kösten](https://www.linkedin.com/in/k%C3%B6sten-ingrid-6640a25b/) said in the seminar:

> #### **„Those who cannot command need acceptance.“**