It is quite obvious that in the traditional organisation set-up, the structure usually looks clear on paper, with titles, departments, and reporting lines. It is easy to assume that influence follows the same structure.

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But anyone who has worked inside a dynamic company knows that the reality is a bit different. Some of the people who make headway are not always the ones with the highest title. For these individuals, their influence comes from the way they work, the way they think, and the way others trust them.

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This is what is often called informal power, which means power that’s not written in the organisational chart. It does not come with a promotion or a leadership title, but grows naturally around people who help tasks push ahead.

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Influence can come from behavior

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In organisations with a formal structure, authority still has its place. Titles define responsibilities and decision rights, which improves on clarity.

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Real progress, however, often depends on behaviors that build trust and keep the motion. Some of the most influential people inside organisations tend to do a few things consistently.

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1. They focus on solutions

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Instead of staying stuck on the problem, they ask questions such as:

• What can we do next?
• What is the simplest way forward?
• Who needs to be involved?

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A solution mindset creates movement and this movement attracts trust.‍

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2. They connect people

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Influence is often about creating the right connections. When people help bridge gaps between teams, roles, or perspectives, they make collaboration easier.

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Sometimes influence simply means making sure the right people talk to each other.

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3. They build trust through authenticity

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People naturally trust those who communicate clearly, stay constructive, and show a genuine intention to move things forward. When this happens consistently, others begin to rely on that person’s perspective.

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Trust grows before authority

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Informal authority grows through consistency, rarely comes from being the loudest voice in the room.

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When someone repeatedly approaches challenges with a positive and solution focused mindset, people notice. Over time colleagues start to rely on their judgment.

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Trust grows step by step and with trust comes influence. Working with people in my capacity as People and Culture Manager has proven that, the most influential people are not always those who speak the most, but the ones who help simplify complexity, connect people, and keep the focus on progress.

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Influence can NOT be assigned

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Recognising informal power helps us see leadership in a broader way. Through experience we learn that leadership does not live only in hierarchy. It also lives in everyday actions that advance teams.

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There is an encouraging message in this, acknowledging that influence is not limited to a position. In fact, people who help things move forward naturally become influential.

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When we approach challenges with a solution mindset, communicate with authenticity, and support progress around us, progress is always seen.

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One, we see that others begin to trust our perspective, and two, influence grows slowly, not because it was given or assigned but because it was built.

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