How many managers do you know who are chasing titles and promotions? Dare I say, hopefully all of them? After all, don’t we want people in management positions who have drive and ambition? There is nothing wrong with the desire to improve and achieve more. The issue, not just in the workplace but in all of life, arises when those with power prioritize their own desires and dreams over others.

They tout the fact that they follow policies and procedures, say the right things to the right people (office politics are fun, am I right?), and are the first to point out others’ inabilities, missteps, or mistakes.

Your first thought might be, “Well, isn’t that part of a manager’s job?” To follow the rules, communicate with others, and correct deficiencies? If that is your first thought, then you are right. BUT there is more to a managerial position than a title and telling others what to do.

Effective managers are often also leaders. These managers know what needs to happen in order to advance tasks and achieve goals. They have ambitions of their own, but they also focus on ensuring others do not get left behind. They take the time to explain their vision, ask for suggestions, aren’t afraid to seek help, and, perhaps most importantly, are comfortable telling the team when they do not know something. Thesemanagers are leaders.

So what about the opposite scenario? Is it possible to lead without having the managerial title? (Okay, the title of the article already gave it away!) The answer is YES!

Many times, the manager mentioned above who is not a leader has a lower-level employee who keeps the team together; this subordinate is often the glue of the team. The team looks to this person—the leader—not the manager in times of uncertainty, to voice concerns, and for everyday advice. Without this leader, the manager’s team would crumble and goals would be missed.

So why don’t these non-managerial leaders become managers? After all, these individuals are often known throughout their organizations as reliable, respected leaders. There are many possible reasons:

• They do not want the responsibility.

• They do not enjoy the limelight.

• They HATE office politics.

• The corporate structure does not allow them the opportunity (for example, they may not have the preferred degree(s) or the “ideal” background).

Whether a manager is a leader, or a leader is a subordinate, teams cannot move forward without someone stepping up to lead. Someone needs to care about the team’s well-being versus only their own future.

So if you are fresh out of college, new to your field, lacking certain credentials, or simply uninterested in management responsibility, remember: you don’t need the title to lead.

Flex that leadership muscle.

Author: Kyle Barker, MBA, CM
Bio: Kyle Barker is a 2013 graduate of James Madison University where he received a Bachelors in Business Management with a concentration in Technology, Innovation, and Entrepreneurship. Kyle also received an MBA from the University of Maryland, College Park in 2016 with a concentration in Data Analytics. Kyle received a scholarship while at JMU to obtain his Certified Manager certification and has held it ever since. Currently, Kyle is a Lead Senior Contract Administrator for a Fortune 500 company.