How Do Informal Leaders Emerge?

 How Do Informal Leaders Emerge? 

In volunteering organizations at times you are assigned to a committee or to a task force with several of your peers. At times the objectives are identified, and people who are passionate about the causes espoused join the committee. No one is initially appointed a leader. One of those who sign up becomes the informal head of the group. Sometimes this is not acknowledged, but it always happens. 

In practice, this is a good development. Someone has to be in charge; if one person simply emerges as the likeliest candidate, chances are that this is the right person. 

How can we use the dynamics of the group to make the team work? How do we bestow leadership on the most able people? How to control the situation so that the leadership is productive? How to allow the role of leader to shift to another person if need be? How to put yourself forward as a potential group leader if you so desire? 

How Can We Spot a Leader?

Very early in any group situation, you'll see the group gravitating toward one individual. The person's physical presence, the aura, ability to communicate - these are likely to provide the initial attraction. However, it is continuous consistent action tha will sustain it. 

Typically, the group will notice that person has a quick grasp of the main issue; makes positive, decisive, informed statements; and will defer when necessary to people with more knowledge, experience or talent. 

How Can We Help the Leader Emerge? 

In your group's earliest discussions, float the issues around as informally as possible. Watch how the group interacts, see who appears to be emerging as the one to whom others look for guidance, and see if you find yourself agreeing with them. 

If you can, encourage the person to lead. Rely on relevant expertise the person already has to draw him or her into leadership. To be able to do this, you must know the people in your team well - their professional profile, specific talents, interests, hobbies that are likely to have a bearing on this role.  

Probably you could say, “ Sameer, you used to be a Procurement Manager. Maybe you should be our spokesperson when we talk to vendors about those cell phones we wish to donate. You will be able to get the best models as required by the beneficiaries and may be strike a win-win deal that benefits the vendor as well. 

If the leader is shy about taking charge, leave the role open and let him or her fill it by default. "Sameer, I don't think the rest of us have any experience in  product comparisons. What are the issues we have to be concerned with?" 

This will not only bring Sameer out of his shell, but also let other members in the team recognize that you are aware of the value every member brings to the team. This will also infuse confidence in Sameer to be more forthcoming and eventually put in his best foot forward to take up leadership. 

How Do You Emerge as a Leader?

 Leaders are rare. Often, members of a group will be subconsciously looking for someone to follow. If you are eager to lead, simply share that you're willing to do so, probably also share your experience or expertise, then follow it up with action. You may be surprised at how positively the other members in the team will react. 

No one can appoint oneself as leader. Then it smacks of authoritarianism, which is an absolute put-off for teams. 

Leadership is bestowed, not taken. That is why if your group is struggling with the issues - pushing and pulling and getting nowhere - it might be a good idea to just stand back. Keep quiet, observe, note the key issues, pain points, and areas of conflict. When the members have exhausted all other possibilities, you can say, "I have a suggestion…” That certainly will evoke positive response.