Assigned Authority vs. Earned Authority
The Copywriter Column #110
I’ve been in the workforce for over 20 years, and during that time, I’ve noticed a trend with the leaders I’ve had the privilege of working under.
It’s that the best leaders lead with earned authority.
Assigned Authority
We’ve all had those bosses or managers who lead with assigned authority.
You know that when they tell you to do something, you have to do it because they’re your superior.
They could be the most garbage human being on the planet, but at the end of the day, they have some sway over whether or not you get a paycheck.
Example:
My first manager in college (I worked in the campus bookstore) led with assigned authority. She was an absolute prick.
Bossy and judgmental, her directives were just that: direct.
There wasn’t an ounce of kindness in her bones. And if you failed to meet her expectations (which were never clear, by the way), she’d chastise you for it.
Earned Authority
Hopefully, you’ve had bosses or managers who lead with earned authority.
Typically, they don’t tell you to do something as much as they ask you to do it.
In some situations, these people may not even be your immediate supervisor, but their influence is still strong – almost magnetic.
This type of leader’s authority is relationship-based, built around a certain level of trust, which gives it some heft.
Example:
Same bookstore.
In contrast to the manager, our assistant manager led with earned authority.
As a student, I obviously knew she was my superior, but she took the time to build a relationship with me and my coworkers. She filtered what the bossy boss said, helping us feel both respected and valued.
When the manager was fired for stealing money (and blaming it on us student workers), our assistant manager was immediately promoted.
Why? She always had an excellent rapport with all students and staff.
I guess the question is – how do YOU lead?
My sincere hope is that I’m the type of person who leads with earned authority.
I get that in some cases, earned authority evolves with time spent in assigned authority.
But if you’re the type of company that promotes from within, you might keep your eyes on the people with outstanding rapport and influence.
They’re likely the ones who can get sh*t done without burning others out.
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