Power Dynamics in the Workplace
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Every workplace is likely to have a leadership structure so that people have a clear understanding of who makes the decisions and sets the goals. This creates a structural power dynamic that is generally easy to follow.
There is also an organic power dynamic, often less obvious, usually among people at a similar level who practice power play. Remember times at school or work when you are split into smaller project work groups and individuals establish their natural roles. Some will take charge and then the rest of the group responds to the leadership, some may try and take over and some will happily go along and follow instruction from those stronger leader figures.
Navigating the Power Dynamic in Leadership
But what about leaders, by rank, who struggle to navigate the power dynamics that exist within their organisations? Understanding and effectively managing this is essential for leaders who want to create a positive work environment, foster collaboration, and promote productivity.
There is an argument that leaders should not be too “chummy” with their subordinates in or outside of the workplace. Friendships at this level can confuse the dynamic between those individuals and cause unhappiness for other team members who may feel there is favouritism.
All companies have their own individual culture and in some more relaxed work environments it can be more of a challenge to maintain those levels of hierarchy. The lines can often get blurred. It can depend on the natural level of respect that individuals have for each other, but leaders still need to be mindful of the bigger picture as these situations can sometimes stop working for a number of different reasons such as new people joining the team who don’t like the familiarity shared or someone feeling disgruntled for one reason or another.
As a leadership coach, I discuss these issues often with my clients, so I wanted to explore the concept further by looking at examples of power dynamics in action and offering strategies for navigating them effectively.
Examples of power dynamics in the workplace
Manager-subordinate relationship: Managers have formal authority over their subordinates and can influence their work assignments, performance evaluations, and access to resources. This power dynamic can impact the quality of communication and collaboration between the manager and the subordinate.
Group dynamics: Within a group, some members may have more expertise or influence than others, which can impact decision-making, communication, and collaboration.
Organisational culture: The culture of an organisation can also impact power dynamics. In organisations where hierarchies are rigidly enforced, those in positions of power may be less receptive to feedback or suggestions from those with less power. In more relaxed companies, there can be more relaxed respect levels which can also cause some issues.
Strategies for navigating power dynamics
Be aware of your own power and privilege: It is important for leaders to be aware of this and how it may impact others. Leaders should strive to treat everyone with respect and fairness, regardless of their position in the organisation.
Encourage open and honest communication: Leaders should encourage this and provide opportunities for feedback from all team members. This can help to reduce power imbalances and promote collaboration.
Avoid favouritism: Leaders should avoid playing favourites and prioritise the needs and interests of the team as a whole. This can help to build trust and promote a positive work environment.
Establish clear expectations and boundaries: This encourages good communication, feedback, and decision-making. This can help to reduce confusion and misunderstandings and promote accountability.
Power dynamics in the workplace are complex due to the different natures of industries, companies and their cultures. There is no one size fits all rule but, as leaders, it’s important to be mindful of the possible consequences of being either too relaxed, or too rigid with your structural power ranking.
Getting it wrong could have a significant impact on workplace culture, employee morale, and productivity. Just be aware of the power dynamics of your workplace and try to effectively navigate them to create a positive work environment that fosters collaboration, communication, and productivity.
If you’d like to discuss the power dynamics in your business and ways to enhance your leadership approach, let’s talk. Fortem Coaching can help you become more self-aware of your role within your company and how to earn respect for your leadership post which will help improve the performance of your team. Book a free 30-minute coaching consultation so I can help you gain greater clarity. Book now for a FREE 30-minute consultation.