Power dynamics in organizations are hard to navigate. Whether you’re a senior leader, a people manager, or a college student like me, the ability to influence the behavior of others is an essential skill to move our careers forward.

Before my DEI internship at Robnett Consulting, I viewed power as something only held by those in positional authority—a top-down force that dictated how things were done. This internship challenged that perception and introduced me to the idea that power dynamics are far more complex and nuanced than I had imagined.

I have learned that managing complex organizational change means navigating intricate power dynamics. Achieving DEI (diversity, equity, and inclusion) outcomes requires talking candidly about power. Brevity & Wit’s DEI Change Agent program taught me the importance of slowing down to explore and identify the types of power that exist and how people use power.

Different Types of Power

During my internship, I discovered that power comes in various forms beyond just titles and positions. Positional power is the most widely known type of power given to those with formal authority to make decisions. On a college campus, the college president and board members tend to hold the most positional power. Tenure grants faculty more academic freedom and influence over curriculum and policy decisions. While positional power and tenure certainly leads to more influence, I’ve learned that power can look like more than just a title or years of service.

Information power is also a significant form of power—having access to valuable data or insights that others may not possess. For example, student leaders who are well-informed about administrative decisions can influence their peers more effectively. Personality power, a charismatic charm, or relationship power, those who have relationships with other powerful people, or reward power, the ability to offer funding or other resources, also provide people more advantages. Understanding these different types of power helped me see how influence operates subtly within our university community.

How To Use Power

People use power in different ways—some to uplift others, and some to maintain control. I learned that true effective leadership isn't about exerting control over others but about empowering everyone to contribute their unique perspectives.

Managing change effective requires shifting from a hierarchical model of using power over one another to a collaborative approach of sharing power with one another. When people share power, it fosters trust, innovation, and a sense of collective ownership, leading to more effective and sustainable outcomes. Conversely, when power is hoarded, it can lead to disengagement, resentment, and missed opportunities for growth.

Power Over: Hoarding Power

On campus, I've observed situations where club leaders make decisions without consulting their members, limiting participation and stifling creativity. This hoarding of power discourages others from sharing ideas and ultimately hinders the group's potential.

Over the years I have listened to my classmates share their experiences with power dynamics in various settings—with their family, at school, or in workplaces. Many students have had the experience of feeling unheard or overlooked due to traditional cultures that use power over one another. Their stories made me reflect on times when I might have accepted these dynamics without question.

One discussion that struck me was when a classmate talked about how hierarchical structures in student organizations often stifled participation. They pointed out that when leaders hoard power, it discourages others from contributing, ultimately hindering the group's success. These insights made me realize the importance of transforming power dynamics. By moving towards a model that values collaboration and shared leadership, we can create environments where everyone feels empowered to contribute.

*Jason with his classmates during a group project with a* *Denison Red Frame Lab* *consulting team.*

Power With: Sharing Power

There are plenty of practical examples I’ve witnessed of people sharing power generously n a college campus:

Professors who share their expertise openly and encourage student input foster an engaging and collaborative learning environment.
TBD
TBD
TBD
TBD

How to Share Power

Inspired by these examples, I'm committed to finding creative ways to share power on campus. Here's how I plan to make this shift:

Share knowledge and resources openly and often: I will proactively share information and tools with peers, promoting a culture of mutual support rather than competition. For instance, if I find helpful study resources or opportunities, I'll make sure my classmates are aware of them.
Encourage team autonomy and collaborative decision-making: In future group projects, I will advocate for processes that involve everyone's input, ensuring decisions are made collectively rather than dictated from the top. This approach not only fosters inclusivity but also leads to more well-rounded outcomes.
Rotate leadership roles: I will suggest and support the rotation of leadership positions within student groups, giving everyone the opportunity to lead and contribute their unique perspectives. This can help break down hierarchical barriers and encourage a more engaged membership.

Moving Forward Together

Embracing this approach to leadership not only benefits us individually but also contributes to positive change in our communities. By transforming power dynamics from power over to power with, we can create more inclusive and environments and unlock the full potential of teams.

As I continue my leadership journey, I will continue to uplift others by finding unique ways to share power. I invite others to join me in this transformative journey. Together, we can challenge traditional power structures and build a campus culture where everyone's voice is heard and valued.

How to Build High-Performing Teams by Sharing Power