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4.5 | Identify some streams of power in your organization? How can power be used in your organization as a source for good? Post insights.
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I work in a public mental health system. We are designed to help others and those who work in our system are there for the most part because they want to help others and make a difference; which they do. We do. I do. Our leaders are also motivated by the desire to make a difference and help others. However, there are numerous competitions among those above me who wish to be recognized; competitions for territory; competitions for money and funding streams, etc etc. It is not pretty and I am glad my boss buffers me from a lot of it! But it hurts my heart that there is such judgement and lack of willingness to understand or look to understand what might be causing a problem. We are often caught in a power struggle with the hospital in our system because they want us to perform a certain way and they believe we are incompetent.
(we are not!) They are Quick to judge; quick to decide someone is at fault; quick to point finger at someone. To make sure one looks good. Oh my. It seems that there is much “delusion” at that level. People with power need to make sure they have their spiritual compass on; their own moral compass turned on.
I try to use the power I have to create positive change and healthy working environments. I am aware that in my mid-management role there are times when my intentions may appear misguided. THis is where transparent communication is very helpful. Power as a source for good would be a good goal for the leadership of my system to embrace. -
My business has the power of creativity. This power can help innovate the ways in which people feel when traveling. This is something I want others to be involved in. Being collaborative is the key to expanding, not only our customers happiness, but also my business, and, my heart .
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People and relationships are the stream of power in my organization. It can be used for good when opportunities for healthy team work are created so that people find the space safe enough to be vulnerable and learn from one another which requires trust.
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One time, our DEI director chose to be courageous and spoke about how our CEO had made an insensitive comment on highering for a diverse candidate in a vacant Executive role. It was so moving that the rest of the company did virtual public praise for the DEI director for “saying what everyone was thinking.” As a result, the CEO made an internal apology and committed to unlearn outdated mindest and be better. That was a brave act and observation of power as a source for good!
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Figuring out the streams of power within my organization, a non-profit run entirely by volunteers, has been hard. Power is promoted as being horizontal but it definitely feels like there is power coming from influence and circumstance and education level, all things we’re supposed to be actively avoiding. Our organization has less problems when working as a unit with outside groups or people, but struggles immensely with the internal structure and working together as an organization. It feels like some people think that everyone should focus on a single project while many who join us feel like they do not have the necessary background or interest to work on things others want to, in the ways they’d like.
The one way in which I see this being a powerful tool for good is that it provides new members the ability to get in where they fit in, and really learn from those they feel called to explore with. It also gives us a nice range of diverse people to interact with the public with, even though I think it could be more diverse.
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I am on the Executive Team of my organization, which is where a lot of pawer is held. I have seen a shift in our practice to share some of that power and decision making. Over the past year, we have used our shared decision making to put in place several policies and initiatives that are much more equitable for all individuals in our organization.
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Collaboration and creativity is the first thing that come to mind. For some reason I played down the importance and value of those two areas, that I/we have in abundance. Now I see them as my/our greatest assets! The amount of good that can come of it is unlimited and unstoppable. 🙂 What a gift. I’m so grateful I see that now.
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As a consultant working with several teams, I notice collaboration and communication as streams of power in my organizations. When leadership does a good job sharing overall expectations, goals, etc., it empowers other levels of the organization to communicate more effectively be impactful within the various teams in the company. This helps pave the way for a culture of collaboration.
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I spent time thinking about power coming from position, from the collective weight of our team and functional expertise as well as the different relationships we had, and how in our best projects intentional use of this combination of expertise, relationships at different levels, and our collective ability to paint a vision and drive outcomes have had a powerful impact for the team, organization and our members .
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I am not currently working in an organization, so I will share based on previous experience rather than current. I see that when those in roles that have power in an organization serve as models for openness and healthy vulnerability, the whole culture is more open and safe.
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The streams of power rest in the hands of a few individuals. There is no inclusivity, or sharing of power to the entire group.
An opportunity for the good of all begins with each person sharing the power of the organization together; moving outward to serve, and to service the needs of others.
Power that is equally distributed, not resting in the hands of the few, will better serve the greater good. In place of exclusivity, we shall gain a greater share of power through inclusivity. -
Here are a few I notice:
Hierarchical power – more seniority offers more power. I can see us trying to distribute this power through more ownership to make decisions at all levels.Organizational knowledge (how things work) – this is a significant source of power. Given the organization has grown significantly in recent years – those who have been around for a while and know how things work have a key source of power. Clear processes have helped us share this type of power.
Relational power – either having good relationships with key decision-makers or strong relationships across the organization. In a remote organization it can take new people some time to build relationships.
Informational power – those who have information others do not.
In my last organization, I was struck by how power was also formed through informal cliques. I found ‘The Tyranny or Structurelessness’ very illuminating to understand how this power dynamic played out.
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Teaching faculty have varying levels of power in their classroom, beyond the inherent dynamic in all classrooms. In my role as a department chair, I hold a lot of responsibility and authority but little actual power for change. However, I’ve realized that I can positively impact the entire team by creating an environment that values the individual. Spending time with each faculty member (whether through the formal observation process or informal phone call) seems to help faculty feel appreciated and empowered. Perhaps this is an example of how power can be used as a source for good.
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I’m not sure I understand the prompt, but here we go…
Streams of power:
We have a very active Board of Directors and a CEO who use their influence in the community to solicit donors and influence regional legislation.
Power of representation that comes from each employee who engage with clients and community members daily. All our employees are dedicated to the work that we do.
Power of our clients and the need from the community. There is great expectation from the community at large. Our clients are some of the most vulnerable (physically and socioeconomically). Their vulnerability and aggregate need for services and supports drives the urgency with which we all perform our work every day.
Power within our payor sources and regulatory agencies– Medicare, Medi-Cal, VA, DHHS/CDPH, California Department of Aging, etc. These entities drive the regulations that we must adhere to ensuring our organization meets an appropriate standard of care.
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The power in our organization lies with our partner group and ultimately for some things with our holding company.
We do use our power for good but we are imperfect. One way to build a stronger organization will be to empower others to take on important initiatives rather than having us lead them.
They will likely be done in new, interesting and more modern ways.
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