P is for Power: Naming What’s Often Left Unspoken.

“Power is not brute force and money; power is in your spirit. Power is in the clarity of your mind and the integrity of your actions.” P. Sainath

To lead effectively you must embrace power. Power dynamics shape every leadership team - who speaks, who decides, who gets heard. Yet many teams avoid talking about power, fearing conflict or discomfort.

Research in leadership and group psychology shows that when power is acknowledged and consciously managed, teams become more equitable, resilient, and effective.

We supported an executive team where unspoken power hierarchies were stifling innovation. By surfacing these dynamics - through facilitated dialogue and role mapping - they created a more inclusive culture. The result? Better ideas, smarter decisions, and deeper engagement.

Actionable Insight:

• Name the power dynamics: Who holds formal vs. informal influence? 

  
  

• Use tools like power mapping or sociograms to visualise team structure. 

  
  

• Ask: “How does power show up here, and how do we want it to?”

  
  

• Consider how external influences play out between the team.

  
  

Why it matters: Power isn’t the problem - silence is. When leaders name power, they unlock possibility.

French, J. R. P., & Raven, B. (1959). The bases of social power. In ‘Studies in Social Power’ (pp. 150–167). Institute for Social Research.

Keltner, D. (2016). ‘The Power Paradox: How We Gain and Lose Influence’. Penguin.