The Simple Power of Leading Together
Imagine two leaders in an organization. One makes decisions alone, relying on their position and authority to enforce compliance. The other gathers their team regularly, recognizing the value of collective wisdom and creating an environment of trust where everyone's voice is heard. These contrasting approaches—what Paul Atkins, Ph. D of ProSocial.World describes "power-over" versus "power-with" leadership—can shape how their teams communicate, make decisions, and achieve goals.
When Leaders Choose to Share Power
In the traditional "power-over" approach, communication flows one way: leaders give orders and expect compliance. Relationships are defined by hierarchy and dependency. Goals are pursued through command and control, with an emphasis on obedience and efficiency.
But "power-with" leadership opens up new possibilities. It transforms how teams:
Make decisions: Instead of a few people making all the choices, ask others what they think and work together to agree
Communicate: Shifting from giving orders to fostering dialogue and respectful exchanges
Build relationships: Creating connections based on trust, equality, and cooperation instead of hierarchy
Achieve goals: Focus on working together as a team rather than having bosses give orders from the top
Why This Matters Now
Choosing between different ways to lead isn't just about doing what's right, though sharing power with others tends to be better for people than forcing them to do things. When leaders share power, they usually help people grow and feel better about their work. As Paul Atkins, Ph.D notes, “it's increasingly becoming a practical necessity.”
The biggest problems we face today involve systems that are complicated and constantly changing. Unlike simpler problems that can be solved by giving direct orders, these challenges can't be fixed with a one-size-fits-all approach. Working together and sharing leadership responsibilities has shown better results in handling these complex challenges than having just one person in charge. When people combine their knowledge and work as equals, they can better solve difficult problems.
A Leadership Evolution
The shift from "power-over" to "power-with" requires us to rethink how we view leadership itself.
Instead of seeing leaders as sole decision-makers who maintain control, I ask you to see them as facilitators who:
Work with others and encourage new ideas instead of working alone
Help people agree on solutions rather than forcing them to follow rules
Give others the chance to share their own ideas and points of view
Create spaces where people feel free to try new approaches and think differently
