How to use power at work
Every workplace has a culture. It’s the tone in team meetings, the way decisions are made, the things people celebrate (or ignore). And at the heart of that culture? Power. Who holds it, how it’s used, and whether people feel empowered — or controlled.
Research shows that organisational culture and power go hand in hand. Change one, and you shift the other.
Many workplaces run on position-based power. For example, the boss has the final say, or there’s a clear hierarchy of authority. Position-based power is important, but it’s not the only type of influence.
There’s also individual power, which shows up as expertise and lived experience, integrity and consistency, and emotional intelligence and people skills. These human-centred forms of power are often quieter, but they are essential to building trust, innovation, and belonging. Unfortunately, they’re frequently undervalued in traditional workplace cultures.
If we want better workplaces, we need better ways of leading. This starts with asking questions like: What do we reward here? Who gets heard? And what kind of influence drives things forward?
You don’t need to wait for a culture change initiative, or for your boss to read this article. You can model this type of power, no matter your position, by valuing expertise, giving credit loudly, and listening in ways that make people feel heard.
Culture is shaped by everyday moments. When you lead with empathy, recognise quiet contributions, or speak up for someone else’s idea, you’re influencing culture in real time. These small acts of power — rooted in trust, not titles — help create workplaces where people feel seen, safe, and motivated to do their best work.
This article was informed by research about organisational culture and organisational power by Mehmet Kızıoğlu and Sabahat Bayrak Kök, 2020.