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What makes a great leader? Is it the ability to delegate with authority or the knack for inspiring change through relationships?
In module 5 of Lessons in Leadership, Carrie Phillips, Chief Communications and Marketing Officer at the University of Arkansas at Little Rock, takes us on a journey into the fascinating dynamics of power and influence.
Whether you're a seasoned executive or just stepping into your first leadership role, understanding these concepts can mean the difference between leading a team that simply follows instructions and fostering a culture of collaboration and innovation. Power and influence are not just tools — they are levers for creating lasting, meaningful change.
Ready to learn how to use them effectively? Let’s explore how to build trust, drive results, and lead with integrity.
Leadership in Action: Key Concepts and How to Apply Them
1. Understand the Five Types of Power
Each type of power serves a different purpose in leadership. Recognizing and utilizing them appropriately can help you lead more effectively. Reflect on which type of power you use most and identify situations where another type could be more effective.
2. Distinguish Between Power and Influence
Power is about authority, while influence focuses on persuasion and relationships. Influence brings people on board through trust, shared goals, and collaboration rather than directive authority. Practice using influence when formal power isn’t enough, such as persuading peers or working across departments.
3. Master Effective Influence Tactics
To inspire and align others, use these influence tactics:
- Rational Persuasion: Present data and logic to support your ideas.
- Inspirational Appeals: Connect with emotions and shared values to motivate action.
- Collaboration: Build partnerships and share resources to achieve mutual goals.
Choose an influence tactic to test in an upcoming meeting or project to align your team with your vision.
4. Lead Ethically with Power and Influence
Using power and influence ethically fosters trust, strengthens relationships, and builds a positive culture. Misusing them for personal gain erodes credibility and morale. Before making decisions, ask, “Does this align with the organization’s goals and benefit the team?”
5. Map Stakeholders by Power and Influence
Understanding where stakeholders fall on a matrix of power (authority) and influence (ability to shape opinions) helps you identify key players for project success:
- High Power, High Influence: Engage these decision-makers early.
- High Power, Low Influence: Keep them informed and involved as needed.
- Low Power, High Influence: Collaborate with them to build support.
- Low Power, Low Influence: Monitor their input for task-specific insights.
Use a power-influence grid to analyze a project’s stakeholders and address gaps to strengthen your team.
Breaking Down Power and Influence in Leadership
What is the Difference Between Power and Influence?
Power stems from positional authority and the ability to compel actions, like a boss delegating tasks or a parent enforcing bedtime. Influence, however, hinges on relationships and persuasion, allowing leaders to inspire voluntary change. Leaders must balance these tools ethically to maintain trust and achieve organizational goals. Misuse can lead to a toxic environment, eroding confidence and hindering progress.
What Are the Five Types of Power?
Carrie introduces French and Raven’s five types of power, each with distinct sources and applications:
- Legitimate Power: Authority tied to a position, such as a university president.
- Reward Power: Based on the ability to offer desirable incentives, like an administrator controlling access to event tickets or promotional swag.
- Coercive Power: The capacity to impose sanctions, often used in disciplinary contexts.
- Expert Power: Derived from knowledge or expertise, like a senior faculty member known for groundbreaking research.
- Referent Power: Based on personal traits and relationships, seen in charismatic leaders who inspire loyalty and collaboration.
How Can Influence Tactics Drive Positive Change?
Effective leaders rely on influence tactics that align with organizational values. Carrie highlights six methods:
- Rational Persuasion: Logical arguments backed by data and evidence to garner support.
- Inspirational Appeals: Emotional storytelling that connects with shared values and ideals.
- Apprising: Explaining the personal benefits of participating in an initiative.
- Collaboration: Building coalitions and sharing resources to achieve mutual goals.
- Ingratiation: Genuine praise to foster goodwill and cooperation.
- Consultation: Seeking input and feedback to encourage buy-in.
To drive positive change in your life using influence tactics, focus on building trust, fostering collaboration, and aligning efforts with shared goals.
Start by understanding the needs and motivations of the people you want to influence and tailor your approach accordingly. Use clear communication and logical reasoning to present ideas, while also appealing to shared values and emotions to inspire action. Encourage collaboration by inviting others to contribute their ideas and expertise, creating a sense of ownership in the outcome. Genuine praise and appreciation can strengthen relationships and motivate others to engage while seeking input showing respect for their perspectives and fostering buy-in.
By combining these approaches, you can influence others ethically and effectively to create alignment and achieve meaningful results.
How to Map Power and Influence in Your Organization
Carrie advocates for mapping stakeholders based on their power (formal authority) and influence (ability to shape opinions). This approach ensures that projects are backed by the right mix of decision-makers and advocates:
- High Power, High Influence: Key players like vice presidents who can drive and sustain initiatives.
- High Power, Low Influence: Experts in areas like compliance or finance who hold critical authority.
- Low Power, High Influence: Influential staff, like executive assistants, who sway key decision-makers.
- Low Power, Low Influence: Contributors who, while less prominent, provide valuable insights and task-specific expertise.
Mapping stakeholders by their power and influence can help ensure the success of any project by aligning efforts with the right people.
Start by identifying those with high power and high influence, such as senior leaders or decision-makers, who can drive initiatives and provide long-term support. Engage high-power, low-influence stakeholders, like compliance or finance experts, for their critical authority and to ensure procedural alignment.
Collaborate with low-power, high-influence individuals, such as well-connected staff or team members with strong relationships, who can sway opinions and build consensus. Don’t overlook low-power, low-influence contributors; while less prominent, their task-specific expertise can provide essential insights and ground-level feedback.
By mapping stakeholders in this way, you can build a well-rounded team that combines authority, advocacy, and expertise to propel your initiatives forward effectively.
How Can Leaders Ethically Apply Power and Influence?
The ethical application of power and influence builds trust, supports institutional goals, and benefits teams. Missteps — like self-serving decisions or coercive tactics — undermine morale and organizational culture. Leaders must consistently prioritize the greater good, ensuring their methods align with the mission and foster collaboration.
Sign up now to access Carrie’s full Lessons in Leadership course and build your own leadership toolkit for using power and influence in higher ed.
We’ve got loads of other leadership resources too, check out a couple of our favorites:
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