Power can enhance our strengths, but it also amplifies our weaknesses.
For leaders, those aspects that become amplified are inevitably cascaded onto
their people.
BY Nik Kinley
Whether you’re a frontline supervisor in your first management role or
the CEO of a global multinational, being the boss changes you. Part of this is
simply leaders adapting to the challenges and pressures inherent in all
positions of power. Things like the wider scope of responsibilities, greater
decision complexity, and heavier workloads.
However, a growing body of research shows that another part of what
power does to people occurs at a deeper level, subtly yet fundamentally
altering how leaders think and feel. This runs so deep that it has been shown
to lead to changes
in brain structure and chemistry. And now, evidence is mounting that
broader societal changes are amplifying these effects, creating greater
challenges for leaders and greater risks for the organizations they lead.
For the most part, the mechanisms through which being a leader affects
you are the same whatever your level. The only difference is that the higher
you go, the stronger the pressure they apply on you, so the more likely you are
to be changed by them. Three mechanisms stand out as being the most
influential.
It increases distance
The first thing power does is increase the psychological distance
between leaders and the people they lead. On the plus side, positioning
individuals above others tends to make them feel better about themselves,
increasing self-esteem and confidence, to the extent that they are more prone
to over-confidence. It also gives leaders a helicopter view, making it easier
for them to see things more abstractly and to ignore potentially distracting
details.
But this greater abstract thinking also means leaders are more likely to
use stereotypes and generalizations. And the psychological distance
involved in all this makes leaders more liable to objectify others and view
them as resources, and less able to see things from their perspective or
understand how they feel.
It warps information flow
Power also alters the flow of information to and from leaders, changing
what they see, hear, and communicate, partly due to the greater distance
created by being the boss. For starters, it increases leaders’ tendency to rely
on what they already know and makes them less sensitive to contextual
information and less able to hear others’ opinions. This, in turn, leaves them
more susceptible to subjective biases.
And exacerbating all of this, because leaders have power over others,
people are less likely to be open with them and less likely to challenge their
thinking. Finally, their greater sensitivity to internal information means that
leaders are more likely to focus on salient goals, which can often mean
short-term ones and sometimes personal ones.
It amplifies what lies within
The third main mechanism is potentially the most important: People with
power are more likely to act in accordance with their emotions, preferences,
personalities, values, and personal goals. In other words, power amplifies the
default and instinctive
tendencies within people.
This can be for the better, enhancing strengths. But it can also magnify
weaknesses. So, if you’re prone to overconfidence, power usually makes you more
so. If you’re susceptible to indecision, being in charge can make this worse.
And if you are more task-focused than people-focused, being the boss will only
further impair your ability to empathize.
This is also why the adage that power corrupts people is oversimplified
and— ultimately—wrong. Yes, the greater psychological distance and warped
perspective seem to make some people more likely to act selfishly and find
lying easier. But power doesn’t corrupt everyone. It actually increases
benevolent and principled behavior in some people. So, power doesn’t corrupt
people; it just reveals and amplifies the propensity for corruption that’s
already there.
The power of context
However, individual differences are not the only factor determining the
precise effects of power. The effects of power also vary across situations. For
instance, when there are fewer checks and balances on leaders, the effects of
all three mechanisms tend to be stronger. This is why the more established
leaders become, the more they tend to be influenced by the effects of power.
The more powerful leaders are, the more exaggerated the expression of their
inner character and instincts tends to be.
There is something else here, too. When leaders feel overly insecure in
their role, they tend to focus on securing their position and pursuing
short-term and personal goals. And that rarely drives positive or useful
behaviors. This is where we get to the kicker, because on almost every metric
measurable, leadership roles are less secure than ever before. Add to that a
broader societal trend toward impression management and an apparent growing
intolerance of differing viewpoints, and it is easy to see why so many
researchers view leadership positions as more isolated and precarious than ever
before. And as they become ever more so, the leaders who hold these roles
become more vulnerable to the effects of power.
Cascading impact
What makes all this so important is that leaders are not solo operators.
The very nature of their role means that their behavior affects not just
themselves, but also their teams. And through this, leaders have a cascading,
trickle-down impact on everyone in their organization.
This is why, for all the many ways power can affect leaders, ultimately
it is leaders who often have a greater impact on the power they hold. They
don’t just affect the way the people beneath them behave, they also change the
expectations people have of leaders in general and how leaders behave. This is
why toxic leaders can be so damaging. They poison the well for the leaders who
follow them, undermining not just how much people trust them personally but
also how much people trust leaders generally.
Implications
There are implications here for both leaders and organizations. For
leaders, part of the challenge here is that it is rare to find an organization
that supports leaders by helping them understand how they, as individuals, can
spot and manage the effects of power. Until this changes, leaders need to take
steps to protect themselves. And the starting point here should be to
sense-check the degree to which they are retaining objectivity, remaining
well-informed, and connecting with others’ perspectives. Creating, in other
words, checks and balances for themselves.
For organizations, there is a need to start talking more openly about
power and the role it plays. Executives need to more explicitly evaluate how
individuals might be changed by power when selecting leaders and to balance the
focus on what leaders can do for the business with what they will do to it,
through the way in which they wield their power. They need to invest in
preparing leaders for the challenges of how power will change them.
Whether we recognize it or not, power does things to us. It can enhance
our strengths, but it also amplifies our weaknesses. And because we are
leaders, the aspects of ourselves that become amplified are inevitably cascaded
onto the people who work for us. We may not immediately see these effects, but
they are there. And the only debatable thing is whether we—as leaders—take
steps to understand and better manage them. https://www.fastcompany.com/91256936/how-power-changes-leaders
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