The Natural Leader Blog

Why brilliant leaders never use the word ‘power.’

Posted in News
24th October 2024

As leaders, the language we use shapes how others perceive us and, more importantly, how we inspire action. One word that often surfaces in leadership (and triggers me when it does) is “power”. Brilliant leaders never use the word power because it is never their aim.

While it may seem harmless, the word “power” can carry unintended consequences, creating an atmosphere of control and hierarchy rather than collaboration and trust. In today’s workplaces, where engagement, innovation, and agility are key to success, the language around leadership is really, really important. As with many things, the language used is often a reflection of intention.

Why the Word “Power” Can Be Harmful


When leaders talk about “power,” it often conveys a sense of dominance, authority, and control. While some might argue that power is necessary to make decisions and lead teams, the reality is that focusing on power can undermine the very qualities that effective leadership requires. Here’s why:

  1. It Emphasizes Control Over Collaboration
    Power is typically associated with a top-down approach, where decisions are made by those in authority, and others are expected to follow. This can stifle creativity and discourage people from sharing ideas. When leaders focus on collaboration instead of power, they foster a culture where everyone feels like their contributions matter, leading to better outcomes and stronger team dynamics.
  2. It Creates a Culture of Fear
    Employees who feel like their leaders are more focused on power may be reluctant to speak up or challenge the status quo. They may comply out of fear rather than genuine engagement. On the other hand, when leaders focus on “influence,” they create an environment of trust and psychological safety, where employees are more willing to take risks, share their ideas, and innovate.
  3. It Reinforces Hierarchy and Inequality
    Power often reinforces hierarchical structures, making employees feel as though they are simply cogs in a machine. This mindset can lead to disengagement and turnover. A more effective approach is for leaders to practice “shared leadership,” where influence is distributed across the team, and everyone is empowered to lead in their own right. This fosters a sense of ownership and commitment.

A Better Way to Lead

So, if we’re not aiming for power, what should we be striving for? The answer is empower and align. That’s about enabling others to show them how they can move many, to take action around one common goal. This is not power, it means communicating, engaging, inspiring, and inviting others to take action because they believe in your vision or even better in a collective vision, not because they are told to. Leaders who think of leadership like this spend time to sit with all teams and align their meaning and purpose to that of the business. They focus on flexing their leadership style, building and maintaining healthy relationships, ensuring trust, and deepening commitment—qualities that are essential for long-term success.

Here are three ways leaders can shift their mindset from ‘power’

  • Build Trust Through Transparency
    Trust is the foundation of influence. Leaders who are transparent, honest, and consistent in their actions build a level of trust that power can’t achieve. By being open about decisions and sharing the rationale behind them, you demonstrate that you value your team’s input and are committed to their growth.
  • Inspire Through Vision, Not Authority
    Instead of relying on authority to get things done, focus on communicating a clear and compelling vision. When your team understands the “why” behind their work, they’re more likely to be motivated and engaged. Great leaders use influence to align their team’s personal goals with the broader mission, creating a sense of shared purpose.
  • Empower Others to Lead
    A truly influential leader recognizes that leadership isn’t about one person holding all the power. It’s about empowering others to take ownership and lead in their own right. When you delegate responsibility, encourage autonomy, and foster an environment where people feel confident making decisions, you multiply the impact of your leadership.

Shifting the Language, Shifting the Culture

Words are a direct reflection of our intention. As leaders, the language we choose can either uplift and inspire or create barriers and tension. By shifting from “power” to “influence,” we create a leadership culture that is more inclusive, collaborative, and empowering. Instead of focusing on control, we focus on connection. Instead of hierarchy, we promote shared leadership.

It’s time to embrace a new way of leading, one that is built on influence, trust, and respect. By doing so, we can create workplaces where people are excited to contribute, eager to collaborate, and motivated to grow. The most effective leaders aren’t those who wield power—they’re the ones who use their influence to lift others up.

Leadership is about impact, not control


In a world that’s constantly changing, the most successful leaders are those who adapt and evolve. By moving away from the concept of power and embracing influence, you can build a stronger, more resilient team—one that thrives on trust, creativity, and shared responsibility. So, the next time you’re tempted to talk about power, remember that true leadership isn’t about control—it’s about the impact you have on those around you.