Forget “Power Over”—It’s time for “Power Through”
In an era of rapid technological advancement and unprecedented workplace challenges, traditional leadership models show limitations. The “power-over” paradigm focused on control, hierarchy, and short-term productivity—often leaves employees disengaged and limits an organization’s potential for sustainable growth. The rising reports of burnout, anxiety, and distrust among workers reveal the real costs of this outdated model.
I recently attended a Harvard Business Review webinar with Kim Clark and his co-authors of “Leading Through: Activating the Soul, Heart, and Mind of Leadership”. They shared insights from their new book, but it wasn’t just another discussion on leadership. What struck me most was their radical rethinking of power—how we use it, how we see it, and how it can transform the way we work together.
The traditional view of power in leadership has often been top-down, with authority held over others, dictating actions from the top. But as the authors explained, this “power-over” approach limits potential. It’s like having a talented team and asking them to stay in the shadows, waiting for approval instead of unleashing their creativity and drive. This perspective on power doesn’t just stifle people; it stifles progress.
What does “Leading Through” really mean?
The “leading through” paradigm is grounded in three core elements—soul, heart, and mind—which redefine the purpose and practice of leadership.
- Soul: The moral core of leadership
- The “soul” of leadership is rooted in moral responsibility. Leaders must do what is right simply because it is right, even when it is challenging. This moral foundation, what the authors call “organizational light,” is sustained by attitudes and behaviors that generate kindness, respect, transparency, and shared purpose. By fostering this environment, leaders create a foundation of trust that empowers people to bring their best selves to work and feel a deep connection to the organization’s values.
- Heart: Creating a thriving environment
- The “heart” of leadership focuses on helping people thrive. It’s about building relationships based on care, empathy, and mutual commitment. The LIVE framework—Love, Inspiration, Vitality, and Expression—is a practical approach to this, helping leaders connect work to people’s deeper needs. In this context, leadership isn’t just about getting tasks done; it’s about enabling personal growth and making people feel valued and supported. When people thrive, they become powerful sources of creativity, engagement, and resilience.
- Mind: Mobilizing through a process of action, learning, and change
- The “mind” of leadership involves a structured approach to mobilizing teams, identifying challenges, and driving meaningful change. The leadership process—Initiate, Mobilize, and Empower—is a repeatable, teachable framework that helps leaders create clarity, align teams, and sustain disciplined focus on what matters. This is where the practical work of leadership happens, guiding teams to act, learn, and adapt in pursuit of a shared vision.
These three elements—soul, heart, and mind—are not separate qualities but interdependent dimensions of effective leadership. Without the mind, the soul and heart may generate commitment but lack strategic direction. Without the soul and heart, the mind may revert to the limiting “power-over” paradigm. Together, however, they form a powerful, unified approach to leadership that prioritizes people, purpose, and long-term value.
The Modular Leadership System: Freedom and Unity in Action
In the “leading through” paradigm, leadership is modular, adaptable, and deeply human. The authors present a Modular Leadership System that brings together the soul, heart, and mind of leadership and enables organizations to move away from rigid hierarchy. This system focuses on three key areas:
- Framework for action: Provides guiding principles for organizing around teams, connecting across hierarchies, and fostering accountability.
- Visible information: Ensures transparency around goals, context, and strategies, allowing everyone to understand and contribute to the “why” behind their work.
- Power dynamics: Recognizes that true power lies in empowering people and teams to take action, rather than concentrating authority at the top.
My key takeaway: Rethink the concept of power
One of the most insightful moments during the recent webinar was hearing the authors explain the concept of power in the context of leadership. Unlike the traditional “power-over” approach, which focuses on hierarchical control, the “leading through” paradigm views power as the capacity to make things happen. This shift is essential because “power over” limits potential by restricting influence to a select few, while the new model views power as something to be shared and activated across the organization.
As the authors put it, leadership happens in moments of influence—when we inspire, guide, or support others to contribute to a shared vision. Power, in this sense, is not about control; it’s about enabling others to step into their power. This redefinition of power not only expands what’s possible within an organization but also transforms the concept of leadership itself into something collaborative, uplifting, and inclusive.
What do you think about power?
Reflecting on these insights, I believe it’s time we rethink the concept of power in leadership. Too often, “power” carries a negative connotation, associated with control, domination, or self-interest. But as the “leading through” paradigm illustrates, power can be something positive—a means to uplift others, create value, and inspire change.
In an age when people are burned out, disengaged, and in search of meaning, the “leading through” paradigm is a breath of fresh air. It reminds us that leadership is about creating environments where people feel valued and energized, where they’re encouraged to grow, and where every voice has the potential to lead.
If you’re a leader, or aspiring to be one, I challenge you to rethink how you approach power. Instead of “power over,” ask yourself what it would look like to practice “power through”—to lead not by holding authority but by empowering everyone around you.
If this resonates with you, here’s a quick exercise to help you reflect on how you can apply what you just read to redefined your sense of power in your own life and work:
Exercise: Reflecting on the concept of “Power Through”
- Identify: Think of a recent situation where you held influence or power—at work, in a volunteer role, or even in a personal relationship. Write down what happened, focusing on the how you used your power and the impact it had on others.
- Reframe: Now, imagine how you might have approached that situation differently with a “power through” mindset. Ask yourself:
- How could I have used my influence to empower others?
- What actions could have encouraged collaboration or shared decision-making?
- How might this new approach have changed the outcome or the experience for everyone involved?
- Plan: Finally, think about an upcoming opportunity where you can practice “power through.” Set a clear intention for how you’ll approach it differently this time, focusing on creating an empowering environment. Write down one or two specific actions you’ll take to foster shared influence and collaboration.
As you go through these steps, consider that leadership isn’t about titles, and power isn’t about control. The greatest leaders are those who create space for others to lead, who see power as something to be shared, and who use their influence to lift others up. By reflecting on our own use of power, we can start to make shifts that not only transform our leadership but also energize those around us.
The “leading through” paradigm challenges us to embrace power as the capacity to build a thriving organization from the inside out. It’s a vision of leadership that prioritizes people, purpose, and long-term success—an approach that couldn’t be more relevant in today’s complex, interconnected world.
Are you ready to make the shift from “power over” to “power through”?