I still recall the day I was screamed at in a boardroom. My department manager had approved a passion project of mine, which would create a new line of business under my portfolio. I was nervous yet excited, as this project allowed me to utilize my area of expertise, but I knew would be a lot of work. When I presented it at our monthly team meeting, chaos erupted.
Two team members began yelling at me, their faces red with anger. They called me "manipulative" and slandered my character. They insulted the potential business, its clientele, and the staff I would need to hire, implying they were undesirable. I turned to my manager, expecting him to intervene, but he remained silent. Looking to my coworkers for support, they also failed to react, simply staring at me like a deer in the headlights.
Feeling cornered and unsupported, I defended myself, the potential clients, and the project. I called out the abuses of behaviour and power that were occurring, but this only fueled the fire (I should not have been surprised). What took me the most off guard was that I was reprimanded for speaking to those with seniority over me in a disrespectful manner.
Unfortunately, this incident was not an isolated event. Those two former coworkers continued to exhibit abusive behaviour for years, creating a toxic work environment that normalized their actions. The power divide strengthened, and negative behaviours became the norm and were part of the daily routine. This not only damaged the team's culture and trust but also affected the mental and physical health of those exposed.
I wish this manager understood that certain individuals use power and control to manipulate their teams and organizations. This destructive behaviour ruins positive cultures, trust, and health.
Navigating Power Dynamics in the Workplace
In the workplace employees navigate a complex web of relationships, hierarchies, and social interactions that influence their sense of empowerment. Some individuals feel confident and empowered, able to make decisions and drive change. Others, however, feel powerless, marginalized, or excluded from decision-making processes.
When left unchecked, power can become intoxicating, leading some individuals to abuse their authority or exploit their position. Conversely, those who lack power may feel disengaged, demotivated, or disconnected from the organization. The disparity between those with power and those without can be overwhelming, leading to feelings of resentment, frustration, or hopelessness.
Moreover, power dynamics can be subtle and insidious, perpetuating systemic inequalities and biases. For instance, certain groups may be underrepresented in leadership positions or excluded from key decision-making processes. These dynamics can perpetuate a culture of exclusion, marginalization, and disempowerment. Those with power may be unaware these feelings have manifested, assuming others share their personal feelings of empowerment.
Rethinking Power Struggles
The struggle is not about who has or lacks power, but about recognizing the power each person possesses and shifting how it's utilized.
Counterintuitively, the struggle is not about who has or lacks power. Rather, it's about recognizing the power each person possesses and shifting how it's utilized. Every individual has some degree of power, whether it's through their expertise, relationships, or personal agency.
The key question is not "Who has power?" but "How is power being used?" Is it being wielded to uplift and empower others, or to dominate and control? Are individuals using their power to drive positive change, or to perpetuate harm and injustice?
By reframing our understanding of power struggles, we can begin to address the root causes of conflict and inequality. We can work towards creating a more equitable and just workplace culture, where every individual feels empowered to contribute their unique perspectives and talents.
This requires a fundamental shift in how we think about power and leadership. Rather than perpetuating a top-down, hierarchical approach to power, we can adopt a more distributive and inclusive model. This involves recognizing and valuing the diverse forms of power and expertise that exist within an organization, creating opportunities for shared leadership and decision-making.
Introduction to the Power and Control Wheel
Understanding the complex dynamics of Power and Control (Hannah Scott, 2022) is essential for creating a safe and respectful work environment. By familiarizing yourself with the graphic and information below, you will gain insight into the various forms of power and control and how they manifest in the workplace.
https://socialscienceandhumanities.ontariotechu.ca/workplacebullying/power-control-wheel.php © Hannah Scott, 2022. This wheel has been updated from Scott (2018). For original please see Scott. (2018). Extending the Duluth Model to workplace bullying: A modification and adaptation of the Workplace Power-Control Wheel. Workplace Health & Safety, 66(9), 444–452. https://doi.org/10.1177/2165079917750934
Breaking the Cycle of Abuse: A Path Forward
The Power and Control Wheel can be a daunting and overwhelming tool, as it reveals the complex and insidious ways in which abuse can manifest in our workplaces and communities. However, it's essential to remember that awareness is the first step towards change. Bad habits grow over time altering the culture of the workplace. Breaking this cycle and starting the process of restoration and recovery within a team may take months, but is worth the time invested in making these difficult shifts.
By acknowledging the ways in which power and control are misused, workplaces can begin to dismantle the systems and structures that perpetuate abuses of power. Start building a more just, equitable, and compassionate workplace culture – one that values mutual respect, trust, and empathy.
Every individual has some degree of power, whether it's through their expertise, relationships, or personal agency.
The following solutions offer a powerful framework for transforming our workplaces and addressing the root causes of abuse. These approaches prioritize healing, accountability, and growth, rather than punishment, shame or blame; these are rarely advantageous when fostering change.
By working together to implement these solutions, workplaces can:
Create a culture of empathy and understanding
Foster a sense of community and shared responsibility
Empower individuals to speak up and act
Address systemic issues and power imbalances
Build a more just and equitable workplace culture
Create a system for better decision-making
Address process inefficiencies, saving time and money
Healing, Learning, Growing: A Collective Journey
Foster a Culture of Empowerment, Accountability, and Trust
Creating a culture of openness, transparency, and respect is crucial for promoting a positive and psychologically safe work environment. This requires intentional effort and commitment from leaders and employees alike.
Encourage open communication, transparency, and feedback throughout the organization.
Empower employees to speak up and report concerns without fear of retaliation.
Hold leaders and managers accountable for promoting a positive work culture.
Provide training and resources on healthy communication, conflict resolution, and emotional intelligence.
Build trust through consistency, honesty, and actions that demonstrate positive change.
Healing, learning, and growing require a collective journey, not a solo endeavor.
Implement Changes to Reduce Power Imbalances
Conduct a power dynamics assessment to identify areas where power imbalances may exist and what systems and processes may be resulting in the abuses of power and control.
The necessary changes identified may be addressed by:
Flattening organizational hierarchies to reduce power concentrations.
Shifting who and how people are being invited to engage.
Establishing employee-led committees or councils to provide a platform for employee voices and concerns.
Providing opportunities for growth, development, and advancement across all levels to reduce power imbalances.
Create a reverse mentorship program, removing barriers resulting from position, seniority and chain of command.
Address Conflict, Disputes and Discourse
Establishing new systems and processes that prioritize respect, empathy, and understanding is essential for addressing challenging situations and conversations in a productive and inclusive manner.
Bring together affected parties, including those who experienced harm, those who caused harm, and relevant staff.
Provide access to impartial third-party facilitators to assess and facilitate conversations confidentially.
Offer employees resources that promote emotional well-being, resilience, and effective communication.
Facilitated conversations can help participants:
Acknowledge harm and take responsibility
Identify needs and concerns
Build an understanding of the impact
Develop a plan for repair and reparation
Rebuild trust and promote healing
Establish a Restorative Justice-Focused Investigation Process
Restorative justice offers a powerful framework for addressing harm, promoting healing, and rebuilding trust in the workplace. A key component is developing an investigation process that prioritizes restorative principles. Restorative justice requires skilled facilitators to guide the process and ensure a safe, confidential and respectful environment. This means ensuring investigations bring together all relevant stakeholders to identify needs and develop a plan for repair, reparation, and healing. These processes are:
Victim-centred
Trauma-informed
Focused on identifying root causes and systemic issues
Respectful in preserving the confidentiality of certain information
Throughout the investigation process, it's essential to use this opportunity to educate and raise awareness about the power dynamics and systemic issues that may have contributed to the issues. By doing so, your organization can promote a deeper understanding of the complex factors that contribute to harm and create a more just and equitable work environment, preventing ongoing issues.
By implementing restorative justice principles, your organization can create a more compassionate, equitable, and just work environment. This requires ongoing learning, growth, and transformation, but the benefits are well worth the effort.
There is hope for change. By taking a proactive and collaborative approach, you can break the cycle of abuse and build a brighter, more compassionate future for all.
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