"Having power is not nearly as important as what you choose to do with it."
-Roald Dahl

Power dynamics are at play in almost every aspect of our lives, shaping our relationships in obvious and subtle ways. Whether acknowledged or not, power influences how decisions are made, which perspectives are valued, and what actions are taken. Parent/child, boss/employee, doctor/patient - these are just some of the many relationships in which power differentials are intrinsic. While they are a natural part of society, issues arise when differences in power become imbalances and are used to silence, disregard, or control the perspective of others.

You have likely encountered power differentials and imbalances in the workplace, on teams, and in your change management or implementation journeys. They can be overt or subtle and are often reinforced by things like time or funding constraints, lack of diverse perspectives in decision-making, and lingering attitudes about “the way things have always been done.” Luckily, there are ways to recognize, address, and prevent power differentials from becoming problematic imbalances that hinder our work. Let’s dive into a few concepts to further illustrate the nuances of power differentials and some strategies for addressing them.

Power: Understanding its Dimensions

When you picture someone with power, who do you see? A CEO? A judge? A political leader? Maybe you picture a grassroots movement, a social media influencer, or a trusted friend. Power can take many forms—the way in which we possess and interact with power depends on context, our relationships, and our values. 

Types of Power

Formal (positional) - bestowed upon a person due to official titles, ranks, or positions.
Informal (social) - power that is held which may be not immediately visible or officially assigned.

Successful implementation leverages different types of power, both formal and informal, to put a program into practice and improve outcomes. Those with positional power (e.g. superintendents and principals) may have the official authority to remove barriers, facilitate administrative solutions, and unlock resources. Those with social power (e.g. a beloved teacher or a motivated group of parents) can mobilize and amplify support for a program as it gets off the ground. Blending and balancing these various types of power when implementing is better than relying on one alone. Together, they create space for authentic engagement of diverse perspectives, enjoyable collaborative experiences, and improved outcomes.

Addressing Power Differentials

You will certainly encounter power differentials along your implementation journey. So, how can you leverage your role to address them and foster the success of your initiative?

• Understand the context in which the power differentials exist.
  • “Gaining knowledge of the environment, climate, and capacity of the people you are supporting, the larger organization or system, and the community within which it is situated” is crucial in order to interpret and respond to the needs of a team or organization (Watkins, C., Farmer, S., Morgan, W., & Ward, C., 2022). Culture, circumstances, and characteristics all shape the way in which power is presented. Considering the political, financial, historical, organizational, and interpersonal contexts (to name just a few!) creates a clearer picture of how and why certain power dynamics exist and persist.
     
• Identify the types of power that are present and assess their influence on group dynamics, activities, and outcomes.
  • Formal or positional power is typically easier to identify, as they are marked by official roles, titles, and ranks. Identifying informal or social power might require more steps, such as observing team interactions, seeking input from team members or formal leaders, gathering feedback from diverse perspectives, and engaging in power mapping exercises. (Farmer, S., Perkins, Y., & Morgan, W., 2023). Along with the contextual knowledge you’ve gained, you can assess how present power dynamics might be facilitators or barriers to your implementation work. 
     
• Use facilitation strategies to make power structures visible and to protect all voices in the implementation process (Metz et.al., 2020).
  • Several facilitation techniques create opportunities for sharing power and authentically collaborative decision-making. Rather than pushing for artificial consensus or buy-in among team members, consider developing a collective view or shared understanding of the work. One way to do this is by diversifying the methods in which groups engage and make decisions. Doing so creates more space for all perspectives to be heard and power to be shared. Consider Liberating Structures for creative ways to facilitate out-of-the-box thinking, challenge assumptions, and build a culture of inclusive collaboration.

Navigating power dynamics is an essential skill for anyone embarking on an implementation journey. By recognizing the nuances of power, embracing diverse perspectives, and experimenting with facilitation techniques like Liberating Structures, you can drive meaningful change with your teams and in your implementation efforts. Curious to know more? Check out our full lesson on Addressing Power Differentials on the Active Implementation Hub!

References

Farmer, S., Perkins, Y., & Morgan, W. (2023). Addressing power differentials [Online learning object]. Chapel Hill, NC: National Implementation Research Network, Frank Porter Graham Child Development Institute, University of North Carolina at Chapel Hill. https://implementation.fpg.unc.edu/resource/addressing-power-differentia...

Metz, A., Louison, L., Burke, K., Albers, B., & Ward, C. (2020). Implementation support practitioner profile: Guiding principles and core competencies for implementation practice. Chapel Hill, NC: National Implementation Research Network, University of North Carolina at Chapel Hill.

Watkins, C., Farmer, S., Morgan, W., & Ward, C. (2022). Understanding context [Online learning object]. Chapel Hill, NC: National Implementation Research Network, Frank Porter Graham Child Development Institute, University of North Carolina at Chapel Hill. https://implementation.fpg.unc.edu/resource/understanding-context-intera...