Power Hoarding part 2
Power Hoarding can come come in many forms especially when you consider the different types of power that exists. This Power Hoarding Bingo card is a look example and conversation starter about the characteristic. What may disturb me the most while looking at the bingo card is that I’ve heard many of them within the last year several times and often those behaving in this way act as though they are full of virtues. When I have attempted to address issues of oppression, these two aspects of power hoarding tend to show up.
- those with power feel threatened when anyone suggests changes in how things should be done in the organization, often feeling suggestions for change are a reflection of their leadership
- those with power assume they have the best interests of the organization at heart and assume those wanting change are ill-informed (stupid), emotional, inexperienced; blaming the messenger rather than focusing on the message
I find it remarkable how these two notions are common thinking and practice without much of a question. The hubris of any leader to claim perfection because of the role they are in or the degrees they have or really any reason is tone-deaf to reality. Maybe it’s that romantic fantasy that we need a strong leader to take control and leads us through thick and thin that makes us think that a strong leader is equivalent to perfection. What is interesting is that in one study they found that higher inequalities enhance a wish for a strong leader. Furthermore, they said, “This suggests that societal inequality enhances the perception that society is breaking down (anomie) and that a strong leader is needed to restore order (even when that leader is willing to challenge democratic values).” So wouldn’t this strong leader be encouraged to push back and deny criticism to signal their strength?
I know I’ve discussed the second description before as an over-emphasis on the intent of the leader meaning more than the impact of their behavior. Imagine being able to continuously believe that you as a leader have the best interest of the company and others making suggestions for change could not possibly care or know more than you.
What?!
Seriously?!
No matter what type of power you have, using it to shut down feedback and minimize the knowledge and expertise around you, will likely result in more negative impact and unnecessary power struggle.
