Tag: Power Sharing
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Stop Planning to Avoid Failure. Start Planning to Create Possibility.
Picture a planning meeting where most of the energy goes into identifying what could go wrong. People talk about risks, contingencies, and backup plans. The conversation focuses on how to protect against failure rather than what you’re trying to create. This is fear-based planning, and it’s incredibly common in organizations. While it may feel responsible…
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Being Human At vs Being Human With
I was talking with a friend the other day about social media and influencer culture, and something came out of my mouth that I’ve been turning over ever since: “It seems like with social media, we spend a lot of time being human at instead of human with each other.” The more I sit with…
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Why Letting Go of Control Is the Hardest Leadership Skill to Master
“To move from a ‘power over’ to a ‘power with’ approach means redefining power as shared, collaborative, and grounded in partnership rather than control.”– Organizing for Impact I’ve worked with many leaders who intellectually understand that controlling everything is unsustainable. They know that micromanagement stifles creativity, that centralizing decisions creates bottlenecks, and that their teams…
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Five Corporate Beliefs That Block Distributed Leadership (And What to Believe Instead)
Most leaders I work with genuinely want to create more collaborative, empowering workplaces. They’re drawn to the idea of distributed leadership, where authority and decision-making aren’t concentrated at the top but spread throughout the organization based on expertise and proximity to the work. However, when it comes time to actually let go of control and…
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Why Good Leaders Unknowingly Create Toxic Workplaces
A recent Monster survey revealed that 80 percent of American workers now describe their work environments as toxic workplaces, up from 67 percent just a year ago. Even more alarming, 93 percent say their employers aren’t supporting their mental health needs, and more than half would consider quitting over workplace toxicity. These numbers are staggering.…
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From Hierarchy to Agreements: What It Really Means to Distribute Power
The shift from hierarchy to agreements is one of the most fundamental transformations an organization can make. Picture this: You’re in a meeting, and your team has spent weeks researching a solution to a persistent problem. The data is clear, the approach is sound, and everyone who will be affected by the decision is aligned.…
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Bridging the Leadership Gap: From Transactional Boss to Transformative Change Agent
Leadership doesn’t come in just one flavor, and it certainly doesn’t develop all at once. Most of us develop into our leadership over time, gaining skills, clarity, and self-awareness as we go. And, whether we realize it or not, our approach to leadership reflects how we see our role in the system around us. Some…
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Reclaiming Our Seat at the Table: A Reflection on Power, Participation, and Possibility
This week, I turn another year older. While I find that birthdays tend to sneak up with a certain insistence that time is passing, I do appreciate the invitation they offer to pause, reflect, and take stock. This year, my birthday reflection has a different weight to it. We’re living through a time of intensifying…
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The Hidden Chaos of Undefined Roles
Ever feel like your organization is spinning its wheels, stuck in endless discussions, or bogged down by frustration and mistrust? You’re not alone. Many teams struggle with a lack of clarity around roles and accountabilities, and the symptoms show up in subtle but corrosive ways. If these signs sound familiar, it may be time to…
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Leadership in Times of Oppression: Building Organizations That Resist and Protect
It’s impossible to ignore what’s happening in the world right now. Many of us are watching, hearts in our throats, as hard-won rights are stripped away, voices are silenced, and authoritarian forces gain momentum. If you’re part of a marginalized community—if your existence, your identity, your rights, or your safety are suddenly up for debate—you’re…