Leader’s Personal Power – A Tool for Change

Leader’s Personal Power – A Tool for Change

Often, many people from the HR fraternity come to me and ask how can they become effective HR leaders. So, while I have many things in my kitty after having spent such a long time in the same domain) to offer, the first thing that I share with them is about using something very eternal called ‘Personal Power’. Also, because this is very close to what I have tried & tested over time & again and it contributes to my great success in making my mark in this holy world.

Any leader employing Personal Power ‘intends’ to influence, motivate & and empower others to perform to their best, to bring all their skills and talents to the table and use them for the benefit of themselves, the team and the business. Personal Power leaders are very very…person-centered. Personal power is independent from the position one holds in any organization. It is the modesty and special knowledge that makes personal power a useful resource for managers to use when trying to influence team & other colleagues. Team members become committed to their leaders who display personal power. Personal Power is also very different from the Positional Power. The difference between the two are as under:

Positional Power involves – Legitimate, Rewards, Coercive Influence, Dominant and Power Possessive.

Personal Power involves – Reverent, Humble Expert, Motivating Influence, Mentor and Guide.

The leaders who practice Personal Power at workplace can drive Change by:

  • First — change yourself.
  • Learn to live in ambiguity.
  • Feel & Focus on very basic cultural changes around you.
  • Stick to positive communication all the time.
  • Unfold the undercurrents.
  • Create a solid strategy to combat resistance to the change.
  • Coach your peers, team and employees around – for opening up their fears & apprehensions.

The above points are very relevant to the mental state of each employee post Covid-19 pandemic effect’s at the workplace. The HR leaders are the ones who will have to drive the workforce of their respective organization to the new challenges we are facing today and unless they are good at using this personal power tool, they may fail in their core responsibility to a large extent.