Power DynamicsAll who have influence have power

But all who have power don’t have influence

Sources of Power1. Positional:

Boss is boss2. Relevance:

How much am I needed today?3. Centrality:

Boundary spanning positions4. Autonomy:

Do you control your own turf?

2

Sources of Power5. Personal

Who are you?6. Expertise & Track Record

Knowledge + Willing to help7. Charisma

Who likes you and why?8. Effort

How hard will you work?

3

Normal Paradigm Trap• Rigorous Analysis• Altruistic• For the good of the

Org.Own

• Excessive & Obsessive

• Personal Ambition• Self interest

Other’s

4

5

Power(Authority)

Empower(Sharing)

Influence

(Return)

Sharing power increases moral authority (influence)

Exercising Influence

Give something to get something6

Building Partnershi

psDoing Deals

Influence ControlInfluence is

What people are willing to do for youGetting buy-in to your idea /wayWhen people see benefit for themselvesWhen people feel in control / significantWhen people feel it is their own workValue of what you have to offer in people’s

eyes

7To control is to limit

Power dynamics are just that-Who depends on whom for what?Is this available from somewhere else? At what

cost?Whose cooperation is essential? Useful but not essential?What are the stances of parties?What are the differences? How rigid?What reinforces? Diffuses?What are the common goals?What is the dynamics of the culture?

8Dynamic

Personal QualitiesWhat the leader must develop to create Organizational Excellence

10

Paradoxical QualitiesProfessional

WillFanatically results

focusedDoes what needs to be

done no matter how difficult

Sets standards for long term endurance

Builds strong successors

Hires better than himself

Personal Humility

Personal modesty Looks in the mirror for

mistakesAmbition primarily or

organization / causeSpends own time and

resources to build subordinates

Looks out of the window to give credit

Adapted from: Good to Great – Jim Collins

11

Barriers & GatewaysMy way = right wayUnwilling to changeAfraid to riskUnwilling to learnAshamed to ask‘Seniority’, ‘Rank’Secrecy, closed-ness

New ways welcomeOpen to changeMeasured riskOpen to learnQuestionerConfidence in self

To remove a barrier is to open a Gateway

4 – Critical stepsDon’t assume

Question conventional wisdomTry new things/ways

Be creative. Innovate. Involve othersBe solution focused

Lamenting a problem will not solve itEmbrace change

Be open to new ways, methods, ideas

12

13

Organizational culture1. Uncompromising quality standards2. Leveraging knowledge and technology3. Fanatically results driven approach4. Totally customer oriented systems5. Speed of response6. Change friendly environment

There’s always a better way

14

People development1. Clear strategy to develop talent2. Customer centered approach3. Give employees a stake in success4. Succession planning5. Unequal compensation6. Create role models of success

Help your people to belong with pride

15

‘Career management is a process of connecting aspirations to reality’

In order to increase the probability of success

You need•Performance•Investment•Commitment•Adaptability

Ambivalence Obsession

‘Success is not an accident’

Success is where opportunity meets preparation

For more informationwww.yawarbaig.com